Workday-Pro-Compensation Practice Exam Questions with Answers WorkdayProCompensationExam Certification

Employees managed byManage Basis Total (MBT)require theirprimary compensation basis totalto remain unchanged when allowance plan adjustments are made.

By selectingRetain Basis Total for MBT Employees, Workday keeps the overall basis constant and reallocates other plans in the MBT calculation instead of increasing the total.

Why not the others?

A. Clear MBT checkbox? Would remove MBT management completely.

C. Clear Retain Basis Total? Opposite of required behavior.

D. Adjust to New Defaults? Updates values, but doesn’t enforce retention of MBT total.

Gross Up= Adjusting a payment so that after tax deductions, the employee takes home the intended net amount.

Example: If you want an employee tonet $1,000, and taxes are 20%, Workday will calculate and issue ~$1,250 gross so the employee keeps $1,000 after taxes.

Why not the others?

A. Show taxes to user? Not what Gross Up does.

B. Manual update required? Gross up is automated, not manual.

C. Apply taxes normally? Workday already applies taxes; gross up goes further by adjusting amounts.

Employees requestingone-time payments for selfmay see sensitive options likeGross UporSend to Payroll.

To prevent them from updating these fields, configureOptional Fields for Request One-Time Payment for Selfand hide the checkboxes.

This limits their visibility and update access without affecting manager/HR workflows.

Why not the others?

A. Optional Fields for Request One-Time Payment? Applies to manager/HR use, not self-service.

C. Remove Employee as Self from self-service comp domain? Would block employees from initiating requests entirely.

D. Payroll security domain? Payroll security doesn’t control compensation request UI fields.

To retire or replace an existingbonus plan, you need to mass-remove it from all employees currently assigned.

The standard Workday task for this isRemove Compensation Plans from Employees, which allows you to:

Select thecompensation planto remove.

Apply aneligibility ruleto identify affected employees.

This is efficient and ensures employees no longer carry the outdated plan.

Why not the others?

A. Mark plan inactive? Prevents new assignments but doesn’t remove existing employee assignments.

C. Request Bonus Payment web service? Used for issuing payments, not removing plans.

D. Change Job? Not appropriate for mass plan removal.

If the recruiter cannot change the allowance amount (e.g., from$50 AUD ? $100 AUD), the most likely reason is that the allowance plan is configured withNo Overrideselected.

No Overrideprevents users from modifying the default plan amounts during transactions.

Why not the others?

A. Plan not in package? If missing, it wouldn’t appear at all, not appear but be locked.

B. Eligible for more than one package? Doesn’t prevent changing amounts.

C. Not eligible for profile? Would prevent plan assignment, not lock override fields.

When configuring asalary plan, you can choose whether the plan amount should automatically adjust for part-time employees based onFTE% (Full-Time Equivalent percentage).

Apply FTE%ensures that the salary plan prorates according to scheduled hours vs. full-time hours.

Example: If an employee works 50% FTE, a $60,000 annual salary plan will automatically adjust to $30,000.

Why not the others?

B. Compensation Element– Elements link plans to payroll but do not control proration.

C. Eligibility Rules– Define who is eligible, not how amounts are prorated.

D. Exclude from Merit– Used in merit review processes, unrelated to proration.

If theeligibility rule for Sales / Australia profileis changed to remove “Sales,” thenall Australian employees(regardless of job family) become eligible.

As a result:

Any Australian employee moving roles will be assigned the allowance.

Sales employees will no longer qualify, so their allowances are automatically removed during compensation/job changes.

Why not the others?

A. Sales removed immediately? Removal only happens at a transaction/job change evaluation.

C. All Australians automatically enrolled? Not automatic, triggered during job/comp events.

D. System error? Not how Workday handles eligibility changes.

The requirement is aflat $500 monthly allowancefor Sales employees.

Amount-based allowance planis the correct choice since it supports fixed, recurring payments in a defined currency and frequency.

Adding aneligibility ruleensures only employees in theSales job familyare assigned this allowance.

Why not the others?

A. Unit-based allowance plan? Used when pay is based on number of units (e.g., kilometers, credits), not flat amounts.

B. Percent-based allowance plan? Tied to % of base pay, not a fixed dollar figure.

D. Reimbursable allowance plan? Used for expense reimbursements, not recurring flat compensation.

By default, if compensation defaults from the requisition, Workday mayskip eligibility re-checks.

To ensure eligibility rules arealways executedduring the Offer process (especially if location, job family, or country changes), enable:

Run Eligibility Rules when there is Requisition CompensationinEdit Tenant Setup – HCM.

Why not the others?

B. Enable Defaulting Based on Guidelines? Controls guideline defaults, not eligibility evaluation.

C. Edit Offer business process security? Security won’t trigger eligibility rules.

D. Enable Eligibility Rule Performance Enhancement? Improves performance but doesn’t force rule execution.

The scenario describes acompensation partnerbeing able to assignany allowance plan, even when the employee isnot eligible.

This is controlled by thesecurity domain "Add Compensation Plans: Add Allowance", which allows users with access to bypass eligibility and directly assign allowance plans.

Why not the others?

A. Worker Data: Compensation Plan Type? Governs visibility to compensation data, not bypassing eligibility.

B. Select Any Compensation Package? Pertains to choosing packages, not adding allowance plans outside eligibility.

C. Worker Data: Compensation for Managers? Grants managers ability to propose comp, but does not override eligibility.

Compensationgradesdefine pay ranges, andgrade profilesallow variation bylocation, job family, or other attributes.

In this case, the Software Engineer role exists inLondon, New York, and Milan, so the best practice is to:

Createone compensation grade(Software Engineer).

Addgrade profilesfor each location, each with its own pay range.

Attach thegrade(with all profiles) to the job profile.

Why not the others?

A. One grade per location? Duplicates maintenance effort; profiles exist for this purpose.

B. Three grades tied to three job profiles? Unnecessary; job profile is the same role globally.

D. One grade with eligibility rules? Eligibility determines who qualifies, not pay ranges per location.