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NEW QUESTION # 16
You want to configure your Performance Review business process so that other users can rate an employee's competencies.
Which subprocesses do you configure for this?
Answer: D
Explanation:
* To allow other users (besides the direct manager) to rate competencies:
* UseGet Additional Reviewers for Performance Review# allows nominating additional evaluators.
* Then useComplete Additional Evaluation for Performance Review# routes the evaluation step to the selected additional reviewers.
* Incorrect options mix up "Additional Manager" with "Additional Reviewer." Managers are a subset, but to include broader participants, the correct subprocesses areReviewers + Evaluation.
References:
Workday Performance Review BP design documentation.
Workday Pro Talent & Performance exam material:"For additional reviewers (not limited to managers), configure Get Additional Reviewers + Complete Additional Evaluation subprocesses."
NEW QUESTION # 17
A manager starts the Assess My Team's Potential task.
What option allows them to suggest workers for a job profile and if enabled tracking potential successors for a succession plan?
Answer: D
Explanation:
* In theAssess My Team's Potentialtask, managers can makeNominations:
* Suggest workers for specific job profiles.
* Track potential successors for succession plans (if enabled).
* Incorrect options:
* A. Achievable Level # indicates ceiling level, not succession tracking.
* B. Retention # measures likelihood of leaving, unrelated to succession nominations.
* C. Review Rating # performance measure, not tied to suggesting successors.
References:
Workday Talent & Succession Guide:"Nominations in Assess My Team's Potential allow managers to suggest successors and link to succession plans."
NEW QUESTION # 18
During testing, you launched a Performance Review event with calibrations and all events are still in- progress. You notice that the goals are not populating as planned.
What is the first task you should run before you correct your configuration?
Answer: B
Explanation:
This scenario deals withtesting a Performance Review event that includes calibrations. Since the goals are not populating as expected, you need toreset the process correctly before fixing the configuration.
Here's why the correct choice isMass Rescind - Start Performance Review (including subprocesses):
* Rescind vs Cancel
* Rescind: Completelyremoves the business process instanceand all of its subprocesses from the system as if it never occurred. This is the proper action duringtesting, because it clears the data and lets you start fresh with corrected configuration.
* Cancel: Stops the process, but leaves historical records behind. This is not ideal for configuration testing, because it doesn't fully reset the process state.
* Why Start Performance Review only (not Calibration)
* Calibration events are tied to performance reviews. If you rescind theperformance review, the associated calibration processes are also cleared.
* If you attempt to rescind or cancel both Performance Review and Calibration separately, it can cause unnecessary complications.
* Why including subprocesses
* Performance Review has multiplesubprocesses(e.g., goal population, manager review, employee self-evaluation, calibration triggers).
* To fully clear the faulty test run, you must include all subprocesses; otherwise, remnants of the process remain in-progress and may block future testing.
* Incorrect Options Explained
* A. Mass Rescind (Performance Review + Calibration, no subprocesses)# Wrong, because calibration rescinds automatically when you rescind the review, and leaving out subprocesses creates incomplete cleanup.
* C. Mass Cancel (Performance Review + Calibration, with subprocesses)# Wrong, because Canceldoes not fully reset configuration testing.
* D. Mass Cancel (Performance Review only, no subprocesses)# Wrong, same reason:Cancelis insufficient, and leaving subprocesses active breaks cleanup.
References
* Workday Pro Talent & Performance Study Guide - Calibration & Performance Reviews:"When testing configuration errors, rescind the performance review with all subprocesses. Do not cancel, as this preserves process history and does not allow a clean retest."
* ERP Cloud Training - Workday Performance Review & Calibration:"Rescind clears all subprocesses linked to the review, including calibration. Cancel only halts the process without fully removing it."
* Workday Community Documentation - Mass Business Process Actions:Confirms thatRescind fully clears test data, while Cancel leaves records intact.
NEW QUESTION # 19
Refer to the following scenario to answer the question below.
An enterprise creates organizational goals that include the following criteria:
* The organizational goals span five years.
* Workers can align their individual goals with the organizational goals.
* Workers must provide a description for each individual goal.
* Each individual goal must fall within one of three groupings.
The current five-year timeframe for organizational goals is ending and you want to create new organizational goals.
What task do you use to create the next five-year cycle?
Answer: B
Explanation:
* Organizational goals are tied togoal periods, which define the timeframe (e.g., annual, multi-year, or in this case, a five-year cycle).
* When the current five-year period ends, you must create anew goal periodin order to define the next cycle of organizational goals.
* The other tasks do not apply here:
* Maintain Goal Categories# defines groupings such as Innovation, Financial, Productivity, but does not manage timeframes.
* Maintain Goal Payout Bands# used for goal-linked compensation or incentive payouts.
* Maintain Goal Completion Statuses# manages status labels such as "Not Started, In Progress, Complete," not periods.
Therefore, to establish the next five-year organizational goal cycle, you use theMaintain Goal Periodstask.
References:
Workday Talent & Performance configuration documentation:"Maintain Goal Periods allows organizations to define new cycles (e.g., annual or multi-year) for organizational and individual goals." Workday Pro Talent & Performance certification material:"Organizational goal cycles are created and managed via Maintain Goal Periods."
NEW QUESTION # 20
You want to create a talent pool that automatically updates its members based on criteria. You also want those in the Manager role to only have permissions to the members of their organization.
What type of talent pool do you create?
Answer: A
Explanation:
* ADynamic Talent Poolautomatically updates membership based on the results of a saved search.
* Making itRestrictedensures that access is limited-so onlyManagershave visibility/permissions to the members of their supervisory organization.
* Incorrect options:
* Open Dynamic# open visibility, not restricted by role.
* Open Static# membership is manual, not automatic, and visibility is open.
* Restricted Static# membership is manual, not dynamic.
References:
Workday Talent Pool documentation:"Restricted Dynamic Talent Pools allow managers to see only their organizational members with dynamic updates."
NEW QUESTION # 21
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