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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Reporting and Analytics | 15% | - Custom report creation - Enrollment analysis and audit reporting - Standard benefits reports |
| Topic 2: Compliance and Audit | 10% | - Audit trails and documentation - Regulatory compliance requirements |
| Topic 3: Integration with HCM and Payroll | 20% | - Data flow between Benefits, HCM and Payroll - Automatic deductions and updates - Carrier files and external interfaces |
| Topic 4: Introduction to Workday Benefits | 15% | - Navigation and functional overview - Workday Benefits architecture and core concepts |
| Topic 5: Benefits Setup and Administration | 30% | - Open enrollment setup and management - Eligibility rules, enrollment rules and benefit groups - Cost sharing, rate tables and payroll integration - Benefit plans, plan types and coverage configuration - Life events configuration and processing |
| Topic 6: Practical Application and Configuration | 10% | - Enrollment simulation and troubleshooting - System configuration exercises |
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NEW QUESTION # 24
A benefit administrator needs to roll out a new plan to replace an existing plan to employees who have been with the company for 12 months. Employees who reach their 12-month length of service should get this plan on their anniversary. What type of event should the benefit administrator use to roll out this plan to employees in the U.S. benefit group?
Answer: C
Explanation:
The correct answer is C because a Passive event in Workday is used when benefit changes must occur automatically without requiring employee action. In this scenario, the new plan is triggered when employees reach a 12-month service milestone , and the requirement is to automatically transition them to the new plan on their anniversary date. Passive events are designed for exactly this type of situation, where the system enforces enrollment changes based on predefined eligibility conditions or milestones.
Option A is incorrect because Open Enrollment applies to all eligible employees during a scheduled enrollment window and requires employee participation. Option B is incorrect because New Hire events only apply at the time of hire, not for service anniversaries. Option D is also incorrect because Worker Selectable events require the employee to actively make a choice, which contradicts the requirement for automatic enrollment. A Passive event ensures the system evaluates eligibility at the 12-month mark and applies the new plan without requiring any employee interaction, making it the correct configuration approach.
NEW QUESTION # 25
What task do you use to configure a new target for a dental plan offering?
Answer: B
Explanation:
The correct answer is D because dental plans in Workday are classified under health care plans , and therefore their coverage targets are configured using the Maintain Health Care Coverage Targets task. Coverage targets define how costs are distributed between employer and employee, such as percentage-based contributions or employer subsidy strategies. Since dental plans fall within the broader health care category, they inherit the same configuration framework used for medical and other health-related plans.
Option A is incorrect because Additional Benefits Coverage Targets are used for non-health-related offerings, such as life insurance or supplemental benefits, not for dental plans. Option B is not relevant because editing a benefit group impacts eligibility grouping rather than plan cost-sharing configuration. Option C is also incorrect because tenant setup tasks are used for system-wide configuration and do not control specific plan- level coverage targets. To properly define employer and employee cost-sharing for a dental plan, administrators must use the Maintain Health Care Coverage Targets task, ensuring consistent configuration within the health care benefits structure.
NEW QUESTION # 26
What business process allows you to change benefit elections during HCM business processes like Hire and Change Job?
Answer: B
Explanation:
The correct answer is D because Change Benefits (Default Definition) is the standard business process in Workday that enables benefit elections to be triggered and processed in conjunction with core HCM events such as Hire, Change Job, or other staffing actions. This business process is designed to integrate with HCM workflows and ensures that benefit eligibility and enrollment opportunities are automatically initiated when relevant changes occur in a worker's employment status.
Option A is incorrect because Open Enrollment is a specific, scheduled event that applies to all eligible workers during a defined period, not to individual HCM transactions. Option B is also incorrect because Life Event processes are triggered by employee-reported changes such as marriage or birth, rather than system- driven HCM events. Option C is not a standard Workday benefits business process used for enrollment. The Default Definition provides the foundational configuration that links benefits processing with HCM business processes, allowing seamless and automated benefit election updates during key employment events.
NEW QUESTION # 27
What scenario requires you to include a Health Care Classification in the plan setup?
Answer: B
Explanation:
The correct answer is C because a Health Care Classification is typically required in Workday when configuring U.S. medical plans . This classification supports plan identification and compliance-related processing within the United States benefits framework. It is used to distinguish the type of medical coverage being offered and helps align the plan with U.S.-specific benefits administration requirements, reporting needs, and downstream processing. Since U.S. medical plans are subject to particular health coverage categorizations, including this value during plan setup is an essential part of proper configuration.
Option B is not correct because Canadian medical plans do not use the same U.S.-specific health care classification requirement. Option A and Option D are also incorrect because Health Savings Accounts are different benefit types from medical plans. Although an HSA may be linked to a medical election in the U.S., the question asks specifically about including a Health Care Classification in the plan setup , which is associated with the medical plan configuration itself rather than the savings account plan. Therefore, the scenario that requires this setup element is a Medical plan for USA .
NEW QUESTION # 28
You have a new gym membership benefit offering. You currently do not offer any gym benefits. Before you can configure the plan, what must you do?
Answer: D
Explanation:
The correct answer is C because Workday Benefits configuration starts with the foundational components that define how a benefit offering is structured. When introducing a completely new type of benefit such as a gym membership, the system must first recognize the benefit category through an appropriate coverage type . The coverage type serves as a core setup element that supports plan creation and determines how the plan is classified within the benefits framework.
Option A is not correct because rates are generally configured after the underlying plan structure exists. Rates define pricing or cost-sharing, but they do not establish the foundational setup needed to create a new benefit offering. Option B is also incorrect because benefit groups are used to organize worker eligibility and enrollment populations, not to establish the base benefit component required for a new plan type. Option D applies to dependent or related-person scenarios, such as spouse or child coverage, which is not relevant for a gym membership benefit. In this case, defining the proper coverage type is the necessary first step before the plan itself can be configured.
NEW QUESTION # 29
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