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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Practical Application and Configuration | 10% | - Enrollment simulation and troubleshooting - System configuration exercises |
| Topic 2: Benefits Setup and Administration | 30% | - Life events configuration and processing - Benefit plans, plan types and coverage configuration - Cost sharing, rate tables and payroll integration - Eligibility rules, enrollment rules and benefit groups - Open enrollment setup and management |
| Topic 3: Compliance and Audit | 10% | - Regulatory compliance requirements - Audit trails and documentation |
| Topic 4: Integration with HCM and Payroll | 20% | - Carrier files and external interfaces - Automatic deductions and updates - Data flow between Benefits, HCM and Payroll |
| Topic 5: Reporting and Analytics | 15% | - Custom report creation - Standard benefits reports - Enrollment analysis and audit reporting |
| Topic 6: Introduction to Workday Benefits | 15% | - Navigation and functional overview - Workday Benefits architecture and core concepts |
>> Workday-Pro-Benefits Sample Questions Answers <<
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NEW QUESTION # 21
Terminated employees' benefits should stay active through the last day of the month. However, their benefits are inactive on their termination date. What would cause this?
Answer: D
Explanation:
The correct answer is D because the behavior described shows that benefit coverage is ending immediately on the employee's termination date rather than continuing through the end of the month. In Workday, this outcome is controlled by the Coverage End Date setting on the termination event within the Enrollment Event Rule . If that setting is configured as On the Event Date , coverage ends on the exact date of termination, which explains why benefits become inactive right away.
Option C is incorrect because if the Coverage End Date were set to Last Day of the Month , the employee's benefits would remain active until the month-end, which is the desired result. Option A is not the best answer because a half-month rule would produce a different timing result and would not directly explain coverage ending exactly on the termination date. Option B is also incorrect because an end date based on the next pay period begin date would not typically cause immediate termination-date inactivation. Since the system is ending benefits on the termination date itself, the termination event rule is clearly set to On the Event Date .
NEW QUESTION # 22
A benefits partner is helping an employee with their open enrollment.
What should the benefits partner run to access the employee's open enrollment event?
Answer: C
Explanation:
The correct answer is A because in Workday, when a benefits partner needs to assist an employee directly with their open enrollment event, they must access the employee's inbox tasks and event experience . This is accomplished by using the Start Proxy functionality, which allows the administrator to act on behalf of the employee and view exactly what the employee sees, including the Change Benefits task associated with open enrollment.
Option B (Open Enrollment Status Report) and D (Benefit Events Status Report) are reporting tools used to monitor event progress, status, and completion but do not provide direct access to perform or assist with the employee's enrollment elections. Option C (Initiate Open Enrollment task) is used to launch the event for a population, not to access or assist with an already initiated employee event.
Using proxy ensures that the benefits partner can guide or complete the enrollment accurately within the employee's context, maintaining consistency in elections, validations, and user experience while following Workday security and audit controls.
NEW QUESTION # 23
What report shows a detailed breakdown by benefit group of all in progress, submitted, cancelled, closed, and finalized events?
Answer: C
Explanation:
The correct answer is D because the Open Enrollment Status report in Workday provides a comprehensive view of benefit event activity across different statuses, including in progress, submitted, cancelled, closed, and finalized events . It is specifically designed to track enrollment progress and completion at a summarized level, often grouped by benefit group , allowing administrators to monitor participation and identify outstanding actions during enrollment cycles.
Option A is incorrect because Enrollment Count focuses on numerical summaries of enrollments rather than detailed status tracking across event stages. Option B is also incorrect because the Benefit Group Audit report is used to validate eligibility and identify workers assigned to multiple benefit groups, not to track event processing statuses. Option C is incorrect because Benefit Census provides a snapshot of current enrollments and participant data but does not track event lifecycle statuses. The Open Enrollment Status report is the appropriate tool for monitoring event progress and status breakdowns across benefit groups.
NEW QUESTION # 24
An employee submits a birth event on July 1 for their child born on June 20. The benefit partner submits an Administrative Correction event for the same employee with a benefit event date of June 20. How will Workday coordinate these events?
Answer: C
Explanation:
The correct answer is B because Workday coordinates overlapping benefits events primarily based on the benefit event date , not simply on the date the events were submitted. In this scenario, both the birth event and the administrative correction relate to the same employee, but the administrative correction has a benefit event date of June 20 , which is earlier than the birth event submission date of July 1. When Workday encounters multiple events that may affect the same benefits records, it gives priority to the event with the earlier effective event date and places the later event on hold until the earlier-dated event is resolved.
This sequencing protects the integrity of coverage elections, effective dates, and deductions by ensuring changes are processed in the correct chronological order. Option A is incorrect because Workday does not place the earlier event on hold when it should drive the foundational coverage timeline. Option C is incorrect because submission order is not the governing factor here. Option D is also incorrect because Workday does not combine these into a hybrid event. The later event is held until the earlier-dated event is processed.
NEW QUESTION # 25
Your company hires a new employee after the initiation of open enrollment (OE). All other employees in the same benefit group have received OE, but the new hire has not. Why is the new employee missing the OE task in their inbox when they log in?
Answer: C
Explanation:
The correct answer is C because when a new employee is hired after Open Enrollment has already been initiated, Workday typically prioritizes the employee's new hire benefits event first. The system does this to ensure the worker completes their initial eligibility-based elections before any broader enrollment event is coordinated for them. Once the new hire event is completed, Workday can then reprocess the Open Enrollment event so the employee is brought into the same enrollment cycle as others in the benefit group, if applicable.
This behavior is part of Workday's event coordination logic, which prevents overlapping benefits tasks from creating conflicting elections or duplicate enrollment opportunities. Option A is incorrect because marking an event as Worker Selectable affects self-service visibility, not whether a new hire initially receives an OE inbox task. Option B is unrelated because a Reinstatement Event applies to rehire scenarios, not newly hired workers entering an open enrollment cycle. Option D is also incorrect because No Changes Allowed would restrict election changes within an event, but it would not explain why the OE task is not initially present. The missing task is due to reprocessing after completion of the new hire event.
NEW QUESTION # 26
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