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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Security, Reporting & Integration | 10% | - Integration with Time Tracking and Payroll - Role-based security for absence data - Absence reporting and analytics |
| Topic 2: Business Processes & Workflows | 15% | - Place Worker on Leave process - Approval routing and notifications - Time Off Request business process |
| Topic 3: Leaves of Absence & Leave Families | 20% | - Concurrent vs sequential leave handling - Regulatory leave tracking (FMLA, ADA, parental, etc.) - Leave Type and Leave Family configuration |
| Topic 4: Time Off Types & Entry | 15% | - Request workflow configuration - Time Off Type setup - Entry validations and balance adjustments |
| Topic 5: Time Off Plans & Accruals | 25% | - Time Off Plan configuration - Carryover, pro-ration, and plan limits - Accrual schedules and balance periods |
| Topic 6: Eligibility & Calculated Fields | 15% | - Calculated fields for absence entitlements - Eligibility rules based on HCM data - Position attributes and service length logic |
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Workdayシラバスの変更と理論と実践の最新の開発状況に応じて、Workday-Pro-Absence試験のブレインダンプが改訂および更新されます。 Workday-Pro-Absence試験トレントは、経験豊富な専門家によって高品質で精巧にまとめられています。 Workday-Pro-Absenceガイドの質問の内容は簡単に習得でき、重要な情報を簡素化します。より重要な情報を少ない回答と質問で伝えるため、学習は簡単で効率的です。この言語は理解しやすいため、学習者がWorkday-Pro-Absence試験に合格して合格するための障害はありません。
質問 # 34
An absence administrator created a new leave of absence rule and added it as additional eligibility criteria on the Paternity Leave type. They created the rule using report fields on the Worker and Leave Type business objects. Employees who should not be eligible are still able to request Paternity Leave.
What change does the administrator need to make to ensure only eligible employees can select Paternity Leave?
正解：A
解説：
A leave of absence rule used as Additional Criteria functions as an eligibility rule. Workday evaluates eligibility before it has resolved a leave type or created a leave request event. Consequently, fields used in an eligibility rule must be based only on the Worker or Position business objects.
The rule in the scenario includes a field from the Leave Type business object. That field cannot reliably resolve during the eligibility stage, allowing the rule to produce an unintended result. The administrator must revise the rule so every field is sourced from Worker or Position. Workday then evaluates the criteria against the worker and applicable position as of the leave start date. Only leave types for which the worker passes eligibility appear in the selection prompt.
Moving the rule to the Validations/Supporting Data tab would change its function from eligibility to validation. A validation is evaluated after the leave is selected and submitted; it may produce a warning or error, but it does not control whether the leave type initially appears in the prompt. Leave Type and Leave Request Event fields are appropriate in validation contexts where the event already exists, not in eligibility criteria. Therefore, retaining the rule as Additional Criteria and restricting its fields to Worker or Position is the correct solution.
Reference: Workday Education - Absence for Administrators: Leave of Absence, "Creating Eligibility and Validation Rules"
質問 # 35
A manager tries to assign a new leave type to one of their workers. The worker is eligible for the leave, but the manager does not have an option to place the worker on leave.
Why is the manager unable to view the new leave type?
正解：A
解説：
Leave Type Segmented Security controls which specific leave types a security role can access when placing a worker on leave. Although the worker satisfies the leave type's eligibility criteria, the leave will not appear for the manager unless it belongs to a Leave Type Security Segment accessible through the manager's segment-based security group.
The Request Leave of Absence business process security policy determines whether a manager can initiate leave requests generally. If that initiation security were missing, the manager would be unable to initiate the business process, rather than simply being unable to see one newly created leave type. Opting in to segmented security does not automatically assign new leave types to existing segments. New leave types must be added to the appropriate security segment deliberately.
The administrator should add the new leave type to the manager's Leave Type Security Segment, confirm that the Manager role is included in the associated segment-based security group, and verify access to the Leave Type Segmented Setup domain. Pending security policy changes must also be activated where applicable.
Study Guide reference: Leave of Absence - Leave Type Segment Security .
質問 # 36
To prevent multiple Jury Duty requests on the same date, an absence administrator added the validation.
Multiple Time Off Requests Not Allowed for Same Date. Workers are allowed to submit other types of time off with multiple requests per day.
How should the administrator configure the Time Off Entries to Include validation criteria?
正解：D
解説：
The validation must apply only to Jury Duty requests without restricting multiple same-day requests for unrelated time offs. The administrator should select All Time Off Entries for Worker (for Time Off Validation Set) for Same Date and create a validation set containing Jury Duty.
This scope instructs Workday to evaluate the worker's entries for the same date only when those entries belong to the designated validation set. If a Jury Duty request already exists for that date, another Jury Duty request triggers the validation. Other time offs outside the validation set remain unaffected and can still be entered multiple times when their own configuration permits it.
Individual Time Off Entry does not compare the request with other same-day entries and therefore cannot prevent duplicates. All Time Off Entries for Worker for Same Date is too broad because it evaluates every time off and could block legitimate multiple requests involving unrelated absence types. Creating a validation set that excludes Jury Duty reverses the intended scope by applying the comparison to the wrong time offs. A validation set containing Jury Duty provides the required targeted control while preserving the organization's more permissive behavior for other time-off categories.
Reference: Workday Education - Absence for Administrators: Time Off Validations, "Multiple Time Off Requests Not Allowed for Same Date"
質問 # 37
Refer to the following scenario to answer the question below.
You need to create a time off plan that tracks a balance over the calendar year. It should give the full year accrual on January 1 of each year or a prorated amount on hire date if a worker is hired after January 1.
You need to prorate the accrual based on the percentage of the year a worker is employed.
What calculation type will you use?
正解：D
解説：
An Arithmetic Calculation performs the mathematical operations required to determine the percentage of the year during which the worker is employed and apply that percentage to the full annual accrual. A typical design divides the remaining eligible days in the year by the total number of days in the year and multiplies the resulting percentage by the annual accrual amount.
A Logic Calculation returns true or false using AND or OR conditions; it cannot independently calculate the prorated numeric amount. A Date Increment/Decrement Calculation adds or subtracts a defined number of days, months, or years from a date and returns another date. It may support date derivation but does not produce the required percentage. A Constant Value Calculation always returns the same value and cannot vary according to hire date.
Workday provides delivered arithmetic proration calculations for mid-period hires, and similar arithmetic components can be used to construct annual proration. The final result must use the time off plan's unit of time. Appropriate rounding should also be configured where the calculated result could contain fractional hours or days.
Study Guide reference: Calculations for Time Off Plans - Arithmetic Calculations and Proration .
質問 # 38
An absence administrator created a new UK holiday plan that gives all eligible full-time employees 30 days of entitlement at the start of each calendar year.
When an employee loses eligibility for the plan due to a change of job, the accrual needs to automatically adjust based on how much of the year they were eligible for the plan.
What does the administrator need to configure on the accrual for Workday to automatically adjust it?
正解：A
解説：
The 30-day entitlement is awarded at the beginning of the balance period, so the accrual is classified as front- loaded. If a worker subsequently becomes ineligible because of a job change, Workday must calculate the portion of the front-loaded award that the worker was not entitled to retain. Selecting Front-Loaded activates this proration behavior, while the scheduling condition identifies the business event that should initiate the adjustment.
The scheduling row must use Scheduling: Worker Job Change Mid-Period because the triggering event is a change of job that causes eligibility loss during the balance period. Workday then evaluates the job-change effective date, determines the eligible portion of the calendar year, and creates the corresponding accrual adjustment. The termination condition in option A applies to a termination event, not a job change. Selecting None provides no special mid-period proration. Merely selecting Front-Loaded without the required scheduling condition does not identify when the adjustment should occur.
Study Guide references: Absence Management Administration - Accrual Adjustment during a Job Change and Time Off Plans and Components - Accrual Options .
質問 # 39
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