Workday-Pro-Talent-and-Performance Workday Pro Talent and Performance Exam Free Practice Exam Questions (2025 Updated)

In theAdd Goal to Employeestask, managers can cascade or assign goals to groups of workers.

The available grouping option is byOrganizations(e.g., supervisory organizations, cost centers, custom organizations).

Succession Pools, Job Profiles, and Job Familiesare not selection criteria in this task. Those are used in talent or competency management contexts but not in mass goal assignment.

When you want a performance review template with only anOverall section, the correct configuration isPrompt for Overall Rating.

This option requires the manager to provide a single overall rating without averaging or weighting items.

Other options:

Manual Entry→ applies to ratings on items, not a single overall section.

Calculated Ratings with No Overrides→ automatically calculates from section ratings (not desired here).

Calculated Ratings with Overrides→ allows calculation plus manual override, but still requires sections/items.

In Workday’sannual performance review process, typical default steps are:

Set Review Content→ defines template contents (goals, feedback, responsibilities).

Get Additional Reviewers→ allows adding reviewers.

Complete Manager Evaluation→ manager provides evaluation.

Assess Potentialisnot part of the performance review process; it belongs toTalent Review / Succession Planning processes.

Therefore, the workflow will not useAssess Potentialin a performance review.

When you add aComplete Additional Manager Evaluationstep in the Performance Review BP, the system only generates the Inbox task if the employee review template is configured to allow it.

This is controlled in theOther Reviewer Options sectionof the template.

You must enable“Additional Manager Evaluation for All Sections”for the task to route correctly.

Incorrect options:

A. Adding a competencies section is unrelated to routing.

B. Requiring comments in the Overall section doesn’t trigger the step.

D. Applies To field rules limit applicability but won’t control routing to the direct manager.

In Workday, when managingSuccession Plans, you can directly add employees by searching for them in theFind Workers report.

Incorrect options:

A. Adding employees from a talent pool is possible for development, but not a delivered method for populating succession plans.

B. External candidates cannot be directly assigned to succession plans; succession focuses on internal talent.

C. Job profiles are the object succession plans are created for, not what you add via Find Workers.

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, becauseCanceldoes 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.

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.

TheApplies Tofield on the Employee Review Template determines which population is eligible for the review.

To restrict the 90-Day Check-In template so that it only applies tonew hires after 90 days, you configure theApplies Tocriteria accordingly (e.g., based on hire date relative to review launch date).

Incorrect options:

Review Type→ categorizes reviews (annual, quarterly, etc.), but does not restrict worker population.

Period Start/End Dates→ define review timeframe, not eligibility rules.

Layout Override→ controls template layout, not applicability.

Add Goal To Employeesis used for bulk assigning existing goals to workers, not for creating new organizational goals.

Maintain Goal Completion Statusesis used to track and update progress, not goal creation.

Create Goal for Workerapplies only to individual workers.

Manage Organization Goalsis the correct task for a manager to create a goal at thedivision or supervisory organization leveland cascade it to their direct reports.

To launch aTalent Reviewfor a group of workers who do not share the same supervisory organization, you can use aTalent Pool.

Talent pools allow grouping across organizations, job families, or geographies.

Incorrect options:

Job Family→ groups roles, not flexible enough for reviews across diverse workers.

Supervisory Organization→ too restrictive; only covers workers within that org.

Custom Organization→ useful for grouping but not directly designed for Talent Review events.

Dynamic Talent Poolsautomatically determine membership by using the results of asaved search.

This allows pool membership to update as workers meet or no longer meet the search criteria.

Incorrect options:

Compare Workers report→ used for side-by-side comparison, not pool membership.

Manual selection→ applies to static pools, not dynamic.

Custom report→ not the driver; Workday specifically requires saved searches for dynamic pools.

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.

When a performance review template usesItem Averaging:

Workday calculates the average rating acrossall rated itemswithin the sections.

Each item carriesequal weight, regardless of section or item weighting.

If weighting was required, you would instead useWeighted Average, which allows assigning weights to items and/or sections.

Therefore, item averaging =equal weight for each item.

Even when using ajob management staffing model, organizations useSuccession Poolsto group workers for succession planning.

Pools identify workers with potential to step into key roles in the future.

Incorrect options:

A. Development Plan → defines individual growth steps, not succession grouping.

B. Candidate Pools → used in recruiting, not succession.

C. Succession Plans → tied to specific positions or job profiles, not used for general grouping in job management models.