Workday Workday-Pro-Talent-and-Performance Workday Pro Talent and Performance Exam Exam Practice Test

In Workday,Private Feedbackis visible only to thefeedback recipient.

Confidential Feedbackis visible to both the recipient and their manager.

Anonymous Feedbackhides the identity of the feedback giver but may still be visible to managers or admins depending on configuration.

Public Feedbackis broadly visible across the organization or workgroup.

Therefore, the only feedback type that ensures visibilityonly to the recipientisPrivate Feedback.

Workday Skills Cloudis a delivered feature included automatically with Workday tenants.

It uses machine learning to normalize skills across the system.

Incorrect options:

A.Only accesses customer-tenanted skills→ false, it includes Workday’s universal skills ontology.

B.Prevents enterprises from adding skills→ false, enterprises can add custom skills.

C.Requires Innovation Services subscription→ false, Skills Cloud is included automatically, not a paid add-on.

Competencies can be assigned to multiple objects: job profiles, job families, positions, or management levels.

When determining a worker’starget proficiency level,Positiontakes precedence over all other sources.

Order of precedence:Position > Job Profile > Job Family > Management Level.

This allows organizations to define competencies at higher levels (family, profile) but override them at the position level if necessary.

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.

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.

Private Feedbackensures that only thefeedback recipientcan see the comments.

This means managers have no visibility to peer-to-peer private feedback.

Other options:

Confidential Feedback→ visible to both the worker and their manager.

Feedback Badges→ recognition icons, not a visibility control.

Anonymity→ hides the feedback giver’s name but does not control manager visibility.

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 prevent managers from receiving Inbox tasks during calibration, you configure theAwait Calibration Completion service stepin theComplete Manager Evaluation BP.

This holds manager evaluation tasks until calibration is finalized.

Incorrect options:

To Do step in Launch Calibration→ only provides reminders, does not prevent tasks.

Update Performance Review Ratings step→ allows updates after calibration but doesn’t prevent tasks.

Shared Participation step→ controls collaboration in calibration, not blocking Inbox tasks.

When creating aCompetencyin Workday Talent & Performance, the system enforces certain required fields.

Name:

This is themandatory field. Every competency must have a name so it can be identified in job profiles, performance reviews, and talent pools.

Without a name, Workday will not allow you to save or proceed.

Proficiency Rating Scale:

This is important for measuring competencies (e.g., Basic → Intermediate → Advanced → Expert).

However, it isnot requiredat the point of creation. If you don’t assign one, the system can still save the competency, though you may not be able to rate employees effectively without linking a scale later.

Competency Description:

Highly recommended for clarity and reporting.

But this field isoptional, not enforced by Workday.

Category:

Used to group competencies (e.g., Leadership, Technical, Communication).

Again,optionaland for organizational purposes only.

Thus, while other fields add functionality and structure,the only required field to create a competency is the Name.

????References

Talent & Performance Learning Material: Competencies are created with“Name” as required, while “Description, Proficiency Scale, and Category” are optional metadata used to support evaluation and reporting.

Workday Pro Talent & Performance study outlines: Under theCompetencies section, it explicitly states:“The only mandatory field is Name. Description, Proficiency Rating Scale, and Category are optional fields that can be configured for richer competency management.”【web source Talent & Performance training + community notes】

ERP Cloud Training – Workday Talent & Performance course: Highlights that“Name is required when creating a competency; all other fields are optional depending on business needs.”

Comprehensive Detailed Explanation

When creating anorganization goal, Workday defaults theGoal Periodfield to themost recent goal periodused in the specific supervisory organization.

It does not inherit from superior organizations, worker records, or the first goal period created in the tenant.

This ensures consistency within the supervisory organization’s existing goal cycles.

Static Talent Poolsallowmanual addition and removalof members.

Privatemeans the pool is only visible to the creator and not shared with others.

Therefore, aPrivate Static Talent Poollets talent partners create their own pools, manage membership manually, and keep them unshared.

Incorrect options:

Dynamic Pools→ membership is controlled by saved searches, not manual additions.

Restricted Pools→ visibility is limited to certain groups but still shared, not completely private.

To create a review template with sections such as Feedback, Goals, Questions, and Competencies, you must have these components configured in advance:

Review Questions→ required if the template uses a questions section.

Feedback Template→ required if a feedback section is included.

Competencies→ required if competencies are included.

Review Typesare not a prerequisite to create a review template. They categorize reviews (annual, quarterly, etc.) but are not required in template configuration.

In Workday Talent & Performance,feedback badgesare a visual and motivational way to recognize employees when providing feedback. Administrators configure the rules and usage of these badges.

Let’s carefully review the options:

A. You can delete badges at any time.

Not correct.

Once a badge is actively in use (already given to workers in feedback), it cannot simply be deleted, because that would break historical data. Instead, administrators can make badgesinactive, but they remain in the system for reporting integrity.

B. You can make badges required when entering feedback.

Correct.

Workday configuration allows admins torequire that feedback entries include a badge. This ensures that every feedback submission carries a visual, standardized recognition element alongside the narrative text.

This aligns with the study guide underFeedback and Recognition, which highlights that “badges may be configured as required fields for any feedback process.”

C. You can create custom badges using Workday-delivered icons.

Not exactly.

You can createcustom badges, but you upload yourown images/icons. Workday provides sample ones, but they aren’t the only option. You are not restricted to Workday-delivered icons.

D. You can allow recipients to decline badges.

Incorrect.

Employeescannot declinebadges once they are attached to feedback. Feedback is submitted as part of the talent/performance process, and the badge is embedded.

Therefore, the unique administrator attribute here is the ability tomake badges required when entering feedback.

????References

Workday Pro Talent & Performance Guide– Feedback Badges configuration:“Administrators can make badge selection mandatory when submitting feedback, ensuring consistent recognition across the organization.”

ERP Cloud Training (Talent & Performance Badges section): Confirms thatbadges can be required for feedback, cannot be declined by recipients, and must be inactivated (not deleted) when no longer in use.

Workday Community (Feedback and Recognition documentation):Custom badges can be created by uploading images, not restricted to Workday-delivered icons.

This scenario involves enabling a new security group (Talent Lead) to initiate Talent Review events in Workday. To achieve this, you need to configure both the business process security and domain security that govern Talent Reviews.

Launch Talent Reviews business process security policy

This policy controls who has permission to initiate the Talent Review event.

Without updating this, the new Talent Lead group cannot start the review process.

Talent Review domain security policy

This policy governs access to Talent Review objects, such as templates, review events, grids, and attributes.

Without updating domain security, even if the group can launch the process, they will not be able to view or interact with the talent review itself.

Incorrect alternatives

Option B (Launch Talent Reviews only):This would allow the group to initiate the process, but they would lack access to view or work with the reviews.

Option C (Talent Review business process security policy):There is no generic “Talent Review business process”; the correct one is “Launch Talent Reviews.”

Option D (Talent Review business process + domain security):Misstated. The business process in question is “Launch Talent Reviews,” not a general Talent Review business process.

Therefore, the correct answer is to updateboth the Launch Talent Reviews business process security policy and the Talent Review domain security policyso that the Talent Lead group has both initiation rights and access permissions.

References

Workday Pro Talent & Performance Certification Guide – Security in Talent Reviews: Explains that both business process security and domain security must be configured for security groups responsible for launching talent reviews.

ERP Cloud Training – Talent Review Security: Notes that business process security grants initiation rights, while domain security controls access to objects and review content.

Workday Community Documentation – Talent Review Setup: Confirms that both the Launch Talent Reviews business process policy and the Talent Review domain security policy must be modified when a new security group is added to initiate reviews.

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.