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[General] ValidDumps Dumps Save Your Money with Up to one year of Free Updates

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【General】 ValidDumps Dumps Save Your Money with Up to one year of Free Updates

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WorkdayProCompensationExam Sample Questions (Q29-Q34):NEW QUESTION # 29
A mobile allowance plan has an amount of $150 per month. The new amount will be $200 for those employees using the plan. Employees using an override amount will keep their current difference.
How will you update the plan target and maintain current differences?
  • A. Use the Remove Compensation Plan process and rollout the new plan to all eligible workers.
  • B. Change the allowance plan amounts and rollout the plan to all eligible workers.
  • C. Use the Set Up Allowance Plan Adjustment task and select Adjust by Same Amounts for Employees Using Override.
  • D. Use the Set Up Allowance Plan Adjustment task and select Adjust to New Defaults for Employees Using Override.
Answer: C
Explanation:
* The business requirement: Raise the defaultmobile allowance from $150 # $200, butkeep employees with override amounts at their current difference.
* UsingSet Up Allowance Plan Adjustmentwith the optionAdjust by Same Amounts for Employees Using Overrideensures that:
* The default is increased by $50.
* Employees with overrides will also receive a $50 adjustment (preserving their override difference).
Why not the others?
* B. Change plan amounts & rollout# Would overwrite override amounts, losing differences.
* C. Remove and rollout new plan# Unnecessary and disruptive.
* D. Adjust to New Defaults# Would reset overrides to default, eliminating differences.
References:
Workday Pro Compensation - Allowance Plan Adjustments:Adjust by same amount option maintains override differences.
Workday Community - Managing Plan Adjustments.

NEW QUESTION # 30
A recruiter is proposing compensation for a candidate during the offer stage. The recruiter would like to change the value of the home internet allowance from $50 AUD to $100 AUD, but they are unable to.
Why is the recruiter unable to change the amount?
  • A. The allowance plan has the No Override checkbox selected.
  • B. The allowance plan is not included in the compensation package.
  • C. The candidate is eligible for more than one compensation package.
  • D. The candidate is not eligible for a plan profile.
Answer: A
Explanation:
* If the recruiter cannot change the allowance amount (e.g., from$50 AUD # $100 AUD), the most likely reason is that the allowance plan is configured withNo Overrideselected.
* No Overrideprevents users from modifying the default plan amounts during transactions.
Why not the others?
* A. Plan not in package# If missing, it wouldn't appear at all, not appear but be locked.
* B. Eligible for more than one package# Doesn't prevent changing amounts.
* C. Not eligible for profile# Would prevent plan assignment, not lock override fields.
References:
Workday Pro Compensation - Allowance Plan Configuration:No Override restricts modifications to plan amounts.

NEW QUESTION # 31
An employee is currently in the process of being transferred to a new location via the change job business process. Prior to this transfer they were intentionally assigned an allowance plan that has no eligibility criteria, and should continue to hold this plan assignment after the transfer is complete. The compensation partner is responsible for ensuring this plan assignment remains unchanged during this business process.
What should the compensation partner do?
  • A. Add the removed plan using the Request Compensation Change task.
  • B. Assign the plan via the Roll Out Compensation Plan To Employees task.
  • C. Restore the removed plan using the Propose Compensation Change task.
  • D. Set up a Plan Adjustment for the Employees using a default target.
Answer: C
Explanation:
* During aChange Job, compensation may be recalculated, and plans withno eligibility criteriamay inadvertently be dropped.
* Thecompensation partnermustrestore the planafter the transfer usingPropose Compensation Change.
* This ensures the employee retains the allowance assignment without disrupting the change job process.
Why not the others?
* A. Roll Out Compensation Plans# Mass rollout, not individual fix.
* B. Plan Adjustment# Adjusts targets/amounts, not restores removed plans.
* D. Request Compensation Change# Typically for ad hoc changes; restoration during job change is handled viaPropose Compensation Change.
References:
Workday Pro Compensation - Change Job & Compensation Handlingropose Compensation Change restores dropped plans.

NEW QUESTION # 32
A compensation partner runs the Employee Compensation Step Progression Audit report and notices seven employees listed on the report.
What should you do?
  • A. Use the Maintain Compensation Steps task and add a progression rule to the steps.
  • B. Use the Schedule Automatic Step Progression task to move eligible employees to the next step.
  • C. Use the Set Up Grade Job Profile Adjustment task to update the grade assigned to the employees on the report.
  • D. Use the Change Job business process to move the employees on the report to a new compensation grade and step.
Answer: B
Explanation:
* progressionbut haven't yet been moved to the next step.
* The corrective action is to runSchedule Automatic Step Progression, which processes all eligible employees and updates their step automatically.
Why not the others?
* B. Maintain Compensation Steps + progression rule# Only needed if rules are missing. If employees appear, rules already exist.
* C. Change Job# Not required; step progression is automated.
* D. Set Up Grade Job Profile Adjustment# Used for grade changes, not step progression.
References:
Workday Pro Compensation - Step Progression Process:Audit report + Schedule Automatic Step Progression ensures progression is applied.

NEW QUESTION # 33
A customer configured a step-based grade with a progression sequence that uses eligibility rules. The design will progress an employee if the employee does not have a poor performance rating.
Performance is measured from 1 - 5, with selection list 1 being poor performance, and selection list 5 being outstanding performance.
The progression sequence is as follows:
* Step 1 is $25 Hourly
* Step 2 is $30 Hourly
* Step 3 is $35 Hourly
What should the conditional logic be?
  • A. Step 1 and Step 2 require condition logic that evaluates if performance review rating is in the selection list 1.
  • B. Step 1, Step 2, and Step 3 require condition logic that evaluates if performance review rating is in the selection list 1.
  • C. Step 2 and Step 3 require condition logic that evaluates if performance review rating is not in the selection list 1.
  • D. Step 1 and Step 2 require condition logic that evaluates if performance review rating is not in the selection list 1.
Answer: C
Explanation:
* The design requires thatemployees only progress if they do NOT have poor performance (rating = 1).
* Thus:
* Step 1= entry, no condition needed.
* Step 2 and Step 3require conditional logicerformance rating # 1.
* This ensures employees can only progress beyond Step 1 if their performance is above "poor." Why not the others?
* A. All steps require condition logic rating = 1# Would block all progress (wrong condition).
* C. Step 1 and 2 require # 1# Step 1 is the baseline, no condition required.
* D. Step 1 and 2 require rating = 1# Opposite of requirement, would keep poor performers eligible.
References:
Workday Pro Compensation - Step Progression with Conditional Logic:Conditional rules can block progression based on performance criteria.
Workday Community - Step-based Progression Setup.

NEW QUESTION # 34
......
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