Free Practice Questions for Workday Workday-Pro-Talent-and-Performance Exam

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.

TheTalent Review Status Summary reportprovides managers with visibility into their team’s currentperformance ratings, potential assessments, and status within the talent review cycle.

It also allows them to take action on assigned tasks during the process.

Incorrect options:

A. Employee Review Status Summary → shows progress of performance reviews, not talent reviews.

C. My Team’s Performance Reviews → focused only on performance review tasks.

D. Talent Snapshot → shows detailed worker profiles, not task/action tracking in talent reviews.

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.

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 automatically include goals that workers set before the review began, enableLoad Relevant Goalson the employee review template.

This ensures the goals tied to the review period are pulled into the content automatically.

Incorrect options:

Allow User to Add Existing Goals Manually→ lets employees add goals one by one, not automatic.

Show Additional Rating to Employee→ provides extra rating display, unrelated to loading goals.

Items Rated→ defines what is rated in the review but doesn’t auto-load goals.

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.

TheManage Succession Plantask allows administrators or managers to assign employees to one or more succession plans, including assigning the same employee to multiple plans.

Incorrect options:

A. Create Succession Pool → creates a new pool, unrelated to assigning to multiple plans.

B. Move Succession Plan → used for plan reorganization, not assigning individuals.

C. Copy Succession Plan Candidates → duplicates candidate lists from one plan to another, but is not the standard method for assignment.

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 ensure consistent reporting, feedback templates can be set asLocked.

ALocked Feedback Templateprevents managers or workers from modifying the questions—no additions, edits, or deletions are allowed.

Other options are not correct:

Condition Rules→ used for dynamic behavior and field visibility, not for locking questions.

Template Type→ defines type (e.g., Feedback vs. Review), not question editability.

Question Tags→ used for categorization and reporting but do not prevent changes.