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

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.

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.

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.

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.

ForAdditional Managersto evaluate, the template must include aCompetencies section.

If a review lacks competencies, additional managers cannot complete evaluations, and the system throws an error.

Incorrect options:

A. Feedback section → does not block additional managers.

B. Manager security group → any nominated reviewer with correct access can be added; not restricted only to security group membership.

D. Up to two additional managers → there is no hard limit of two; multiple can be assigned.

To configureSkills Cloudas theprimary source for skill searches, you use theMaintain Skills and Experience Setuptask.

This task controls whether Workday tenant prioritizes Skills Cloud suggestions and searches versus custom skill libraries.

Incorrect options:

Maintain Skill Item Categories→ categorizes skills, not source priority.

Maintain Skill Vendors→ used for external vendor integrations.

Maintain Skills→ used for creating/editing skills but not selecting Skills Cloud as the default.

When usingcalibrationwith performance reviews, Workday requires reviews to becompleted firstbefore calibration begins.

The correct configuration is to insert the“Await Calibration Completion” service stepinto theComplete Manager Evaluation for Performance Reviewbusiness process.

This ensures that calibration will not launch until all manager evaluations are complete.

Other options:

To Do step→ only generates a reminder, not an enforced process dependency.

Shared Participation step on Launch Calibration→ configures collaboration for calibration itself, not sequencing.

Update Performance Review Rating step→ controls how ratings are updated, not workflow dependencies.

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 the scenario, each worker’s goal must fall under one of three groupings:Innovation, Financial, Productivity.

These groupings are set up usingGoal Categories.

TheMaintain Goal Categoriestask allows administrators to define these categories and enforce categorization for goal entry.

Incorrect options:

Configure Goals in Review section→ affects reviews, not groupings.

Configure Organization Goals section→ applies to enterprise-level goals, not categorization.

Configure Talent Tags task→ defines tags used for reporting, not enforced groupings.