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WorkdayProCompensationExam Sample Questions (Q30-Q35):

NEW QUESTION # 30
A salary plan uses an eligibility rule that evaluates if pay rate type is salaried.
To minimize data discrepancies, what configuration do you complete next?

A. Assign the salary plan to job profiles.
B. Assign a pay rate type to job requisitions.
C. Modify the eligibility rule to evaluate all job profiles.
D. Assign pay rate types to job profiles.

Answer: D

Explanation:
* Since the eligibility rule evaluatespay rate type = salaried, you need to ensure every job profile has thecorrect pay rate type assigned.
* This prevents mismatches where employees may not qualify for the salary plan due to missing or inconsistent data.
Why not the others?
* A. Modify rule to evaluate all job profiles# Broadens scope incorrectly; doesn't ensure data integrity.
* C. Pay rate type on job requisitions# Impacts recruiting, not existing employee eligibility.
* D. Assign salary plan to job profiles# Comes after ensuring the pay rate type is consistently set.
References:
Workday Pro Compensation - Eligibility Rules & Job Profiles:Pay rate type must be assigned consistently at the job profile level.
Workday Community - Preventing Data Discrepancies in Eligibility.

NEW QUESTION # 31
A company is in the process of introducing pay ranges for specific job profiles to ensure fair and competitive compensation, which are implemented as compensation grades in Workday. What role do compensation grades fulfill within the Workday compensation framework?

A. To determine the employee's eligibility for overtime pay.
B. To calculate which compensation basis is used for reporting.
C. To provide guidance when entering pay rates during a transaction.
D. To connect the salary amount to payroll earnings.

Answer: C

Explanation:
* Compensation gradesin Workday definepay ranges(minimum, midpoint, maximum) for job profiles.
* Their purpose isguidanceduring compensation transactions (hire, promotion, merit increase, etc.), ensuring pay is competitive and consistent.
* They do not enforce payroll mapping or overtime eligibility directly but help managers and HR align salary offers to market ranges.
Why not the others?
* B. Connect salary to payroll# That is done bycompensation elements, not grades.
* C. Overtime eligibility# Determined bywork hours & worker type, not grades.
* D. Compensation basis for reporting# Controlled bycomp basis setup, not grades.
References:
Workday Pro Compensation Training - Compensation Grades:Defines grades as "guidelines for pay ranges used during compensation transactions." Workday Community - Compensation Grades Overview.

NEW QUESTION # 32
Refer to the following scenario to answer the question below.
A company with salaried and hourly employees has headquarters in London with additional offices in New York and Milan. How do you configure pay ranges for the Software Engineer job profile in each location?

A. Create one compensation grade with profiles for each location and attach it to the job profile.
B. Create one compensation grade for each location and attach it to the job profile.
C. Create three compensation grades and attach them to three job profiles.
D. Create one compensation grade with multiple eligibility rules.

Answer: A

Explanation:
* Compensationgradesdefine pay ranges, andgrade profilesallow variation bylocation, job family, or other attributes.
* In this case, the Software Engineer role exists inLondon, New York, and Milan, so the best practice is to:
* Createone compensation grade(Software Engineer).
* Addgrade profilesfor each location, each with its own pay range.
* Attach thegrade(with all profiles) to the job profile.
Why not the others?
* A. One grade per location# Duplicates maintenance effort; profiles exist for this purpose.
* B. Three grades tied to three job profiles# Unnecessary; job profile is the same role globally.
* D. One grade with eligibility rules# Eligibility determines who qualifies, not pay ranges per location.
References:
Workday Pro Compensation - Compensation Grades & Profiles Guide:Profiles allow different pay ranges for same grade across locations.
Workday Community - Global Grade Profiles Best Practice.

NEW QUESTION # 33
You have a seniority dynamic calculated plan to increase the amount of the plan every three years of an employee's employment. An employee reaches their sixth anniversary. What do you need to do to make sure this employee's plan updates with the new amount?

A. You need to set up the Schedule Automatic Step Progression task so Workday is on schedule to process the calculation on the anniversary and change the amount for the employee.
B. You do not need to do anything. Workday will check daily and automatically change the amount for the employee.
C. You need to create a custom audit report to identify employees who reach their anniversary, and then submit a Request Compensation Change to run the calculation and update the amount for the employee.
D. You need to schedule a Mass Operation Management task to evaluate and update anyone assigned to the dynamic plan.

Answer: B

Explanation:
* Aseniority dynamic calculated planautomatically adjusts based onworker attributessuch as length of service.
* Workday evaluates dynamic calculationsdaily, ensuring that once an employee reaches their 3-year, 6- year, or other milestone, the plan amount updates automatically without manual intervention.
Why not the others?
* A. Audit report + Request Compensation Change- Unnecessary; dynamic plans do not require manual updates.
* B. Schedule Automatic Step Progression- That applies tostep progression plans, not dynamic calculated plans.
* C. Mass Operation Management- Used for bulk updates, but not required here because Workday auto-updates dynamic plans.
References:
Workday Pro Compensation - Dynamic Calculated Plans Guide:Dynamic plans are self-updating based on employee data, recalculated daily.
Workday Community - Dynamic Plan Functionality:Confirms no manual action is needed for anniversary- based increases.

NEW QUESTION # 34
You need to identify employees assigned to bonus plans for which they are not eligible.
What report will you use?

A. View Rollout Compensation Plan Rollout Process
B. Compensation Spreadsheet
C. Employee Compensation Audit
D. Employees Assigned Multiple Bonus Plans

Answer: C

Explanation:
* TheEmployee Compensation Audit reportidentifies mismatches, such as employees:
* Assigned to comp plans for which they are not eligible.
* Missing comp plans they should have.
* It is the standard audit tool for verifying eligibility alignment with assigned compensation.
Why not the others?
* B. Rollout Process report# Tracks rollout actions, not eligibility mismatches.
* C. Employees Assigned Multiple Bonus Plans# Only checks duplicate plan assignments.
* D. Compensation Spreadsheet# Used for review/updates, not eligibility audits.
References:
Workday Pro Compensation - Audit Reports:Employee Compensation Audit identifies eligibility issues.
#Final Verified answer: A. Employee Compensation Audit.

NEW QUESTION # 35
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