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Guide for Workday-Pro-Compensation: Workday Pro HCM Reporting Certification

Quiz Workday-Pro-Compensation: Workday Pro HCM Reporting Certification

Updated on 2026/09/23

PDF|

Guide for Workday-Pro-Compensation: Workday Pro HCM Reporting Certification

Updated on 2026/09/23

Randomized | 10 Questions per Test | 20 Minutes | 70% to pass

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Free Test

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Question: / 10

4.6

Quiz

Question 1/101/10

Your company would like to automatically increase pay after 12 months of employment, but only
after 400 hours worked. What configuration will achieve this on compensation steps?

Select the answer:Select the answer

1 correct answer

Select the "Assign first step during compensation proposal" checkbox and set a progression rule that counts 12 months.

Set a progression rule that counts the number of hours worked.

Set a duration of 12 months.

Set a duration of 12 months and a step progression rule that counts the number of hours worked.

In Workday Compensation, step progression is controlled through a combination of duration (time-
based eligibility) and progression rules (additional conditions, like hours worked or performance).
Here’s how the scenario breaks down:
Requirement 1 – 12 months of employment
Workday supports step duration, where you can specify that an employee must remain at a step for a
defined period before being eligible for the next step.
Setting a duration of 12 months ensures that the employee only becomes eligible for a step increase
after completing a year in the role.
Requirement 2 – 400 hours worked
Workday allows you to configure step progression rules that evaluate conditions beyond time, such
as hours worked, performance ratings, or other calculated fields tied to the worker.
A progression rule counting the number of hours worked ensures that the pay increase is not
triggered until the employee meets the required 400 hours.
Why not the other options?
A . Assign first step during compensation proposal + 12 months rule – This would only apply the first
step, but it doesn’t enforce the “400 hours worked” requirement.
B . Hours worked only – This ignores the requirement of 12 months of employment.
C . Duration of 12 months only – This ignores the requirement of 400 hours worked.
Thus, only D (duration + step progression rule) satisfies both conditions simultaneously.
Reference (from Workday Pro Compensation knowledge & learning resources):
Workday Compensation – Step Progression Configuration: Duration enforces time-in-step, while
progression rules allow conditions such as hours worked or performance-based eligibility.
Workday Pro Training Materials (Compensation module): Step increase rules require combining
duration with eligibility/progression conditions for multi-criteria automation.
Workday Community – Compensation Step Progression Guide: Confirms that when multiple criteria
must be met (e.g., tenure and hours worked), they must be configured in both the duration setting
and the progression rule logic.

Right Answer: D

Quiz

Question 2/102/10

You need to create a car allowance plan. In order for your compensation plan to be paid by payroll,
you determine you need to create a compensation element. What task do you use to set up the
compensation element?

Select the answer:Select the answer

1 correct answer

Maintain Compensation Element Groups

Map Compensation Elements to Payroll Earnings

Maintain Compensation Elements

Edit Tenant Setup HCM

When setting up a car allowance plan (or any allowance/compensation plan in Workday), you must
ensure that it is tied to payroll through the correct compensation element.
Here’s the breakdown of the options:
Maintain Compensation Elements
This task is where you create, configure, and manage compensation elements.
Every compensation plan (like salary, allowance, bonus) must be associated with a compensation
element, which then links to payroll earnings for processing.
For a car allowance, you would create a new compensation element (type = allowance) so that
payroll can recognize and pay it.
Maintain Compensation Element Groups
This is used to group multiple compensation elements together for easier administration, reporting,
or eligibility rules.
It does not create the element itself, so it’s not the right task here.
Map Compensation Elements to Payroll Earnings
This step is necessary after the element exists, to map the element to the correct payroll earning
code (so payroll knows how to pay it).
However, you can’t map something that hasn’t been created yet.
Edit Tenant Setup HCM
This is a higher-level tenant configuration task for broad HCM settings (security, defaults,
integrations, etc.).
It is not used for creating compensation elements.
The correct first step to create a car allowance compensation plan that can be processed by payroll is
to use the task Maintain Compensation Elements.
Reference (Workday Pro Compensation knowledge & training):
Workday Pro Compensation Training: Compensation elements are the foundation for linking plans to
payroll. The “Maintain Compensation Elements” task is where new elements are created.
Workday Community – Compensation Element Setup Guide: Clarifies the difference between
creating (Maintain Compensation Elements), grouping (Maintain Compensation Element Groups),
and mapping (Map Compensation Elements to Payroll Earnings).
Workday Payroll & Compensation Integration Documentation: Requires elements to be defined
before they can be mapped to earnings.

Right Answer: C

Quiz

Question 3/103/10

What is the purpose of the compensation element?

Select the answer:Select the answer

1 correct answer

It ties compensation to payroll earnings.

It ties compensation to requisition compensation.

It ties compensation to the eligibility rules.

It ties compensation to benefit deductions.

Quiz

Question 4/104/10

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?

Select the answer:Select the answer

1 correct answer

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.

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.

You need to schedule a Mass Operation Management task to evaluate and update anyone assigned to the dynamic plan.

You do not need to do anything. Workday will check daily and automatically change the amount for the employee.

Quiz

Question 5/105/10

How do you configure a salary plan to prorate an employee's scheduled hours?

Select the answer:Select the answer

1 correct answer

Apply FTE%

Compensation Element

Eligibility Rules

Exclude from Merit

Quiz

Question 6/106/10

A company's employees based in Italy get paid 13 times in the year compared to the rest of the
employees. What base pay plan supports additional months, weeks, or days of pay?

Select the answer:Select the answer

1 correct answer

Unit salary plan

Hourly plan

Period salary plan

Salary plan

Quiz

Question 7/107/10

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?

Select the answer:Select the answer

1 correct answer

To provide guidance when entering pay rates during a transaction.

To connect the salary amount to payroll earnings.

To determine the employee's eligibility for overtime pay.

To calculate which compensation basis is used for reporting.

Quiz

Question 8/108/10

Airplane pilots receive a base salary as compensation. They also receive compensation based on the
number of kilometers flown. The more they fly, the more they get paid. You need to create a plan to
show estimated wages based on kilometers flown to include in an offer letter. What type of plan
should you create?

Select the answer:Select the answer

1 correct answer

Unit-based allowance plan

One-time payment plan

Unit salary plan

Period salary plan

Quiz

Question 9/109/10

Refer to the following scenario to answer the question below.
An allowance plan has a default value of $100 USD. The plan has three profiles:
$110 CAD - all Toronto employees are eligible
€80 EUR - all Paris employees are eligible
$120 AUD - all Sydney employees are eligible
You want to give employees in Dublin, Ireland €90 EUR in the allowance. How can you ensure that
employees in Ireland receive the correct localized amount during hire without affecting the rate for
employees hired in the US?

Select the answer:Select the answer

1 correct answer

Use the Edit Allowance Plan task and add a €90 EUR plan profile for Ireland.

Use the Request Compensation Change business process and update the amount to €90 EUR.

Use the Set Up Allowance Plan Adjustment task and select the No Override checkbox.

Use the Set Up Allowance Plan Adjustment task and update the plan default value to €90 EUR.

Quiz

Question 10/1010/10

Refer to the following scenario to answer the question below.
An allowance plan has a default value of $100 USD. The plan has three profiles:
$110 CAD - all Toronto employees are eligible
€80 EUR - all Paris employees are eligible
$120 AUD - all Sydney employees are eligible
When you hire an employee in Dublin, Ireland, what amount does Workday default?

Select the answer:Select the answer

1 correct answer

€0 EUR

$100 USD

€80 EUR

$0 USD

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