Workday Workday-Pro-Talent-and-Performance - Workday Pro Talent and Performance Exam

Formulti-rater reviews, the essential template section isFeedback.

This allows multiple reviewers to provide input on the employee, ensuring a comprehensive evaluation.

Other sections (Competencies, Questions, Goals) may be included but are not required specifically for multi-rater functionality.

Without a Feedback section, multi-rater reviews cannot function correctly.

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 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.

For a goal to populate into a performance review, itsdue datemust align with thereview template’s start and end period.

If the goal falls outside that timeframe, Workday will not pull it into the review.

Other options are not correct:

Cascade Goals→ does not prevent goals from being included.

Milestones not Complete→ milestone status does not block goal population.

Not Started status→ goals can still populate even if not started.

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.

Organizational goals are tied togoal periods, which define the timeframe (e.g., annual, multi-year, or in this case, a five-year cycle).

When the current five-year period ends, you must create anew goal periodin order to define the next cycle of organizational goals.

The other tasks do not apply here:

Maintain Goal Categories→ defines groupings such as Innovation, Financial, Productivity, but does not manage timeframes.

Maintain Goal Payout Bands→ used for goal-linked compensation or incentive payouts.

Maintain Goal Completion Statuses→ manages status labels such as “Not Started, In Progress, Complete,” not periods.

Therefore, to establish the next five-year organizational goal cycle, you use theMaintain Goal Periodstask.

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.

TheLaunch Talent Reviewbusiness process is used by HR and Talent Partners to gather, review, and calibrate employee information from both employees and managers.

It provides a structured way to collect talent-related data (performance, potential, risk of loss, impact of loss, etc.) for workforce planning and succession.

Incorrect options:

Complete Manager Evaluation→ part of performance reviews, not general talent data gathering.

Launch Calibration→ aligns ratings but does not broadly gather talent information.

Start Performance Review→ focused on annual/performance evaluations, not holistic talent review.