Workday WorkdayProCompensationExam Workday-Pro-Compensation Exam Dumps: Updated Questions & Answers (September 2025)

Effective Date (March 1)= When the pay increase is valid for payroll.

Employee Visibility Date (March 21)= When employees can actually see the change in Workday.

This allows managers to communicate the increase by March 20, and employees only see it from March 21 onward, while payroll processes it correctly on March 31.

Why not the others?

A. Expected End Date March 31→ Used to close plans, not to control visibility.

B. Actual End Date March 1→ Would end the plan immediately.

D. Effective Date March 5→ Wrong; payroll needs it effective March 1.

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.

TheDynamic Displayoption controls whether Workday shows onlyrelevant compensation plan sectionsduring transactions likePropose Compensation Change.

It evaluates:

Worker eligibility rules(which plans apply).

User security permissions(what the initiator can see).

This ensures users only see compensation sections relevant to their context, reducing clutter and errors.

Why not the others?

A. Segment security→ Controls data security, not dynamic display.

C. Hide Total Salary & Allowances→ Hides totals, doesn’t manage section visibility.

D. Eligibility Rule Performance Enhancement→ Improves performance, not visibility.

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.

To increase thehousing allowance plan from $3,000 → $3,500and update both new and existing employees:

UseSet Up Allowance Plan Adjustmentwith optionAdjust to New Defaults.

This updates all employees on the plan to the new standard amount while ensuring future hires also default to the updated value.

Why not the others?

A. Create a new plan→ Creates unnecessary duplication, complicating reporting.

B. Edit the allowance plan directly→ Updates default for future, but not current employees.

D. Request Compensation Change per employee→ Manual, time-consuming, not scalable.

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.

TheEmployee Compensation Audit reportshows, for each worker:

Assigned & eligiblecompensation components.

Unassigned but eligiblecomponents.

Assigned but ineligiblecomponents.

This makes it the primary tool for validating comp assignments against eligibility rules.

Why not the others?

A. Employee Compensation Details by Job Profile→ Focuses on job profiles, not assignment eligibility.

C. Compensation Summary→ Summary-level report, not eligibility vs. assignment detail.

D. Compensation Rule Assignment→ Shows rules applied to plans, not worker assignment detail.

ForTotal Cost (India), the requirement is that only50% of total compshould be allocated towardsalary plans.

This is achieved by using theManage Basis Total option, where you can set maximum percentages for specific plan types (e.g., Salary = 50%).

This ensures salary stays capped at half of total, regardless of other components.

Why not the others?

A. Fixed compensation basis→ Doesn’t handle percentage capping.

B. Remove retirement plans→ Irrelevant; retirement can stay, the key is controlling salary %.

D. Change ranking to 50→ Ranking only determines basis priority, not limits.

By default, Workday restricts one-time payments so that onlyone plan per effective date/reasoncan be entered.

To allowmultiple one-time payments(different plans and pay dates, same effective date/reason), you must enable:

“Enable Multiple One-Time Payments”inEdit Tenant Setup – HCM.

Why not the others?

A. Add Review step for HR Partner→ Impacts workflow, not configuration.

B. Disable Pay Date Help Text→ Only changes help text display, not functionality.

D. Configure same eligibility rules & package→ Doesn’t override the one-payment-per-effective-date limitation.

After creating a newallowance plan, you must assign it to all employees who qualify.

TheRollout Compensation Plans to Employeestask is the standard Workday process that mass-assigns plans to all workers who meet the eligibility rules.

This ensures bothcurrent and future eligible employeesreceive the plan automatically.

Why not the others?

B. View Compensation Plan Rollout Process→ Monitoring tool, not an assignment process.

C. Compensation Plan Assignment Audit→ Audit/reporting only, does not assign.

D. Employee Compensation Plans – Allowance report→ Reporting only; still requires manual actions.