Workday-Pro-Talent-and-Performance Workday Pro Talent and Performance Exam Question and Answers

To launch aTalent Reviewfor a group of workers who do not share the same supervisory organization, you can use aTalent Pool.

Talent pools allow grouping across organizations, job families, or geographies.

Incorrect options:

Job Family→ groups roles, not flexible enough for reviews across diverse workers.

Supervisory Organization→ too restrictive; only covers workers within that org.

Custom Organization→ useful for grouping but not directly designed for Talent Review events.

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.

TheTalent Review Status Summary reportprovides managers with visibility into their team’s currentperformance ratings, potential assessments, and status within the talent review cycle.

It also allows them to take action on assigned tasks during the process.

Incorrect options:

A. Employee Review Status Summary → shows progress of performance reviews, not talent reviews.

C. My Team’s Performance Reviews → focused only on performance review tasks.

D. Talent Snapshot → shows detailed worker profiles, not task/action tracking in talent reviews.

To ensure consistent reporting, feedback templates can be set asLocked.

ALocked Feedback Templateprevents managers or workers from modifying the questions—no additions, edits, or deletions are allowed.

Other options are not correct:

Condition Rules→ used for dynamic behavior and field visibility, not for locking questions.

Template Type→ defines type (e.g., Feedback vs. Review), not question editability.

Question Tags→ used for categorization and reporting but do not prevent changes.

When a performance review template usesItem Averaging:

Workday calculates the average rating acrossall rated itemswithin the sections.

Each item carriesequal weight, regardless of section or item weighting.

If weighting was required, you would instead useWeighted Average, which allows assigning weights to items and/or sections.

Therefore, item averaging =equal weight for each item.

This scenario involves enabling a new security group (Talent Lead) to initiate Talent Review events in Workday. To achieve this, you need to configure both the business process security and domain security that govern Talent Reviews.

Launch Talent Reviews business process security policy

This policy controls who has permission to initiate the Talent Review event.

Without updating this, the new Talent Lead group cannot start the review process.

Talent Review domain security policy

This policy governs access to Talent Review objects, such as templates, review events, grids, and attributes.

Without updating domain security, even if the group can launch the process, they will not be able to view or interact with the talent review itself.

Incorrect alternatives

Option B (Launch Talent Reviews only):This would allow the group to initiate the process, but they would lack access to view or work with the reviews.

Option C (Talent Review business process security policy):There is no generic “Talent Review business process”; the correct one is “Launch Talent Reviews.”

Option D (Talent Review business process + domain security):Misstated. The business process in question is “Launch Talent Reviews,” not a general Talent Review business process.

Therefore, the correct answer is to updateboth the Launch Talent Reviews business process security policy and the Talent Review domain security policyso that the Talent Lead group has both initiation rights and access permissions.

References

Workday Pro Talent & Performance Certification Guide – Security in Talent Reviews: Explains that both business process security and domain security must be configured for security groups responsible for launching talent reviews.

ERP Cloud Training – Talent Review Security: Notes that business process security grants initiation rights, while domain security controls access to objects and review content.

Workday Community Documentation – Talent Review Setup: Confirms that both the Launch Talent Reviews business process policy and the Talent Review domain security policy must be modified when a new security group is added to initiate reviews.

Suggested skills functionality is enabled and configured using theMaintain Skills and Experience Setuptask.

This controls whether Workday will suggest skills to workers based on their profiles and activity.

Incorrect options:

Edit Tenant Setup – SystemandEdit Tenant Setup – HCM→ global settings, not skill suggestions.

Configure Optional Fields→ defines visibility of fields but not skill suggestion functionality.

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.

Comprehensive Detailed Explanation

Enterprises can createMaintained Skills—custom-defined skills that are stored and searchable in their tenant.

These can also be configured assearch facets in reports, supporting custom analysis.

Incorrect options:

Skills Cloud skills→ Workday-delivered universal ontology, not customer-specific.

Crowdsourced skills→ skills suggested by workers, not controlled enterprise lists.

Synonymous skills→ system-recognized synonyms, not customer-defined lists.

In theAssess My Team’s Potentialtask, managers can makeNominations:

Suggest workers for specific job profiles.

Track potential successors for succession plans (if enabled).

Incorrect options:

A. Achievable Level → indicates ceiling level, not succession tracking.

B. Retention → measures likelihood of leaving, unrelated to succession nominations.

C. Review Rating → performance measure, not tied to suggesting successors.

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.

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.