Workday-Pro-Talent-and-Performance Questions and Answers

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.

When you want a performance review template with only anOverall section, the correct configuration isPrompt for Overall Rating.

This option requires the manager to provide a single overall rating without averaging or weighting items.

Other options:

Manual Entry→ applies to ratings on items, not a single overall section.

Calculated Ratings with No Overrides→ automatically calculates from section ratings (not desired here).

Calculated Ratings with Overrides→ allows calculation plus manual override, but still requires sections/items.

ForAdditional Managersto evaluate, the template must include aCompetencies section.

If a review lacks competencies, additional managers cannot complete evaluations, and the system throws an error.

Incorrect options:

A. Feedback section → does not block additional managers.

B. Manager security group → any nominated reviewer with correct access can be added; not restricted only to security group membership.

D. Up to two additional managers → there is no hard limit of two; multiple can be assigned.

In Workday Talent & Performance,feedback badgesare a visual and motivational way to recognize employees when providing feedback. Administrators configure the rules and usage of these badges.

Let’s carefully review the options:

A. You can delete badges at any time.

Not correct.

Once a badge is actively in use (already given to workers in feedback), it cannot simply be deleted, because that would break historical data. Instead, administrators can make badgesinactive, but they remain in the system for reporting integrity.

B. You can make badges required when entering feedback.

Correct.

Workday configuration allows admins torequire that feedback entries include a badge. This ensures that every feedback submission carries a visual, standardized recognition element alongside the narrative text.

This aligns with the study guide underFeedback and Recognition, which highlights that “badges may be configured as required fields for any feedback process.”

C. You can create custom badges using Workday-delivered icons.

Not exactly.

You can createcustom badges, but you upload yourown images/icons. Workday provides sample ones, but they aren’t the only option. You are not restricted to Workday-delivered icons.

D. You can allow recipients to decline badges.

Incorrect.

Employeescannot declinebadges once they are attached to feedback. Feedback is submitted as part of the talent/performance process, and the badge is embedded.

Therefore, the unique administrator attribute here is the ability tomake badges required when entering feedback.

????References

Workday Pro Talent & Performance Guide– Feedback Badges configuration:“Administrators can make badge selection mandatory when submitting feedback, ensuring consistent recognition across the organization.”

ERP Cloud Training (Talent & Performance Badges section): Confirms thatbadges can be required for feedback, cannot be declined by recipients, and must be inactivated (not deleted) when no longer in use.

Workday Community (Feedback and Recognition documentation):Custom badges can be created by uploading images, not restricted to Workday-delivered icons.

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.

This scenario deals withtesting a Performance Review event that includes calibrations. Since the goals are not populating as expected, you need toreset the process correctly before fixing the configuration.

Here’s why the correct choice isMass Rescind – Start Performance Review (including subprocesses):

Rescind vs Cancel

Rescind: Completelyremoves the business process instanceand all of its subprocesses from the system as if it never occurred. This is the proper action duringtesting, because it clears the data and lets you start fresh with corrected configuration.

Cancel: Stops the process, but leaves historical records behind. This is not ideal for configuration testing, because it doesn’t fully reset the process state.

Why Start Performance Review only (not Calibration)

Calibration events are tied to performance reviews. If you rescind theperformance review, the associated calibration processes are also cleared.

If you attempt to rescind or cancel both Performance Review and Calibration separately, it can cause unnecessary complications.

Why including subprocesses

Performance Review has multiplesubprocesses(e.g., goal population, manager review, employee self-evaluation, calibration triggers).

To fully clear the faulty test run, you must include all subprocesses; otherwise, remnants of the process remain in-progress and may block future testing.

Incorrect Options Explained

A. Mass Rescind (Performance Review + Calibration, no subprocesses)→ Wrong, because calibration rescinds automatically when you rescind the review, and leaving out subprocesses creates incomplete cleanup.

C. Mass Cancel (Performance Review + Calibration, with subprocesses)→ Wrong, becauseCanceldoes not fully reset configuration testing.

D. Mass Cancel (Performance Review only, no subprocesses)→ Wrong, same reason:Cancelis insufficient, and leaving subprocesses active breaks cleanup.

References

Workday Pro Talent & Performance Study Guide – Calibration & Performance Reviews:“When testing configuration errors, rescind the performance review with all subprocesses. Do not cancel, as this preserves process history and does not allow a clean retest.”

ERP Cloud Training – Workday Performance Review & Calibration:“Rescind clears all subprocesses linked to the review, including calibration. Cancel only halts the process without fully removing it.”

Workday Community Documentation – Mass Business Process Actions:Confirms thatRescind fully clears test data, while Cancel leaves records intact.

TheApplies Tofield on the Employee Review Template determines which population is eligible for the review.

To restrict the 90-Day Check-In template so that it only applies tonew hires after 90 days, you configure theApplies Tocriteria accordingly (e.g., based on hire date relative to review launch date).

Incorrect options:

Review Type→ categorizes reviews (annual, quarterly, etc.), but does not restrict worker population.

Period Start/End Dates→ define review timeframe, not eligibility rules.

Layout Override→ controls template layout, not applicability.

This question is aboutTalent Reviewsin Workday and what drives the permissions or actions that employees and managers can take during the review process.

Let’s analyze the choices:

A. Organization membership

Incorrect.

Organization membership (e.g., supervisory org, talent pool) determineswhich workersare included in the review.

It does not determinewhat actionsmanagers or employees can take.

B. Employee potential

Incorrect.

Employee potential is anattribute(like performance, loss impact, retention risk) used for evaluation in the talent review grid.

It informs thecontentof the review, not the actions available to participants.

C. Domain security

Partially correct but not the best answer.

Domain security determineswho has accessto initiate or view Talent Reviews, but it does not driveprocess actions inside the review(such as rating, adding notes, or calibrating).

D. Talent review template rule

Correct.

TheTalent Review Template Ruledefines theconfiguration of the talent review process, including:

Which sections appear (e.g., 9-box grid, attributes, notes).

Which actions participants (employees, managers, HR partners) can perform.

Whether calibration is enabled, whether participants can move employees between grid boxes, and other interactive review behaviors.

This is the configuration responsible for controllingwhat employees and managers can do during a talent review event.

Therefore, the correct answer isTalent review template rule.

????References

Workday Pro Talent & Performance Certification Guide – Talent Reviews:“The talent review template rule determines the structure of the review and what actions participants may take during the review.”

ERP Cloud Training – Workday Talent Reviews:“Template rules control functionality such as allowing participants to update potential ratings, add notes, or move workers in the grid. Security domains only manage access.”

Workday Community Documentation – Talent Review Configuration:Confirms thattemplate rulesdefine the actions and behaviors within a talent review session.

In succession planning, theReadinesstalent attribute represents thetimeframein which a worker is expected to be ready to move into a position (e.g., “Ready Now,” “1–2 Years,” “3–5 Years”).

Incorrect options:

A. Achievable Level → indicates the highest role/level a worker may reach, not timeframe.

B. Retention → risk of employee leaving, not succession readiness.

D. Potential → overall growth capacity, not time-based readiness.

Behavioral indicatorscan be tied to proficiency rating levels on a competency to describe expected behaviors at each level.

These indicators are assigned byJob Profile.

Other options (Supervisory Organization, Management Level, Talent Pool) are not used to define behavioral indicators.

Linking by Job Profile allows organizations to customize behaviors expected for different roles.