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

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.

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.

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.

Static Talent Poolsallowmanual addition and removalof members.

Privatemeans the pool is only visible to the creator and not shared with others.

Therefore, aPrivate Static Talent Poollets talent partners create their own pools, manage membership manually, and keep them unshared.

Incorrect options:

Dynamic Pools→ membership is controlled by saved searches, not manual additions.

Restricted Pools→ visibility is limited to certain groups but still shared, not completely private.

In Workday’sannual performance review process, typical default steps are:

Set Review Content→ defines template contents (goals, feedback, responsibilities).

Get Additional Reviewers→ allows adding reviewers.

Complete Manager Evaluation→ manager provides evaluation.

Assess Potentialisnot part of the performance review process; it belongs toTalent Review / Succession Planning processes.

Therefore, the workflow will not useAssess Potentialin a performance review.

Competencies can be assigned to multiple objects: job profiles, job families, positions, or management levels.

When determining a worker’starget proficiency level,Positiontakes precedence over all other sources.

Order of precedence:Position > Job Profile > Job Family > Management Level.

This allows organizations to define competencies at higher levels (family, profile) but override them at the position level if necessary.

In Workday Talent & Performance, when you want to assign goals to a group of employees (such as everyone in a talent pool), you must use the“Add Goal To Employees”task.

Here’s why:

Create Goal for Worker

This task is specific toone workerat a time. It would not allow you to mass-assign goals to multiple workers.

Suitable when you want to add a goal for an individual employee.

Manage Organization Goals

Used to defineorganization-wide goals(e.g., company objectives).

These can be cascaded, but they are not tied to an action that assigns two goals directly to all members of a talent pool.

Maintain Goals Setup

This is forconfiguring goal settings(e.g., categories, weights, behaviors) at the tenant level.

It doesn’t execute the action of assigning goals to workers.

Add Goal To Employees

Specifically designed formass goal assignment.

You can select multiple employees (for example, all 10 members of your talent pool) and assign the same goals in a single event.

This is the only option that fulfills the requirement of assigningtwo self-development goals to all membersin one step.

????References

Talent & Performance Study Guide topics:

Goal Management: Covers the difference between worker-specific vs. mass goal actions.

Talent Pools: Workday documentation explains that pools are often used for succession planning and development, and “Add Goal to Employees” is the correct bulk action for assigning development activities.

External Training Reference: ERP Cloud Training notes that“The Add Goal To Employees task allows administrators to assign multiple goals across groups such as talent pools or organizations, enabling faster alignment with development plans.”【web source on Talent & Performance training】

Workday Pro Talent & Performance Flashcards: Confirm that the correct way to mass assign goals is viaAdd Goal To Employeestask, not Manage Organization Goals (which is only for defining org-level goals).

In the scenario, each worker’s goal must fall under one of three groupings:Innovation, Financial, Productivity.

These groupings are set up usingGoal Categories.

TheMaintain Goal Categoriestask allows administrators to define these categories and enforce categorization for goal entry.

Incorrect options:

Configure Goals in Review section→ affects reviews, not groupings.

Configure Organization Goals section→ applies to enterprise-level goals, not categorization.

Configure Talent Tags task→ defines tags used for reporting, not enforced groupings.

Talent Poolsare designed to group employees for development and succession planning purposes.

They help organizations track readiness, identify high potentials, and prepare workers for future roles.

Incorrect options:

A. Organizing by hierarchy is done viaSupervisory Organizations, not talent pools.

B. A short list of ranked candidates is closer toSuccession Planning, not talent pools.

D. Assessing readiness for job profiles (including external candidates) isSuccession Planning, not pools.

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 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.

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.