Workday-Pro-Compensation Exam Dumps

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.

Workday Pro Compensation -- Effective Dating & Visibility Dates: Visibility date allows decoupling of when changes are effective vs. when employees see them.

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

The Rollout Compensation Plans to Employees task is the standard Workday process that mass-assigns plans to all workers who meet the eligibility rules.

This ensures both current and future eligible employees receive 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.

Workday Pro Compensation -- Rollout Compensation Plans Process: Ensures eligible employees are assigned plans in bulk.

In Workday, when you set an Actual End Date on a compensation plan, the plan remains active through that date.

Workday automatically removes the plan the day after the entered actual end date.

Example: If Actual End Date = March 31, the plan is removed effective April 1.

Why not the others?

B . Last day of the month +1 Too restrictive; not always tied to month-end.

C . On the actual end date Wrong; the plan is valid through the end date.

D . Last day of the pay period +1 Not relevant; tied to end date, not pay periods.

Workday Pro Compensation -- Plan End Dating Rules: Actual End Date +1 day removes the plan.

By default, if compensation defaults from the requisition, Workday may skip eligibility re-checks.

To ensure eligibility rules are always executed during the Offer process (especially if location, job family, or country changes), enable:

Run Eligibility Rules when there is Requisition Compensation in Edit Tenant Setup -- HCM.

Why not the others?

B . Enable Defaulting Based on Guidelines Controls guideline defaults, not eligibility evaluation.

C . Edit Offer business process security Security won't trigger eligibility rules.

D . Enable Eligibility Rule Performance Enhancement Improves performance but doesn't force rule execution.

Workday Pro Compensation -- Tenant Setup Options: Run Eligibility Rules ensures recalculation during Offer with requisition defaults.

Workday Community -- Compensation Rule Defaulting in Offers.

The requirement is a flat $500 monthly allowance for Sales employees.

Amount-based allowance plan is the correct choice since it supports fixed, recurring payments in a defined currency and frequency.

Adding an eligibility rule ensures only employees in the Sales job family are assigned this allowance.

Why not the others?

A . Unit-based allowance plan Used when pay is based on number of units (e.g., kilometers, credits), not flat amounts.

B . Percent-based allowance plan Tied to % of base pay, not a fixed dollar figure.

D . Reimbursable allowance plan Used for expense reimbursements, not recurring flat compensation.

Workday Pro Compensation Training -- Allowance Plan Types: Amount-based plans = recurring fixed amounts.

Workday Community -- Allowance Plan Configurations.