Workday Workday-Pro-Compensation - WorkdayProCompensationExam Certification Exam

When configuring a salary plan, you can choose whether the plan amount should automatically

adjust for part-time employees based on FTE% (Full-Time Equivalent percentage).
Apply FTE% ensuresthat the salary plan prorates according to scheduled hours vs. full-time hours.
Example: If an employee works 50% FTE, a $60,000 annual salary plan will automatically adjust to
$30,000.
Why not the others?
B . Compensation Element – Elements link plans to payroll but do not control proration.
C . Eligibility Rules – Define who is eligible, not how amounts are prorated.
D . Exclude from Merit – Used in merit review processes, unrelated to proration.
Reference:
Workday Pro Compensation Training: Salary plans have a checkbox “Apply FTE%” to prorate salaries
based on work schedule.
Workday Community – Salary Plan Configuration: Confirms FTE% is the method for automatic
proration.

A compensation element in Workday is the foundational link between a compensation plan (e.g.,
salary, bonus, allowance) and payroll processing.
When you assign a compensation plan (like a car allowance, bonus, orsalary plan), Workday requires
a compensation element that directly maps to a payroll earning code.
This ensuresthat the pay component flows into payroll correctly, appears on pay slips, and is
taxable/deductible as designed.
Why not the others?
B . Requisition compensation – Job requisitions use compensation packages for recruiting, but
elements are not tied to requisitions.
C . Eligibility rules – Eligibility determines who can receive the plan, not the element itself.
D . Benefit deductions – Those are handled by benefit deduction elements, not compensation
elements.
Reference:
Workday Pro Compensation Training: Compensation elements map compensation plans to payroll
earnings.
Workday Community – Compensation Elements Overview: Confirms the purpose of elements is
payroll integration, not eligibility or benefits.

Explanation:

progression but haven’t yet been moved to the next step.
The corrective action is to run Schedule Automatic Step Progression , which processes all eligible employees and updates their step automatically.
Why not the others?
B. Maintain Compensation Steps + progression rule → Only needed if rules are missing. If employees appear, rules already exist.
C. Change Job → Not required; step progression is automated.
D. Set Up Grade Job Profile Adjustment → Used for grade changes, not step progression.
[References:, Workday Pro Compensation – Step Progression Process:Audit report + Schedule Automatic Step Progression ensures progression is applied., ]

Employees requesting one-time payments for self may see sensitive options like Gross Up or Send to Payroll .
To prevent them from updating these fields, configure Optional Fields for Request One-Time Payment for Self and hide the checkboxes.
This limits their visibility and update access without affecting manager/HR workflows.
Why not the others?
A. Optional Fields for Request One-Time Payment → Applies to manager/HR use, not self-service.
C. Remove Employee as Self from self-service comp domain → Would block employees from initiating requests entirely.
D. Payroll security domain → Payroll security doesn’t control compensation request UI fields.
[References:, Workday Pro Compensation – Configuring Optional Fields for Self-Service One-Time Payments., ]

In Workday Compensation, step progression is controlled through a combination of duration (timebased eligibility) and progression rules (additional conditions, like hours worked or performance).
Here’s how the scenario breaks down:
Requirement 1 – 12 months of employment
Workday supportsstep duration, where you can specify that an employee must remain at a step for a
defined period before being eligible for the next step.
Setting a duration of 12 months ensures that the employee only becomes eligible for a step increase
after completing a year in the role.
Requirement 2 – 400 hours worked
Workday allows you to configure step progression rulesthat evaluate conditions beyond time, such
as hours worked, performance ratings, or other calculated fields tied to the worker.
A progression rule counting the number of hours worked ensures that the pay increase is not
triggered until the employee meets the required 400 hours.
Why not the other options?
A . Assign first step during compensation proposal + 12 months rule – This would only apply the first
step, but it doesn’t enforce the “400 hours worked” requirement.
B . Hours worked only – This ignores the requirement of 12 months of employment.
C . Duration of 12 months only – This ignores the requirement of 400 hours worked.
Thus, only D (duration + step progression rule) satisfies both conditions simultaneously.
Reference (from Workday Pro Compensation knowledge & learning resources):
Workday Compensation – Step Progression Configuration: Duration enforcestime-in-step, while
progression rules allow conditions such as hours worked or performance-based eligibility.
Workday Pro Training Materials (Compensation module): Step increase rules require combining
duration with eligibility/progression conditions for multi-criteria automation.
Workday Community – Compensation Step Progression Guide: Confirms that when multiple criteria
must be met (e.g., tenure and hours worked), they must be configured in both the duration setting
and the progression rule logic.