Workday Pro Talent and Performance

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.
References:
Workday Performance Review vs. Talent Review process distinction in Pro materials. Workday configuration: "Assess Potential" is a Talent module step, not part of standard performance review flows.

TheGet Additional Reviewers subprocessis responsible for collecting reviewer nominations. If you want themanager to approve reviewer namesafter a worker submits them, you configure anApproval step inside this subprocess.
It should be placedimmediately after the initiation stepto ensure manager approval occurs before reviewers are finalized.
Incorrect options:
A. Adding approval in the main Performance Review BP won't tie it directly to the reviewer nominations. B.
Placing approval after "Complete Additional Evaluation" is too late-reviewers would already be acting. C.
Approval after manager evaluation is unrelated to reviewer setup.
References:
Workday Performance Review subprocess design documentation. Workday Pro Talent & Performance
exam prep: "Manager approval of reviewer nominations must be configured in the Get Additional Reviewers subprocess."

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.
References:
Workday review template setup documentation.
Pro exam study notes:"Use Prompt for Overall Rating when only an overall section rating is required."

This question is about Talent Reviews in 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)
determines which workers are included in the review. It does not determine what actions managers or employees can take.
B. Employee potential Incorrect.
Employee potential is an attribute (like performance, loss impact, retention risk) used for evaluation in the talent review grid. It informs the content of the review, not the actions available to participants. C. Domain security Partially correct but not the best answer. Domain security determines who has access to initiate or view Talent Reviews, but it does not drive process actions inside the review (such as rating, adding notes, or calibrating).
D. Talent review template rule Correct.
The Talent Review Template Rule defines the configuration 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 is Talent 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 rules define the actions and behaviors within a talent review session.

Talent Pools are designed to organize and segment workers for development, as clearly described in the sample PDF.
Succession plans are tied to specific roles, not general grouping.

This scenario deals with testing a Performance Review event that includes calibrations. Since the goals are not populating as expected, you need to reset the process correctly before fixing the configuration.
Here's why the correct choice isMass Rescind - Start Performance Review (including subprocesses): Rescind vs Cancel Rescind: Completely removes the business process instance and all of its subprocesses from the system as if it never occurred. This is the proper action during testing, 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 the performance 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 multiple subprocesses (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, because Cancel does
not fully reset configuration testing.
D. Mass Cancel (Performance Review only, no subprocesses)# Wrong, same reason: Cancel is
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.

Manager for Majority of Event ensures the manager who supervised the employee for the longest period completes the evaluation, as described in .

To allow other users (besides the direct manager) to rate competencies: UseGet Additional Reviewers for Performance Review# allows nominating additional evaluators. Then useComplete Additional Evaluation for Performance Review# routes the evaluation step to the selected additional reviewers. Incorrect options mix up "Additional Manager" with "Additional Reviewer." Managers are a subset, but to include broader participants, the correct subprocesses areReviewers + Evaluation.
References:
Workday Performance Review BP design documentation.
Workday Pro Talent & Performance exam material:"For additional reviewers (not limited to managers), configure Get Additional Reviewers + Complete Additional Evaluation subprocesses."

In Workday Talent & Performance, feedback badges are 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 to require 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 under Feedback 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 create custom badges, but you upload your own 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. Employees cannot decline badges 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.

Behavioral indicators are assigned at the Job Profile level, allowing role-based differentiation.
This is directly stated in the sample PDF.