Free WORKDAY-PRO-TALENT-AND-PERFORMANCE Exam Dumps Preview

Add Goal to Employees enables bulk assignment of goals to multiple workers, as demonstrated in .

In theAdd Goal to Employeestask, managers can cascade or assign goals to groups of workers. The available grouping option is byOrganizations(e.g., supervisory organizations, cost centers, custom organizations). Succession Pools, Job Profiles, and Job Familiesare not selection criteria in this task.
Those are used in talent or competency management contexts but not in mass goal assignment.
References:
Workday Talent & Performance documentation, Goal Management section. Workday Pro Talent &
Performance training guide:"Add Goal to Employees allows assignment to selected workers or by organizations, not by succession pools, job profiles, or job families."

When you add aComplete Additional Manager Evaluationstep in the Performance Review BP, the system only generates the Inbox task if the employee review template is configured to allow it. This is controlled in theOther Reviewer Options sectionof the template. You must enable"Additional Manager Evaluation for All Sections"for the task to route correctly.
Incorrect options:
A. Adding a competencies section is unrelated to routing.
B. Requiring comments in the Overall section doesn't trigger the step.
D. Applies To field rules limit applicability but won't control routing to the direct manager.
References:
Workday Employee Review Template configuration guide.
Workday Pro exam material: "Enable Additional Manager Evaluation for All Sections in the template to activate the BP step."

To automatically include goals that workers set before the review began, enableLoad Relevant Goalson the employee review template.
This ensures the goals tied to the review period are pulled into the content automatically.
Incorrect options:
Allow User to Add Existing Goals Manually# lets employees add goals one by one, not automatic. Show
Additional Rating to Employee# provides extra rating display, unrelated to loading goals. Items Rated# defines what is rated in the review but doesn't auto-load goals.
References:
Workday employee review template configuration.
Workday Pro Talent & Performance exam content:"Load Relevant Goals automatically includes active
goals tied to the review period."

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.

Load Relevant Goals ensures that goals aligned with the review period are automatically included. This behavior is explicitly described in the sample PDF, where goals must fall within the template period to populate.
Other options do not automate goal inclusion.

In the Assess My Team's Potential task, managers can make Nominations Suggest workers for specific job profiles.
Track potential successors for succession plans (if enabled).
Incorrect options:
A. Achievable Level # indicates ceiling level, not succession tracking.
B. Retention # measures likelihood of leaving, unrelated to succession nominations.
C. Review Rating # performance measure, not tied to suggesting successors.
References:
Workday Talent & Succession Guide:"Nominations in Assess My Team's Potential allow managers to suggest successors and link to succession plans."

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 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.
References:
Workday Performance Review configuration: Item Averaging vs. Weighted Averaging. Workday Pro Talent
& Performance exam guide: "Item averaging gives equal weight to all items across sections."

Even when using ajob management staffing model, organizations useSuccession Poolsto group workers for succession planning.
Pools identify workers with potential to step into key roles in the future.
Incorrect options:
A. Development Plan # defines individual growth steps, not succession grouping.
B. Candidate Pools # used in recruiting, not succession.
C. Succession Plans # tied to specific positions or job profiles, not used for general grouping in job
management models.
References:
Workday Succession Planning guide:"Succession Pools are used to group workers in job management staffing models."

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.
References:
Workday Talent & Performance competency framework documentation. Workday Pro training
guide:"Position overrides job profile, job family, and management level when determining a worker's target proficiency level."