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How do you configure a salary plan to prorate an employee's scheduled hours?
Answer : A
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% ensures that 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.
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.
An employee is eligible for these compensation bases:
International Compensation (ranking 2)
Management Compensation (ranking 1)
Sales Compensation (ranking 3)
What compensation basis will display as the employee's primary compensation basis?
Answer : A
When multiple compensation bases apply to an employee, Workday selects the primary basis based on ranking (lowest number = highest priority).
Rankings here:
Management = 1
International = 2
Sales = 3
Therefore, Management Compensation is the primary basis.
Why not the others?
B . Sales Compensation Ranked lowest (3).
C . International Compensation Ranked 2, lower than Management.
D . Total Base Pay Not listed among eligible ranked bases here.
Workday Pro Compensation -- Configurable Compensation Bases: Ranking determines primary basis (lowest rank wins).
What is the advantage of using default compensation for requisition compensation?
Answer : B
Default compensation for requisition compensation ensures that all hires from a requisition default to the same plan amounts/rates, supporting consistency in offers.
This prevents discrepancies between candidates applying for the same role and requisition.
Why not the others?
A . Guidelines on a position Position compensation is separate from requisition compensation.
C . Every employee in position receives same compensation Controlled by position defaults, not requisition.
D . Eligible plans view That's determined by compensation package setup, not requisition defaults.
Workday Pro Compensation -- Requisition Compensation Defaults: Ensures consistency of compensation values for all hires through the requisition.
Workday Community -- Recruiting Compensation Configuration.
What does the Gross Up checkbox on the one-time payment plan indicate?
Answer : D
Gross Up = Adjusting a payment so that after tax deductions, the employee takes home the intended net amount.
Example: If you want an employee to net $1,000, and taxes are 20%, Workday will calculate and issue ~$1,250 gross so the employee keeps $1,000 after taxes.
Why not the others?
A . Show taxes to user Not what Gross Up does.
B . Manual update required Gross up is automated, not manual.
C . Apply taxes normally Workday already applies taxes; gross up goes further by adjusting amounts.
Workday Pro Compensation -- One-Time Payment Plan Setup: Gross Up ensures net payment equals requested amount.
Workday Community -- Gross Up Functionality.
A company is in the process of introducing pay ranges for specific job profiles to ensure fair and competitive compensation, which are implemented as compensation grades in Workday. What role do compensation grades fulfill within the Workday compensation framework?
Answer : A
Compensation grades in Workday define pay ranges (minimum, midpoint, maximum) for job profiles.
Their purpose is guidance during compensation transactions (hire, promotion, merit increase, etc.), ensuring pay is competitive and consistent.
They do not enforce payroll mapping or overtime eligibility directly but help managers and HR align salary offers to market ranges.
Why not the others?
B . Connect salary to payroll That is done by compensation elements, not grades.
C . Overtime eligibility Determined by work hours & worker type, not grades.
D . Compensation basis for reporting Controlled by comp basis setup, not grades.
Workday Pro Compensation Training -- Compensation Grades: Defines grades as ''guidelines for pay ranges used during compensation transactions.''
Workday Community -- Compensation Grades Overview.
