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Before the performance review event began, workers set their goals. You want to automatically include their goals in the performance review content.
What configuration option do you select on the employee review template?
Answer : C
To automatically include goals that workers set before the review began, enable Load Relevant Goals on 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.
Workday employee review template configuration.
Workday Pro Talent & Performance exam content: ''Load Relevant Goals automatically includes active goals tied to the review period.''
You would like to use Skills Cloud as the primary source for skill searches.
What task would you access to meet this requirement?
Answer : A
To configure Skills Cloud as the primary source for skill searches, you use the Maintain Skills and Experience Setup task.
This task controls whether Workday tenant prioritizes Skills Cloud suggestions and searches versus custom skill libraries.
Incorrect options:
Maintain Skill Item Categories categorizes skills, not source priority.
Maintain Skill Vendors used for external vendor integrations.
Maintain Skills used for creating/editing skills but not selecting Skills Cloud as the default.
Workday configuration guide: Skills Cloud setup.
Workday Pro certification prep: ''Maintain Skills and Experience Setup controls whether Skills Cloud is the primary search source.''
You want to ensure consistency when reporting responses on specific feedback templates.
What functionality prevents workers from changing questions on a feedback template?
Answer : C
To ensure consistent reporting, feedback templates can be set as Locked.
A Locked Feedback Template prevents managers or workers from modifying the questions---no additions, edits, or deletions are allowed.
Other options are not correct:
Condition Rules used for dynamic behavior and field visibility, not for locking questions.
Template Type defines type (e.g., Feedback vs. Review), not question editability.
Question Tags used for categorization and reporting but do not prevent changes.
Workday Talent & Performance configuration material: ''Lock Template prevents edits to template questions.''
Workday Pro certification study content on feedback management.
During testing, you launched a Performance Review event with calibrations and all events are still in-progress. You notice that the goals are not populating as planned.
What is the first task you should run before you correct your configuration?
Answer : B
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 is Mass 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.
Reference
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 that Rescind fully clears test data, while Cancel leaves records intact.
Refer to the following scenario to answer the question below.
An enterprise creates organizational goals that include the following criteria:
The organizational goals span five years.
Workers can align their individual goals with the organizational goals.
Workers must provide a description for each individual goal.
Each individual goal must fall within one of three groupings.
The current five-year timeframe for organizational goals is ending and you want to create new organizational goals.
What task do you use to create the next five-year cycle?
Answer : D
Organizational goals are tied to goal periods, which define the timeframe (e.g., annual, multi-year, or in this case, a five-year cycle).
When the current five-year period ends, you must create a new goal period in order to define the next cycle of organizational goals.
The other tasks do not apply here:
Maintain Goal Categories defines groupings such as Innovation, Financial, Productivity, but does not manage timeframes.
Maintain Goal Payout Bands used for goal-linked compensation or incentive payouts.
Maintain Goal Completion Statuses manages status labels such as ''Not Started, In Progress, Complete,'' not periods.
Therefore, to establish the next five-year organizational goal cycle, you use the Maintain Goal Periods task.
Workday Talent & Performance configuration documentation: ''Maintain Goal Periods allows organizations to define new cycles (e.g., annual or multi-year) for organizational and individual goals.''
Workday Pro Talent & Performance certification material: ''Organizational goal cycles are created and managed via Maintain Goal Periods.''
