Workday-Pro-Compensation Exam Dumps : WorkdayProCompensationExam

The design requires thatemployees only progress if they do NOT have poor performance (rating = 1).

Thus:

Step 1= entry, no condition needed.

Step 2 and Step 3require conditional logic:Performance rating ≠ 1.

This ensures employees can only progress beyond Step 1 if their performance is above “poor.”

Why not the others?

A. All steps require condition logic rating = 1→ Would block all progress (wrong condition).

C. Step 1 and 2 require ≠ 1→ Step 1 is the baseline, no condition required.

D. Step 1 and 2 require rating = 1→ Opposite of requirement, would keep poor performers eligible.

TheCompensation Spreadsheet reportprovides a detailed view of:

Worker’stotal base pay.

Assignedcompensation package.

Compa-ratio(position in range).

Can be scoped by organizations and includes subordinates if required.

Why not the others?

A. Total Rewards→ Worker-facing summary report, not detailed comp admin view.

B. Employee Compensation Details by Job Profile→ Focused on jobs, not individual worker comp breakdown.

D. Employee Compensation Audit→ Audit mismatches, not full comp detail.

TheDynamic Displayoption controls whether Workday shows onlyrelevant compensation plan sectionsduring transactions likePropose Compensation Change.

It evaluates:

Worker eligibility rules(which plans apply).

User security permissions(what the initiator can see).

This ensures users only see compensation sections relevant to their context, reducing clutter and errors.

Why not the others?

A. Segment security→ Controls data security, not dynamic display.

C. Hide Total Salary & Allowances→ Hides totals, doesn’t manage section visibility.

D. Eligibility Rule Performance Enhancement→ Improves performance, not visibility.