Workday Workday-Pro-Talent-and-Performance Dumps

To create a review template with sections such as Feedback, Goals, Questions, and Competencies, you must have these components configured in advance:

Review Questions→ required if the template uses a questions section.

Feedback Template→ required if a feedback section is included.

Competencies→ required if competencies are included.

Review Typesare not a prerequisite to create a review template. They categorize reviews (annual, quarterly, etc.) but are not required in template configuration.

This question is aboutTalent Reviewsin 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) determineswhich workersare included in the review.

It does not determinewhat actionsmanagers or employees can take.

B. Employee potential

Incorrect.

Employee potential is anattribute(like performance, loss impact, retention risk) used for evaluation in the talent review grid.

It informs thecontentof the review, not the actions available to participants.

C. Domain security

Partially correct but not the best answer.

Domain security determineswho has accessto initiate or view Talent Reviews, but it does not driveprocess actions inside the review(such as rating, adding notes, or calibrating).

D. Talent review template rule

Correct.

TheTalent Review Template Ruledefines theconfiguration 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 isTalent 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 rulesdefine the actions and behaviors within a talent review session.

In Workday Talent & Performance, when you want to assign goals to a group of employees (such as everyone in a talent pool), you must use the“Add Goal To Employees”task.

Here’s why:

Create Goal for Worker

This task is specific toone workerat a time. It would not allow you to mass-assign goals to multiple workers.

Suitable when you want to add a goal for an individual employee.

Manage Organization Goals

Used to defineorganization-wide goals(e.g., company objectives).

These can be cascaded, but they are not tied to an action that assigns two goals directly to all members of a talent pool.

Maintain Goals Setup

This is forconfiguring goal settings(e.g., categories, weights, behaviors) at the tenant level.

It doesn’t execute the action of assigning goals to workers.

Add Goal To Employees

Specifically designed formass goal assignment.

You can select multiple employees (for example, all 10 members of your talent pool) and assign the same goals in a single event.

This is the only option that fulfills the requirement of assigningtwo self-development goals to all membersin one step.

????References

Talent & Performance Study Guide topics:

Goal Management: Covers the difference between worker-specific vs. mass goal actions.

Talent Pools: Workday documentation explains that pools are often used for succession planning and development, and “Add Goal to Employees” is the correct bulk action for assigning development activities.

External Training Reference: ERP Cloud Training notes that“The Add Goal To Employees task allows administrators to assign multiple goals across groups such as talent pools or organizations, enabling faster alignment with development plans.”【web source on Talent & Performance training】

Workday Pro Talent & Performance Flashcards: Confirm that the correct way to mass assign goals is viaAdd Goal To Employeestask, not Manage Organization Goals (which is only for defining org-level goals).

This scenario deals withtesting a Performance Review event that includes calibrations. Since the goals are not populating as expected, you need toreset the process correctly before fixing the configuration.

Here’s why the correct choice isMass Rescind – Start Performance Review (including subprocesses):

Rescind vs Cancel

Rescind: Completelyremoves the business process instanceand all of its subprocesses from the system as if it never occurred. This is the proper action duringtesting, 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 theperformance 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 multiplesubprocesses(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, becauseCanceldoes not fully reset configuration testing.

D. Mass Cancel (Performance Review only, no subprocesses)→ Wrong, same reason:Cancelis 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.

Comprehensive Detailed Explanation

Enterprises can createMaintained Skills—custom-defined skills that are stored and searchable in their tenant.

These can also be configured assearch facets in reports, supporting custom analysis.

Incorrect options:

Skills Cloud skills→ Workday-delivered universal ontology, not customer-specific.

Crowdsourced skills→ skills suggested by workers, not controlled enterprise lists.

Synonymous skills→ system-recognized synonyms, not customer-defined lists.

Formulti-rater reviews, the essential template section isFeedback.

This allows multiple reviewers to provide input on the employee, ensuring a comprehensive evaluation.

Other sections (Competencies, Questions, Goals) may be included but are not required specifically for multi-rater functionality.

Without a Feedback section, multi-rater reviews cannot function correctly.

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.

In a performance review event spanning multiple months, Workday determines which manager should receive the evaluation step.

The optionManager for Majority of Eventensures that the manager who supervised the employee for thelongest portion of the review period(in this case, January–August) is the one who receives the task.

Incorrect options:

A. Manager → routes to current manager by default, not historical.

C. Matrix Manager → used for matrix org relationships, not standard review.

D. Primary Manager → is the current primary manager at the time of launch.

Feedback templatesin Workday can be delivered aslockedoreditable.

Alocked feedback templateensures consistency across the organization, meaning the manager cannot add, edit, or delete questions.

Only the default questions included in the template may be used.

Options A, C, and D would apply if the template were editable, but they are not possible in a locked template.

To make specific goal fieldsmandatory(such as requiring a goal description), you must configure this in theConfigure Individual Goals sectionof theMaintain Goal Setuptask.

In this section, administrators define which fields are:

Required(must be completed by the worker),

Optional, or

Hidden(not shown to users).

TheMaintain Goal Categories taskonly sets up categories such as Innovation, Financial, Productivity.

TheMaintain Goal Units taskconfigures measurement units (e.g., percentages, dollars).

TheConfigure Organization Goals sectiongoverns how enterprise-level organizational goals behave, but does not control whether an individual field like “Description” is required.

Therefore, to enforce that workers must always provide a goal description, you configure this requirement in theConfigure Individual Goals section.

Comprehensive Detailed Explanation

When creating anorganization goal, Workday defaults theGoal Periodfield to themost recent goal periodused in the specific supervisory organization.

It does not inherit from superior organizations, worker records, or the first goal period created in the tenant.

This ensures consistency within the supervisory organization’s existing goal cycles.

TheApplies Tofield on the Employee Review Template determines which population is eligible for the review.

To restrict the 90-Day Check-In template so that it only applies tonew hires after 90 days, you configure theApplies Tocriteria accordingly (e.g., based on hire date relative to review launch date).

Incorrect options:

Review Type→ categorizes reviews (annual, quarterly, etc.), but does not restrict worker population.

Period Start/End Dates→ define review timeframe, not eligibility rules.

Layout Override→ controls template layout, not applicability.

Before creating a review template, you must define thesection typesavailable in reviews.

Since the template requirestwo different goal sections (professional and personal), you must configure them asEmployee Review Section Types.

Incorrect options:

A. Maintain Goal Periods → defines timeframes, not template sections.

C. Maintain Goal Setup → configures goal rules, not review template sections.

D. Maintain Employee Review Setup → overall setup but does not define section types.

To configureSkills Cloudas theprimary source for skill searches, you use theMaintain Skills and Experience Setuptask.

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.

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.