Demo Workday Workday-Pro-Compensation Exam Questions

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% ensuresthat 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.
Reference:
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.

A compensation element in Workday is the foundational link between a compensation plan (e.g.,
salary, bonus, allowance) and payroll processing.
When you assign a compensation plan (like a car allowance, bonus, orsalary plan), Workday requires
a compensation element that directly maps to a payroll earning code.
This ensuresthat the pay component flows into payroll correctly, appears on pay slips, and is
taxable/deductible as designed.
Why not the others?
B . Requisition compensation – Job requisitions use compensation packages for recruiting, but
elements are not tied to requisitions.
C . Eligibility rules – Eligibility determines who can receive the plan, not the element itself.
D . Benefit deductions – Those are handled by benefit deduction elements, not compensation
elements.
Reference:
Workday Pro Compensation Training: Compensation elements map compensation plans to payroll
earnings.
Workday Community – Compensation Elements Overview: Confirms the purpose of elements is
payroll integration, not eligibility or benefits.

Explanation:

progression but haven’t yet been moved to the next step.
The corrective action is to run Schedule Automatic Step Progression , which processes all eligible employees and updates their step automatically.
Why not the others?
B. Maintain Compensation Steps + progression rule → Only needed if rules are missing. If employees appear, rules already exist.
C. Change Job → Not required; step progression is automated.
D. Set Up Grade Job Profile Adjustment → Used for grade changes, not step progression.
[References:, Workday Pro Compensation – Step Progression Process:Audit report + Schedule Automatic Step Progression ensures progression is applied., ]