Workday Updated Workday-Pro-Talent-and-Performance Exam Questions and Answers by kendrick

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.

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.

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.

Talent Poolsare designed to group employees for development and succession planning purposes.

They help organizations track readiness, identify high potentials, and prepare workers for future roles.

Incorrect options:

A. Organizing by hierarchy is done viaSupervisory Organizations, not talent pools.

B. A short list of ranked candidates is closer toSuccession Planning, not talent pools.

D. Assessing readiness for job profiles (including external candidates) isSuccession Planning, not pools.