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., ]

Employees requesting one-time payments for self may see sensitive options like Gross Up or Send to Payroll .
To prevent them from updating these fields, configure Optional Fields for Request One-Time Payment for Self and hide the checkboxes.
This limits their visibility and update access without affecting manager/HR workflows.
Why not the others?
A. Optional Fields for Request One-Time Payment → Applies to manager/HR use, not self-service.
C. Remove Employee as Self from self-service comp domain → Would block employees from initiating requests entirely.
D. Payroll security domain → Payroll security doesn’t control compensation request UI fields.
[References:, Workday Pro Compensation – Configuring Optional Fields for Self-Service One-Time Payments., ]

In Workday Compensation, step progression is controlled through a combination of duration (timebased eligibility) and progression rules (additional conditions, like hours worked or performance).
Here’s how the scenario breaks down:
Requirement 1 – 12 months of employment
Workday supportsstep duration, where you can specify that an employee must remain at a step for a
defined period before being eligible for the next step.
Setting a duration of 12 months ensures that the employee only becomes eligible for a step increase
after completing a year in the role.
Requirement 2 – 400 hours worked
Workday allows you to configure step progression rulesthat evaluate conditions beyond time, such
as hours worked, performance ratings, or other calculated fields tied to the worker.
A progression rule counting the number of hours worked ensures that the pay increase is not
triggered until the employee meets the required 400 hours.
Why not the other options?
A . Assign first step during compensation proposal + 12 months rule – This would only apply the first
step, but it doesn’t enforce the “400 hours worked” requirement.
B . Hours worked only – This ignores the requirement of 12 months of employment.
C . Duration of 12 months only – This ignores the requirement of 400 hours worked.
Thus, only D (duration + step progression rule) satisfies both conditions simultaneously.
Reference (from Workday Pro Compensation knowledge & learning resources):
Workday Compensation – Step Progression Configuration: Duration enforcestime-in-step, while
progression rules allow conditions such as hours worked or performance-based eligibility.
Workday Pro Training Materials (Compensation module): Step increase rules require combining
duration with eligibility/progression conditions for multi-criteria automation.
Workday Community – Compensation Step Progression Guide: Confirms that when multiple criteria
must be met (e.g., tenure and hours worked), they must be configured in both the duration setting
and the progression rule logic.

Employees requesting one-time payments for self may see sensitive options like Gross Up or Send to Payroll .
To prevent them from updating these fields, configure Optional Fields for Request One-Time Payment for Self and hide the checkboxes.
This limits their visibility and update access without affecting manager/HR workflows.
Why not the others?
A. Optional Fields for Request One-Time Payment → Applies to manager/HR use, not self-service.
C. Remove Employee as Self from self-service comp domain → Would block employees from initiating requests entirely.
D. Payroll security domain → Payroll security doesn’t control compensation request UI fields.
[References:, Workday Pro Compensation – Configuring Optional Fields for Self-Service One-Time Payments., ]

To retire or replace an existing bonus plan , you need to mass-remove it from all employees currently assigned.
The standard Workday task for this is Remove Compensation Plans from Employees , which allows you to:
Select the compensation plan to remove.
Apply an eligibility rule to identify affected employees.
This is efficient and ensures employees no longer carry the outdated plan.
Why not the others?
A. Mark plan inactive → Prevents new assignments but doesn’t remove existing employee assignments.
C. Request Bonus Payment web service → Used for issuing payments, not removing plans.
D. Change Job → Not appropriate for mass plan removal.
[References:, Workday Pro Compensation – Compensation Plan Lifecycle Management:Removing old plans requires theRemove Compensation Plans from Employeestask., ]