100+ Free Workday Pro Talent & Performance Practice Questions

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In Workday, what is the Talent Profile?

A worker's payroll history record

A self-service worker view that aggregates Career, Skills, Education, Experience, Certifications, Languages, and other talent data

A 9-box matrix used by managers

A type of compensation eligibility rule

to track

2026 Statistics

Key Facts: Workday Pro Talent & Performance Exam

~90-120

Total MCQ Items

Workday Pro Talent and Performance proctored exam

2-3 hr

Total Exam Time

CBT via Workday Education portal

~22%

Performance Reviews Weight

Highest-weight domain on the Talent and Performance blueprint

~$3-5k

2026 Training + Exam

Workday Education (bundled — no standalone exam)

9-box

Default Calibration Matrix

Performance vs. Potential, configurable axes

Restricted

Public Access

Customers/partners/employees only — NOT public

The Workday Pro Talent and Performance Certification is a proctored CBT delivered via the Workday Education portal with approximately 90-120 multiple-choice items over 2-3 hours. Content covers the Talent Profile, Career Profile, Talent Pools, Talent Reviews and Calibration (9-box), Performance Review Templates and section configuration, Goals (cascading, weights, statuses, editing permissions), Anytime Feedback and Get Feedback, Performance Score Profile and Performance Calibration, Succession Planning (Readiness, Risk of Loss, Loss Impact), Mentorships, Workday Skills Cloud (categories, suggestions, Match Score), Eligibility Rules, the Talent Card, and Recruiting + Talent integration. The exam is not publicly available — candidates must be customers, partners, or employees who complete the required Workday Education Talent and Performance training course.

Sample Workday Pro Talent & Performance Practice Questions

Try these sample questions to test your Workday Pro Talent & Performance exam readiness. Each question includes a detailed explanation. Start the interactive quiz above for the full 100+ question experience with AI tutoring.

1In Workday, what is the Talent Profile?

A.A worker's payroll history record

B.A self-service worker view that aggregates Career, Skills, Education, Experience, Certifications, Languages, and other talent data

C.A 9-box matrix used by managers

D.A type of compensation eligibility rule

Explanation: The Talent Profile is a worker-centric view that aggregates a worker's talent data — Career, Skills, Education, Experience, Certifications, Languages, Awards, Training, Job History, Professional Affiliations, and Work Experience. Workers (and managers, depending on security) can edit it to keep talent data current. It feeds Workday Talent processes such as match scores, talent reviews, and succession.

2Which sections appear under the Career section of a worker's Talent Profile by default?

A.Skills, Experience, Education, Certifications, Languages

B.Compensation, Bonus, Stock, Allowance

C.Goals, Feedback, Reviews, Calibration

D.Hire, Termination, Promotion, Demotion

Explanation: The Career area of the Talent Profile typically aggregates Skills and Experience, Education, Certifications, Languages, Awards, Training, Job History, Professional Affiliations, and Work Experience. These are the sections workers and HR maintain so Workday can match workers to opportunities and surface talent insights.

3A configurator wants workers to be able to update their own Skills, but NOT their own Job History. What is the correct mechanism?

A.Modify the Talent Calibration template

B.Configure Talent Profile editing permissions through domain security policies on the underlying objects (e.g., Worker Data: Skills vs. Worker Data: Job History) and the Self-Service: Career business process

C.Use a calculated field on the Talent Profile

D.Disable the Career Hub worklet for the worker

Explanation: Editability of Talent Profile data is controlled by domain security policies on the specific worker data domains (Skills, Job History, etc.) and by the related self-service business processes such as Self-Service: Career. By granting Self-Service to Skills but not to Job History, workers can update one without the other. Always Activate Pending Security Policy Changes after updating.

4What is a Talent Pool in Workday?

A.A group of candidates who applied to the same requisition

B.A grouping of workers identified by membership rules or manual addition for talent planning, succession, or development purposes

C.A type of compensation grade

D.A list of retired workers eligible for rehire

Explanation: A Talent Pool is a curated group of workers maintained for talent planning purposes — for example, High-Potentials, Future Leaders, or Critical Role Successors. Members can be added manually, by criteria (eligibility rules), or as a result of talent reviews. Talent Pools are then used in succession planning, development, and reporting.

5Which two methods can be used to add members to a Talent Pool?

A.Only through a recruiting requisition

B.Manual addition (Add Talent Pool Member) and rule-based criteria (eligibility rules)

C.Only through a calibration session

D.Only through the Get Feedback business process

Explanation: Members can be added to a Talent Pool manually using the Add Talent Pool Member task or automatically based on eligibility (criteria) rules — for example, all workers in a specific job family with a high-potential talent assessment. Talent Reviews and Calibration sessions can also push outcomes into Talent Pools.

6What is the purpose of a Talent Review in Workday?

A.It launches the year-end performance review for all workers

B.It is a meeting-style process where managers and HR assess workers on talent attributes (e.g., Performance, Potential, Risk of Loss) often using a calibration grid like the 9-box

C.It is a self-service tool for editing the Talent Profile

D.It is a mandatory annual goal-setting process

Explanation: Talent Reviews are facilitated discussions where leaders evaluate workers across multiple talent dimensions — typically Performance, Potential, Risk of Loss, Loss Impact, and similar — and place them on a calibration grid such as the 9-box. The output drives succession, development, and retention actions.

7On the standard 9-box matrix used in Workday Talent Calibration, which two axes are typically displayed?

A.Compensation vs. Tenure

B.Performance vs. Potential

C.Goal Completion vs. Time in Role

D.Risk of Loss vs. Loss Impact

Explanation: The standard 9-box matrix in Workday plots Performance on one axis and Potential on the other, producing nine cells (e.g., 'Top Talent' in the high-performance/high-potential corner). Workday allows configuration of the axes, but Performance vs. Potential is the canonical default used across most Workday Talent Calibration templates.

8During Talent Calibration, a manager needs to MOVE a worker from the 'Solid Performer' box to the 'Top Talent' box. Which capability does Workday provide?

A.Workers cannot be moved on the calibration grid once placed

B.Drag-and-drop placement of workers between boxes during a calibration session, with audit history retained

C.Calibration moves require a separate Edit Position business process

D.Only HR Partners can change box placement, not managers

Explanation: Calibration sessions in Workday support drag-and-drop placement of workers between boxes on the matrix during the session. The system tracks before/after placement, and the calibrator's changes are auditable. Security determines who can move workers (typically session participants with calibration permission).

9What is a Performance Review Template in Workday?

A.A read-only PDF of last year's review

B.A configurable definition of the sections, questions, rating scales, eligibility rules, and step routing used by a Performance Review business process

C.A type of security group

D.A subset of the Talent Profile

Explanation: A Performance Review Template defines what appears in a review (sections such as Goals, Competencies, Feedback, Overall), which rating scales are used, who is eligible (eligibility rules), and how the review routes through self-evaluation, manager evaluation, and acknowledgement. The template is referenced by the launch task, e.g., Start Performance Review.

10Which of the following is NOT a typical section that can be added to a Performance Review Template?

A.Goals

B.Competencies

C.Feedback

D.Cost Center Allocation

Explanation: Standard Performance Review sections include Goals, Competencies, Feedback, Development Items, Career, Questionnaire, Supporting Documents, Overall, and Calibration. Cost Center Allocation is a financial/organizational concept and is not a Performance Review section. Cost centers are managed through organizations and payroll, not the review template.

About the Workday Pro Talent & Performance Exam

The Workday Pro Talent and Performance Certification validates the configuration and administration knowledge required to deliver Workday Talent and Performance on customer tenants. Content spans the Talent Profile (Skills, Experience, Education, Certifications, Languages), the Career Profile and career development, Talent Pools and Talent Reviews with Calibration on the 9-box matrix, Performance Reviews (Self, Manager, Multi-rater 360), Performance Review Templates with sections for Goals, Competencies, Feedback, Calibration, and Overall, Goals Management (cascading, editing permissions, status, weight), Development Plans, Anytime Feedback and Get Feedback, the Performance Score Profile, Succession Planning (Successor, Readiness, Risk of Loss, Loss Impact), Mentorships, Workday Skills Cloud (skills categories, suggestions, job profile skills, Match Score), Eligibility Rules for reviews, the Talent Card, and the integration between Recruiting and Talent. Exam access is restricted to Workday customers, partners, and employees who have completed the required Workday Education learning path.

Questions

100 scored questions

Time Limit

2-3 hour CBT via Workday Education portal

Passing Score

Scaled score set by Workday Education (cut score confidential; typically ~70-80% of items correct)

Exam Fee

Typically included in partner/customer training contracts (~$3,000-$5,000 training course bundle; exam included) (Workday, Inc. (delivered via Workday Education))

Workday Pro Talent & Performance Exam Content Outline

~22%

Performance Reviews

Performance Review Templates, sections (Goals, Competencies, Feedback, Calibration, Overall), Self/Manager/Multi-rater 360 evaluations, rating scales, step routing (Action vs Approval vs To-Do), Acknowledgement, release, correct vs cancel vs rescind, scheduling, and Performance Score Profile.

~12%

Goals Management

Goal categories, weights (sum to 100% enforcement), statuses (Not Started/In Progress/Completed), editing permissions per security group, cascading (Aligned to/Supports relationships), goal alignment reporting, and the Goals section filters on review templates.

~10%

Talent Reviews & Calibration

Talent Review templates, the 9-box matrix (Performance vs. Potential), drag-and-drop calibration sessions, Performance Calibration, calibration security, Talent Matrix configuration, integration of calibration outcomes back to released review ratings.

~10%

Talent Profile & Career Profile

Talent Profile sections (Skills, Experience, Education, Certifications, Languages, Awards, Training, Job History, Professional Affiliations), Career Profile (career interests, mobility, target roles, languages), self-service editing permissions via business processes and domain security.

~10%

Workday Skills Cloud

Skills Cloud ML ontology, skill normalization, Skills Categories, Skills Suggestions accepted via Add Skills, Skill Proficiency, Job Profile Skills (required vs preferred), Match Score for internal mobility and recruiting, role of Skills Cloud in succession and talent pools.

~8%

Succession Planning

Position-based Succession Plans, Successor, Readiness (Ready Now / 1-2 Years / 3+ Years / Emergency), Risk of Loss, Loss Impact, integration with Talent Pools and Skills Cloud, Talent Card surfacing, calibration outcomes feeding succession, retention prioritization.

~8%

Talent Pools

Talent Pool definition, manual vs criteria-based (rule-driven) membership, eligibility rules referencing Performance Rating/Potential/talent attributes, dynamic refresh, security via domain policy, integration with Recruiting candidate sourcing.

~6%

Eligibility Rules

Maintain Eligibility Rules, criteria on Worker attributes (Location, Country, Employee Type, Supervisory Org, Hire Date, Job Family), reuse across Talent and Performance processes, troubleshooting missed populations, Test Eligibility, attaching to review templates and launch tasks.

~6%

Feedback (Anytime + Get Feedback)

Anytime Feedback (giver-initiated, unsolicited) vs Get Feedback (worker/manager-requested), Get Feedback on Worker BP security, Feedback section on review templates, peer feedback patterns, multi-rater 360 patterns, continuous performance management.

~6%

Career Development & Mentorships

Development Plans and Development Items, mentor/mentee relationships via Mentorships BP, career interests, target roles, mobility (relocation/travel), career conversations, integration of development with performance reviews and succession.

~6%

Recruiting + Talent Integration

Internal candidate sourcing on requisitions from Talent Pools, succession plans, and high-Match-Score Skills Cloud profiles, internal vs external slate comparison, AI-assisted candidate matching, role of Career Profile signals in recruiting.

~3%

Talent Card & Talent Attributes

Talent Card configuration and security, surfacing of performance, potential, ratings, top skills, succession status, risk of loss, loss impact; My Team's Talent dashboard for managers; configurability of which attributes display per audience.

~3%

Security & Configuration

Role-based constrained vs unconstrained security groups for managers and HR, BP security policies (Initiate, Approve, View) on Performance/Talent BPs, domain security policies (Worker Data: Skills, Performance, Feedback, Talent Pool), Activate Pending Security Policy Changes.

How to Pass the Workday Pro Talent & Performance Exam

What You Need to Know

Passing score: Scaled score set by Workday Education (cut score confidential; typically ~70-80% of items correct)
Exam length: 100 questions
Time limit: 2-3 hour CBT via Workday Education portal
Exam fee: Typically included in partner/customer training contracts (~$3,000-$5,000 training course bundle; exam included)

Keys to Passing

Complete 500+ practice questions
Score 80%+ consistently before scheduling
Focus on highest-weighted sections
Use our AI tutor for tough concepts

Workday Pro Talent & Performance Study Tips from Top Performers

1Master Performance Review Template configuration end to end: Sections (Goals, Competencies, Feedback, Calibration, Overall), per-step requiredness (e.g., Goals required on Manager Eval but optional on Self Eval), rating scales, eligibility rules, step routing (Self Eval before Manager Eval if you want sequencing), Acknowledgement step, release behavior, and the difference between rescind (reverses everything downstream including merit), cancel (in-progress only), and correct (edit a completed event without reversing downstream).

2Eligibility Rules — extremely high-yield: Reusable rules attached to Performance Review templates and Start Performance Review tasks. Criteria reference Worker attributes (Location, Country, Employee Type, Supervisory Org, Hire Date, Job Family). When a population is 'missed' on launch, the eligibility rule is almost always the cause — use Test Eligibility against the missed worker to debug. The same rule pattern applies to Talent Reviews and Talent Pool membership.

3Goal mechanics: Goals support categories, weights (with optional 'must sum to 100%' enforcement), statuses (Not Started/In Progress/Completed/On Hold/Canceled — configurable), and editing permissions per security group per field (e.g., manager can edit Description, worker can edit Status). Cascading copies a parent goal to direct reports with an Aligned to/Supports relationship; goal alignment reporting rolls up child progress.

4Talent Reviews with the 9-box matrix: Performance vs. Potential by default. Calibration sessions support drag-and-drop placement during the live meeting. Calibration outcomes flow back into the Calibration section of an associated Performance Review so the released rating reflects calibrated decisions. Talent Reviews are protected by domain security policy — only authorized leaders see calibration data.

5Skills Cloud and Match Score: Skills Cloud normalizes terminology (so 'JS' = 'JavaScript' = 'Javascript'). Skills Suggestions are ML-driven and require worker acceptance. Job Profiles carry Required and Preferred skills. Match Score quantifies worker-to-job alignment and is the core driver of internal sourcing on requisitions and Talent Pool criteria. Skill Proficiency (Beginner/Intermediate/Advanced/Expert) refines Match Score precision.

6Succession Planning attributes: Successors carry Readiness (Ready Now / 1-2 Years / 3+ Years / Emergency), Risk of Loss (Low/Medium/High), and Loss Impact (Low/Medium/High). Position-based plans auto-update on org changes. The Talent Card surfaces these attributes for managers; the High Risk + High Impact corner triggers immediate retention action.

Frequently Asked Questions

What is the Workday Pro Talent and Performance Certification?

It is a Workday Education credential that validates a consultant's ability to configure and administer Workday Talent and Performance for customer tenants. It covers the Talent Profile, Career Profile, Talent Pools, Talent Reviews and Calibration (9-box), Performance Reviews and templates, Goals, Anytime/Get Feedback, Skills Cloud, Succession Planning, Mentorships, Eligibility Rules, the Talent Card, and the integration with Recruiting.

Who is eligible to take the Workday Pro Talent and Performance exam?

The exam is restricted — it is NOT open to the general public. Candidates must be employed by a Workday customer, partner (system integrator or services firm), or Workday itself. Candidates must complete the required Workday Education Talent and Performance learning path and have an active Workday Community account through their organization before they gain access to schedule the certification exam.

What is the format of the Workday Pro Talent and Performance exam?

The exam is a proctored computer-based test delivered online via the Workday Education portal. It typically includes approximately 90-120 multiple-choice and multi-select items over 2-3 hours. Items emphasize real-world configuration scenarios — review template design, eligibility rules, calibration sessions, goal cascading, succession plans, Skills Cloud match scoring, and BP security — rather than rote definitions.

How much does the Workday Pro Talent and Performance Certification cost?

Workday does not sell the exam separately to the public. The exam is bundled inside a required Workday Education training course, typically priced in the ~$3,000-$5,000 range for partners and customers depending on delivery mode (virtual vs in-person) and region. Retake policies and any additional fees are governed by Workday Education policy and the training provider contract.

When can I schedule the exam?

After completing the required Workday Education Talent and Performance training course, you receive exam access through the Workday Education portal. You schedule a proctored slot that fits your availability (typically within weeks of course completion). There is no single annual window — Workday Education runs continuous exam delivery aligned to major releases (2025R1, 2025R2 Scout, 2026R1).

How is the exam scored?

Workday Education uses a scaled scoring model with a confidential cut score. Reported pass thresholds typically require candidates to get roughly 70-80% of items correct, though the exact number is not disclosed. Results are delivered immediately after the exam with a pass/fail indicator and high-level domain feedback.

What are the highest-yield topics?

Highest-yield topics include Performance Review Template configuration (sections, rating scales, step routing, requiredness per step), Eligibility Rules (and troubleshooting missed populations), Goal cascading and editing permissions, Anytime vs Get Feedback, Talent Reviews with 9-box Calibration, Succession Planning attributes (Readiness, Risk of Loss, Loss Impact), Skills Cloud Match Score, Talent Pools (criteria-based vs manual), and Recruiting + Talent integration.

How should I study for this exam?

Complete the required Workday Education Talent and Performance training course, then practice extensively in a sandbox tenant. Build a Performance Review template end to end, configure Eligibility Rules, run a Talent Review with calibration, set up a Talent Pool with criteria, build a Succession Plan with all attributes, configure Skills on a Job Profile, and run Get Feedback. Drill the differences between Anytime/Get Feedback, rescind/cancel/correct, and constrained/unconstrained security. Take 2-3 timed mock exams before the real sitting.