* After creating a newallowance plan, you must assign it to all employees who qualify.
* TheRollout Compensation Plans to Employeestask is the standard Workday process that mass-assigns plans to all workers who meet the eligibility rules.
* This ensures bothcurrent and future eligible employeesreceive the plan automatically.
Why not the others?
* B. View Compensation Plan Rollout Process# Monitoring tool, not an assignment process.
* C. Compensation Plan Assignment Audit# Audit/reporting only, does not assign.
* D. Employee Compensation Plans - Allowance report# Reporting only; still requires manual actions.
References:
Workday Pro Compensation - Rollout Compensation Plans Process: Ensures eligible employees are assigned plans in bulk.

* progressionbut haven't yet been moved to the next step.
* The corrective action is to runSchedule 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.

* Compensation gradesin Workday definepay ranges(minimum, midpoint, maximum) for job profiles.
* Their purpose isguidanceduring compensation transactions (hire, promotion, merit increase, etc.), ensuring pay is competitive and consistent.
* They do not enforce payroll mapping or overtime eligibility directly but help managers and HR align salary offers to market ranges.
Why not the others?
* B. Connect salary to payroll# That is done bycompensation elements, not grades.
* C. Overtime eligibility# Determined bywork hours & worker type, not grades.
* D. Compensation basis for reporting# Controlled bycomp basis setup, not grades.
References:
Workday Pro Compensation Training - Compensation Grades:Defines grades as "guidelines for pay ranges used during compensation transactions." Workday Community - Compensation Grades Overview.

* TheCompensation Rule Assignment reportlistsall compensation components (plans, packages, elements, etc.) that are using eligibility rules.
* This helps administrators verify where and how eligibility rules are applied across the system.
Why not the others?
* B. Employee Compensation Audit# Focuses on mismatches between eligibility and assignments, not all rules in use.
* C. Compensation Spreadsheet# Shows comp details, not eligibility rules.
* D. Compensation Changes# Tracks transaction history, not rule assignments.
References:
Workday Pro Compensation - Audit & Reporting Tools:Rule Assignment report = all components tied to rules.

* In Workday,eligibility rules are optimized by sequencing broader population filters first, followed by narrower ones.
* Here:
* Organization = 50 employees
* Job family = 5 employees
* To ensure performance optimization, the system should firstfilter by organizational membership (50), then applyjob family (5).
* This reduces the number of workers Workday needs to evaluate at the second step.
Why not the others?
* B. Eligibility sequenced automatically# Not entirely true; sequencing can be configured for optimization.
* C. Remove job family# Would ignore requirements.
* D. Job family precedes organization# Less efficient, because it would start from 5 but miss optimal evaluation across 50 employees.
References:
Workday Pro Compensation - Eligibility Rule Performance Best Practices:Sequence broader criteria first (org membership) for efficiency.
Workday Community - Rule Design Guidance.