Posted by John Kleeman
Is exercising judgment a critical factor in the competence of the employees and contractors who service your organization? If the answer to this is yes, as it most likely is, you may be interested in Questionmark’s white paper, just published this week on “Assessing for Situational Judgment”.
It’s not just CEOs who need to exercise judgment and make decisions, almost every job requires an element of judgment. Situational Judgment Assessments (SJAs) present a dilemma to the participant and ask them to choose options in response.
Here is an example:
You work as part of a technical support team that produces work internally for an organization. You have noticed that often work is not performed correctly or a step has been omitted from a procedure. You are aware that some individuals are more at fault than others as they do not make the effort to produce high quality results and they work in a disorganized way.
What do you see as the most effective and the least effective responses to this situation?
A. Explain to your team why these procedures are important and what the consequences are of not performing these correctly.
B. Try to arrange for your team to observe another team in the organisation who produce high quality work.
C. Check your own work and that of everyone else in the team to make sure any errors are found.
D. Suggest that the team tries many different ways to approach their work to see if they can find a method where fewer mistakes are made.
In this example, option C deals with errors but is time consuming and doesn’t address the behavior of team members. Option B is also reasonable but doesn’t deal with the issue immediately and may not address the team’s disorganized approach. Option D is asking a disorganized team to engage in a set of experiments that could increase rather than reduce errors in the work produced. This is likely to be the least effective of the options presented. Option A does require some confidence in dealing with potential pushback from the other team members, but is most likely to have a positive effect.
You can see some more SJA examples at http://www.questionmark.com/go/example-sja.
SJA items assess judgment and variations can be used in pre-hire, post-hire training, for compliance and for certification. SJAs offer assessment programs the opportunity to move beyond assessments of what people know (knowledge of what) to assessments of how that knowledge will be applied in the workplace (knowledge of how).
Questionmark’s white paper is written as a collaboration by Eugene Burke, well known advisor on talent, assessment and analytics and myself. The white paper is aimed at:
- Psychometricians, testing professionals, work psychologists and consultants who currently create SJAs for workplace use (pre-hire or post-hire) and want to consider using Questionmark technology for such use
- Trainers, recruiters and compliance managers in corporations and government looking to use SJAs to evaluate personnel
- High-tech or similar certification organizations looking to add SJAs to increase the performance realism and validity of their exam
The 40 page white paper includes sections on:
- Why consider assessing for situational judgment
- What is an SJA?
- Pre-hire and helping employers and job applicants make better decisions
- Post-hire and using SJAs in workforce training and development
- SJAs in certification programs
- SJAs in support of compliance programs
- Constructing SJAs
- Pitfalls to avoid
- Leveraging technology to maximize the value of SJAs
Situational Judgment Assessments are an effective means of measuring judgment and the white paper provides a rationale and blueprint to make it happen. The white paper is available free (with registration) from https://www.questionmark.com/sja-whitepaper.