Free Supervisory Situational Judgment Test Practice Guide 2024

On this page, you will find free Supervisory Situational Judgment test questions along with general test-related information. Let’s begin.

What Is Supervisory Situational Judgement Test?

The Supervisory Situational Judgement Test is taken as a part of the Supervisory Assessment Test. It's a multiple-choice SJT Test that looks for competencies such as interpersonal skills, innovation, decision-making abilities, organizational thinking, and leadership.

These competencies are important for your future role as a supervisor since your job will be to ensure projects are completed efficiently and successfully.

You will most likely have to focus on the micro-elements and handle the work progress and issues that arise within the unit.

Pass the SJT Supervisory Employment Assessment

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Each SJT Supervisory Test is thoroughly researched and frequently updated to ensure that you get the most accurate and comprehensive test practice available.

Take a look at the following SJT Supervisory Skills Sample Questions and see how well you do.

Free SJT Supervisory Skills Test Practice Questions

Supervisory Exam Sample 1

1. Hillary is a relatively new employee in your team. Yesterday you have given her a task that should be ready by the end of today. At lunch, she approaches you and says that it took her a long time to familiarize herself with the task and now she is worried that she won’t finish on time. Up until now, Hillary has proved to be a competent employee and has never failed to meet deadlines.

How would you respond?

A. Work alongside Hillary to finish the task on time. She would appreciate the help and learn that she could ask for it.

B. Ask her to finish the task and stay longer if needed. It's important that she learns to finish her own tasks.

C. Work alongside Hillary to finish the task on time, so that she knows that her supervisor is familiar with her regular work as well.

D. Ask her to finish the task and stay longer if needed. It's your job to monitor your employees' performance not to complete it for them.



Best response: A
Core competency: building and maintaining relationships
Secondary competencies: responsibility for subordinates, integrity and reliability, flexibility and adaptability

Explanation: This is a question about the chain of command and your relationship with your employees. We are told about a competent, reliable employee who doesn’t manage to finish her task on time due to difficulties in learning her task.

Notice that there are in fact only two options of actions in the answer choices, and every couple of answer choices which suggest the same action, differ in their rationalization. Therefore, when choosing your response, you should take both elements into consideration: action and rationalization.

Response A emphasizes your relationship with your employees: you want your employee to know she can ask for help and can rely on you (responsibility, reliability).

Working alongside her is a good opportunity to see what went wrong, where were her difficulties and tutor her. Notice that this answer choice does not suggest that you do her work instead of her, but rather working together in a way that allows you to see what she is doing, each step of the way and vice versa, she has a chance to watch closely and how you perform the task. This is the best response.

Response B emphasizes discipline; it reflects worry that Hillary would make it a habit not to finish her own tasks. Since we are told that she is usually independent and competent, you can feel comfortable that she won’t rely too much on your help next time, but rather would learn to inform you when something is not working and to ask for help. Moreover, this response is harmful since it could create the impression of punishment – in fact, Hillary was responsible enough to point out the problem in advance, therefore punishment is harsh and inappropriate.

Response C suggests an appropriate action, but its rationalization is flawed. Helping your employee is valuable for the sake of work progress, employee development, and relationship with your employees. In this response, you help your employee for the sake of your ego and the impression you make on your employees. At the beginning of working with you, your employees probably believe you are familiar with their work. When you do notice that your employees feel otherwise, this implies a lack of trust and such a situation requires more thorough treatment.

Response D has a valid rationalization and in some positions, it’s possible that you won’t be able to work alongside your employees. However, since we are told about an exceptional situation and about an employee who is relatively new and still learning her job, leaving her with the problem seems inflexible.

Supervisory Exam Sample 2

2. A week ago, your manager asked that you would transfer one of your team members to the production unit for the day, as they have an approaching deadline for a product. You agreed and planned to schedule an extra worker for the day for this assignment. However, the morning of that day you realize you forgot to assign someone for this task, and you only have the regular number of staff members.

What should you do first?

A. Assign a team member to work with the production department for the day.

B. Assign a team member to work with the production department for half of the day.

C. Help the production department yourself for the day.

D. Tell your manager that you don't have enough staff members today and you can't help.

E. Call a team member who is not at the office today and tell them to come ASAP.


Best response: A
Core competencies: integrity and reliability, responsibility
Secondary competencies: flexibility and adaptability, organizational thinking, respect for employees

Explanation: In this situation, you have failed to prepare for a commitment you took upon yourself. This is a question about your approach when facing errors which you have made. Notice that you are asked about your first reaction – this implies that other actions may follow, as well as adjustments to the situation if it changes.

Choosing response A, you first fulfill your commitment. Remember that you are asked about your first response – adjustments and additional actions to compensate for the missing person in your unit can follow. This response states that you take your commitments seriously; you don’t back out and leave the production unit without a solution. This response shows responsibility and reliability.

Response B fulfills only half of your commitment. This response may be appropriate in some contexts, but we are not given a reason to assume this is the case. Therefore, in the given context, this solution doesn’t seem enough in comparison with response A.

Helping the production unit by yourself (response C) sounds like a responsible response - you have made a mistake, and you make sure to correct it personally. But in fact, by leaving your own unit you neglect your responsibilities as its supervisor. This response is too extreme as a first response, choosing it seems like a rash move without considering it through.

Response D drops all responsibility for this error. This response may be the right one to choose in some situations, but not as a first response (you should try other options first) and not on a test. Again, you want to consider the most general situation and consider what the response you choose tells your potential employer about you. This response lacks consideration of organizational goals (organizational thinking) and adaptability to changing situations.

Calling a team member from home (response E) is an extreme action, moreover as a first response to the events. You may consider asking an employee to come from home, but in this answer choice you are not asking, you are telling them. This response shows that you don’t respond well to stress and the way you deal with the problem is to drop it on someone else (respect for employees, responsibility).

Supervisory Exam Sample 3

3. You notice that Ron, one of your employees, is working slower this week. He seems unfocused and is less productive than usual. When you speak to him about it, he says that he is having a hard week due to personal problems.

What are the best and worst responses in this situation?

A. Talk with Ron; discuss ways that can make work hours easier and help him focus.

B. Show empathy for Ron’s feelings, and remind him that he still has to make sure that he completes his responsibilities.

C. Refer Ron to the HR department. You are responsible for work productivity; they are the people who are qualified to handle the situation and help him get back to working as usual.

D. Let this week slide. Everyone has bad days, be patient and it will probably pass.


Best response: A, worst response: C
Core competency: responsibility for subordinates
Secondary competencies: building and maintaining relationships, respect for employees, flexibility and adaptability, creative problem solving

Explanation: This is a question about handling employees’ personal needs. Like everyone else, your employees have personal lives and they could sometimes affect their work. Employees’ personal matters should be handled with sensitivity – you want to be caring and helping as much as possible, without giving an inquisitive feeling.

Discussing ways to help the employee (response A) shows understanding of your employee’s situation and willingness to help. You use creative problem solving and adapt to your employee’s needs. This also shows understanding that work affects employees’ personal lives just as much as their personal lives affect their work (responsibility for subordinates). This is the best response.

Response B shows less adaptability, yet it’s still appropriate. In some positions and situations you don’t have the option to be as flexible as in response A. However, since you are taking a test you are asked to consider a general situation. Response A represents important competencies which response B doesn’t.

Response C seems cold. It creates the impression that your function is only to supervise your employees’ productivity, and neglects your responsibility for them. Notice that the action itself – referring the employee to the HR department – is not bad in itself, but the rationale behind it, as presented in the answer choice, doesn’t show empathy and respect for your employee and lacks any consideration of your relationship with him. We chose this response as the worst.

Response D is another response that could be appropriate in some situations, but generally it’s not ideal. Most importantly, in the test context what this response actually says is “do nothing”. This response doesn’t show any competency. As response C creates damage (it hurts your relationship with your employee), while response D seems to not have any particular effect at this point, we chose response C as the worst.

Supervisory SJT Test Format

The Supervisor SJT format may differ from one company to another but in general, you will have to handle between 25 and 50 short scenarios, each one followed by three to five different courses of action that supervisors might take in an attempt to solve the scenario issues.

As to timeframes, there usually is no time limit on Supervision SJTs. Your job on this test will involve using your best judgment as to the effectiveness and efficiency of the courses of action provided.

You will be asked to accomplish one or more of the following tasks:

  • Check the most or least appropriate course of action.
  • Check the course of action that you personally would be most or least likely to effectuate.
  • Rank or rate the list of actions according to your perception of the least to most appropriate.

Prepare for The Supervisory Assessment Test

JobTestPrep provides an exclusive test preparation pack for supervisory SJTs. Our practice materials include a thorough guide that can help you gain insight into the ins and outs of the Supervisory SJTs, including our experts' technique for answering supervisory SJTs, as well as practice tests with full explanations. Start practicing for the Supervisory SJT today!

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