Civil Service Judgement Test Example Questions and Answers

Help with the Civil Service Judgement Test, including how the test works, what the answer ratings mean, and how to approach CSJT example questions and answers.

What is the Civil Service Judgement Test?

The Civil Service Judgement Test is an online situational judgement test used in some Civil Service recruitment campaigns.

It measures your judgement and decision-making against specific Civil Service Behaviours chosen for the job you have applied for. The behaviours used in the test depend on the vacancy, so your starting point should always be the job advert and the test invitation.

The test gives you workplace situations and asks you to rate possible actions. You are showing how you would judge a realistic work issue, how you would respond, and whether your choices match the behaviour level needed for the role.

This page explains how the Civil Service Judgement Test works and includes Civil Service Judgement Test example questions and answers for members.

Why does the Civil Service use psychometric tests?

The Civil Service uses psychometric tests alongside other recruitment methods, such as application forms, technical evidence and interviews.

These tests help candidates show strengths in a structured way. They also give recruiters a consistent assessment against criteria linked to the job.

The Civil Service says the tests are designed to be fair when used properly. They are intended to measure relevant ability rather than favouring people with extra qualifications or specific work backgrounds.

For candidates, this means the test should be treated as a real part of the recruitment process. A strong application can still depend on passing the online test stage.

What does the Civil Service Judgement Test measure?

The Civil Service Judgement Test measures judgement and decision-making.

It focuses on Civil Service Behaviours selected for the role. These behaviours are part of the Success Profiles recruitment framework.

In practice, the test looks at how you respond to workplace situations. Strong responses usually show sensible judgement, fair treatment of others, awareness of responsibility, and a practical approach to solving the issue.

No specialist knowledge or experience is required. The scenarios are written around the level of the job you have applied for.

Civil Service Judgement Test structure

The Civil Service Judgement Test has two parts.

Part 1: workplace behaviour and preferences

The first part asks about your typical behaviour and preferences at work.

You may be asked to rate how ambitious, motivated and flexible you are in the workplace.

This section is self-assessment and makes up 15% of your overall Civil Service Judgement Test score. You should answer honestly, because you may be asked about your answers at interview – although in my experience this is very unlikely.

Part 2: workplace scenarios

The second part gives you workplace scenarios and possible actions.

You read the scenario and then rate how effective each action would be.

You should rate each action on its own. More than one action can have the same rating. The test is asking for your judgement on each option, rather than asking you to rank the actions from best to worst.

Civil Service Judgement Test answer ratings

In the scenario section, you rate each possible action using one of four options.

Counterproductive

This is an unacceptable action that would make the situation worse.

A counterproductive action might damage trust, ignore the issue, break a rule, treat someone unfairly, or create extra risk.

Ineffective

This is a poor action that would fail to help the situation properly.

An ineffective action may avoid the problem, delay action without reason, or miss the main issue.

Fairly Effective

This is a useful action that would help to some extent.

A fairly effective action may move things forward but leave part of the problem unresolved.

Effective

This is a good action that would help resolve the situation.

An effective action usually addresses the issue, fits your role, treats people fairly, and supports the standard of work expected.

How many questions are in the Civil Service Judgement Test?

The Civil Service Judgement Test has three scenarios for each behaviour being assessed.

Each scenario asks you to rate four actions.

The number of scenarios you see depends on the behaviours chosen for the vacancy. The test is built around the role you have applied for, so the exact content can vary between jobs.

The important point is that you should rate each action independently. One scenario may have more than one Effective answer, more than one Fairly Effective answer, or more than one weak answer.

Video and text scenarios

Some Civil Service Judgement Test scenarios are shown as short videos. Other scenarios are shown in text format.

Depending on the job, you may see video scenarios, text scenarios, or a mix of both.

Video scenarios include subtitles and British Sign Language translations of the speech. Written transcripts are also available within the test, and each video can be replayed as needed.

Is the Civil Service Judgement Test timed?

The Civil Service Judgement Test is not timed.

Most people take between two and four minutes to answer one scenario. You should still allow enough time to complete the test calmly.

The Civil Service recommends allowing at least an hour to complete it.

How to take the Civil Service Judgement Test

The test is taken online. You will receive an invitation with instructions.

You should use a laptop or desktop where possible, as a larger screen makes the test easier to read. The test may work on smartphones or tablets, but a larger screen is usually better.

Try to keep the browser open while taking the test. If you lose the test page, you can relaunch it from your application centre. There is a limit on how many times you can relaunch the test after starting.

Some workplace systems block access to online tests. If that happens, try another device or network.

If you need workplace adjustments or experience accessibility problems, contact the recruitment team or the named contact in the job advert.

Can you get help with the Civil Service Judgement Test?

Your test answers must be your own.

You must not ask someone else to help you answer the test. Hiring managers may ask candidates invited to interview to retake the test under supervised conditions.

You can prepare by reading the guidance, taking the official practice test, and practising with Civil Service Judgement Test example questions and answers. The answers you submit in the real test must reflect your own judgement.

How to prepare for the Civil Service Judgement Test

Start by reading the job advert again. Check which behaviours are being assessed and what the role involves.

Then read the test invitation and official guidance carefully. The test includes practice questions at the beginning, but it is still worth using the official practice test before you start.

Take the test as early as possible. This gives you time to resolve technical or access issues before the deadline.

Before starting, choose a quiet place, check your internet connection, and make sure you can focus. You should answer every question.

Try to take the test when you feel calm. Some nerves are normal, but rushing will make it harder to read the scenarios properly.

Common mistakes in Civil Service Judgement Test questions

One common mistake is treating the actions as a ranking exercise. You should rate each action on its own.

Another mistake is assuming that only one action can be Effective. More than one action can have the same rating.

Candidates can also lose marks by choosing the most dramatic action. Escalating an issue can be appropriate, but direct action within your role is often stronger where it is fair, practical and proportionate.

Another risk is choosing an answer that sounds kind but ignores rules or policy. Civil Service judgement often means balancing support for people with fairness, accuracy and process.

You should also avoid answering only from personal preference. The test is asking what would be effective in the workplace scenario, not what would feel easiest.

Civil Service Judgement Test results

Your score is compared with a representative group of applicants who have also taken the test.

The result is shown as a percentile. For example, a percentile of 44 means you scored better than 44% of that group.

If you pass the minimum required standard for the job level, you will receive a message telling you.

After the deadline, the recruiter may review all applicant scores and decide the pass mark for the job. They may raise the pass mark depending on the number of applicants, the number of invitations available, and the impact on protected groups.

Passing the minimum test standard does not guarantee an invitation to the next stage.

Problems during the test

If you lose access to the test, sign in to your application centre and relaunch it.

If the issue continues, contact the recruitment team using the details in your application centre. Questions about the job itself should be directed to the contact listed on the job advert.

Try to raise any help requests at least two working days before the test deadline.

Members can unlock Civil Service Judgement Test example questions and answers, including CSJT-style practice scenarios, action ratings, answer explanations, and guidance on how to tell the difference between Counterproductive, Ineffective, Fairly Effective and Effective responses.