“We are what we repeatedly do. Excellence, then, is not an act, but a habit.”
— Will Durant, on Aristotle
Answer honestly and work at a normal pace. There is no advantage in guessing what the office "wants to hear" — several sections measure how you actually work, not how you describe yourself.
Rate how well each statement describes you in a work setting. Use your actual habits over the last year — not your intentions.
Each scenario describes a situation that occurs in this office. For each one, mark the response you consider most effective and the one you consider least effective. They must be different options.
The case file card on the left is correct. The draft hearing notice on the right was prepared by a departing employee and is about to be mailed. Compare them carefully.
A response is due 30 calendar days after the date of service. If the last day falls on a weekend or court holiday, the deadline rolls forward to the next court day. Date of service: Friday, August 14, 2026. What date do you enter on the calendar?
Weight the Precision exercise and Situational Judgment most heavily. They measure demonstrated behavior. The self-report scales are useful but coachable — a candidate who scores high on self-reported conscientiousness while missing errors in the document audit is telling you something important, and it isn't good.
The calendaring profile to watch for: strong Precision + strong Conscientiousness self-report + the "most effective" answer on the calendaring-conflict scenario (verify against the source before entering anything). That combination predicts fewer missed deadlines better than any single number here.
The client-care profile: Empathy self-report is most credible when the candidate also chose acknowledge-first responses in the upset-client and distressed-client scenarios, and correctly identified reassuring a client about case outcomes as the least effective answer.