Currently, governments and other organizations are operating in an environment where resources are limited for developing high-fidelity (realistic) training simulations and assessments. Yet training is still required and live training is even more expensive. Governments and businesses are being pressured to realize greater returns on their training investments, including more rigorously assessing job-related knowledge, skills, and abilities (KSAs). The pace and volume of change in job content further complicates this environment. A low-cost, reliable, and agile method of assessing the important KSAs required for job performance is needed, particularly as assessment methods also support the evaluation of training effectiveness.

This paper introduces and discusses the measurement qualities, benefits, and applications of a low-fidelity simulation, the situational judgment test (SJT). SJTs present—in a paper- or computer-based format—a range of scenarios that the individual is likely to experience on the job along with a set of possible options, and asks how the individual would respond (e.g., "How effective is each response?" or "Which response is the best/worst?"). Subject matter experts (SMEs) write the scenarios and response options, and determine the effectiveness level or quality (best/worst) for the options provided. Research findings report that SJTs have been used to measure training effectiveness, leadership skills, judgment, and interpersonal skills. SJTs are quickly developed and quickly adapted. The Veterans Benefits Administration uses SJT as a component of tests for three high-level job positions. Specifically, SJT items are used to measure core, job-related knowledge and skills via online assessments in a large-scale, Congressionally-mandated skills certification program. The item development process includes collaboration with SMEs. The SJT makes a significant contribution to measuring certification-level performance.