Situational Judgement | AFOQT Practice Test

The Official AFOQT Situational Judgement subtest is 50 questions and must be completed in 35 minutes. Questions are designed to test your reasoning within situations that officers often face in their day to day operations and communications with other U.S. Air Force members.

HOWEVER… The Situational Judgement subtest that you find on our site is shorter and less comprehensive. We are providing a sample of questions of the type that might be found on the Official AFOQT. Here, you will be presented with 10 questions and no time limit. The directions that follow are those found on the Official AFOQT exam.

Situational Judgement

DIRECTIONS: This part of the test measures your judgment in responding to interpersonal situations similar to those you may encounter as an officer. Your responses will be scored relative to the consensus judgment across experienced U.S. Air Force officers.

For each situation, you must respond to two questions. First, select which one of the five actions listed you judge the MOST EFFECTIVE action in response to the situation. Then, select which one of the five actions listed you judge the LEAST EFFECTIVE action in response to the situation. [NOTE: Although some actions may have been judged equally effective or equally ineffective by experienced officers, select only one action (A-E) for each question.]

You are approached by a senior officer, who requests a private meeting with you. He asks you for an off the record honest opinion on your immediate supervisor, who is a subordinate to the senior officer. You have an overall favorable opinion, but you do have a couple of concerns about her performance. Specifically, you feel that she does a poor job of delegating administrative tasks.

Select the most effective action in response to the situation:

Give the senior officer a glowing report of the supervisor, without mentioning your complaints.

Write a letter to your senior officer, explaining your opinions about your supervisor.

Decline to meet.

Meet with the senior officer and focus on the ways your supervisor could improve staff meetings.

Give your candid opinion of your supervisor, including your criticisms, but emphasizing your overall positive position.

Select the least effective action to the situation:

Meet with the senior officer and be very negative about the immediate supervisor.

Give your candidate opinion of your supervisor, including your criticisms, but emphasizing your overall positive position.

Decline to meet.

Write a letter to your senior officer, explaining your opinions about your supervisor.

Give the senior officer a glowing report of the supervisor, without mentioning your complaints.

You are a team leader responsible for assigning an important leadership task for the squadron. The team member you believe is the most qualified for the role has expressed doubt in their abilities and is lacking in confidence to perform the leadership role. Meanwhile, another team member who you don't think is as qualified has asked about the role and has specifically expressed their desire in taking on the leadership role.

Select the most effective action to the situation:

Make the team member who is less qualified but more confident the leader and remove the other candidate completely from the squadron.

Meet with the candidate who you think is the most qualified and encourage them to take a risk and display confidence that they can lead in this role.

Decide to not assign a leader and make them co-leaders of the squadron.

Remove the lower qualified but confident candidate from the squadron so their attitude doesn't become a future issue.

Do not give the role to either the most qualified or the most confident candidate. Put an entirely different team member into the role.

Select the least effective action to the situation:

Make the team member who is less qualified but more confident the leader and remove the other candidate completely from the squadron.

Decide to not assign a leader and make them co-leaders of the squadron.

Meet with the candidate who you think is the most qualified and encourage them to take a risk and display confidence that they can lead in this role.

Assign the team member who isn't as qualified for the position and don't provide him any direction.

Remove the lower qualified but confident candidate from the squadron so their attitude doesn't become a future issue.

Your direct report has have two very important deadlines to meet by the end of their working day. However it is becoming clear to both you and them that in their final two hours of working that they are in danger of missing both deadlines.

Select the most effective action to the situation:

Guide the team member and help them work out what’s left to do and then prioritize the critical tasks for the time remaining in the day.

Have them do both tasks at just a 50% completion rate.

Have them focus on still doing a quality job even if you must miss the deadline.

Tell them to give up and start an entirely new task.

Berate the team member for not being organized enough to be have time to complete tasks.

Select the least effective action to the situation:

Guide the team member and help them work out what’s left to do and then prioritize the critical tasks for the time remaining in the day.

Berate the team member for not being organized enough to be have time to complete tasks.

Tell them to give up and start an entirely new task.

Have them focus on still doing a quality job even if you must miss the deadline.

Have them do both tasks at just a 50% completion rate.

You are putting together a report to squad leaders, with an assigned team member. The team member doesn't think the report is important to your superiors and states you the two of you should not spend much time on it putting it together.

Select the most effective action to the situation:

Ask the superiors to skip doing the report since the information isn't critical.

Agree with your team member and put the report together in a hasty fashion since it won't get read.

State that regardless of how the report is used, you should put forth the best effort in preparation to ensure a quality work output.

Create a work list to produce the report and give the team member all of the easy tasks to do within the report.

Decide that your team member is probably right and put in a minimum work effort to produce the report.

Select the least effective action to the situation:

Ask the superiors to skip doing the report since the information isn't critical.

Decide that your team member is probably right and put in a minimum work effort to produce the report.

Create a work list to produce the report and give the team member all of the easy tasks to do within the report.

Agree with your team member and put the report together in a hasty fashion since it won't get read.

State that regardless of how the report is used, you should put forth the best effort in preparation to ensure a quality work output.

You received a compliant from a team leader that is on a parallel level of command as yours within your platoon. They are complaining that members of your squad are not treating member of their team in a positive manner.

Select the most effective action to the situation:

Following up with that specific team leader to better understand the nature of the complaints and better identify who on your team may be causing the issues.

Follow up with that squad member and tell them you are working on improving your team's behavior.

Tell them that you'll make a note of it just to make that team leader feel better.

Disregard the complaint and keep worrying about your missions.

Tell that team leader to worry about her own team.

Select the least effective action to the situation:

Tell them that you'll make a note of it just to make that team leader feel better.

Following up with that specific team leader to better understand the nature of the complaints and better identify who on your team may be causing the issues.

Tell that team leader to worry about her own team.

Follow up with that squad member and tell them you are working on improving your team's behavior.

Disregard the complaint and keep worrying about your missions.

Your score is

The average score is 48%

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