Supervised Test of Judgement 377 (TOJ 377)
Use
The Supervised Test of Judgement 377 (TOJ 377) assesses your judgement for officer-level positions in the federal public service.
Information for hiring managers
Hiring managers may use this test on its own or as the final step in a 2-step assessment following an unsupervised version of the test (for example, the Unsupervised Test of Judgement 376). It is used to assist managers in making selection decisions.
Consult Understanding the Test of Judgement for more information on the 2-step assessment process and testing options.
Format
This online test is supervised and administered in person at a federal government building. You’ll take it using the Candidate Assessment Tool, an inclusive and accessible testing platform. A paper version is available only under exceptional circumstances.
This test is bilingual. You may take it in the official language of your choice and switch languages at any time.
You’ll have 60 minutes to complete the test, which consists of 40 multiple-choice questions assessing the judgement required for solving problems in work-related situations.
No specialized training, knowledge or experience is required.
Get ready for your test!
Try the Supervised Test of Judgement 377 sample test to get familiar with the format and testing environment.
Results
Your result will be provided to you as a level, ranging from J-01 to J-10. Your level reflects how well you did on the test compared to a large sample of previous test takers. The higher your level, the better your performance relative to others.
How to obtain your test results
You can access your test results through the My Tests section in the Candidate Assessment Tool, 48 hours after you complete your test.
If you need an official copy of a previous test result, fill out and submit the Confirmation of previous Public Service Commission of Canada test results form.
What your level means
Your level corresponds to a specific percentile band, which tells you how well you performed compared to other candidates:
| Level | Percentile band |
Proportion of test takers who obtained a lower level | Proportion of test takers who obtained the same level or higher |
|---|---|---|---|
| J-01 | Percentile 9 or lower | 0% | 100% |
| J-02 | Percentile 10 to 14 | 10% | 90% |
| J-03 | Percentile 15 to 19 | 15% | 85% |
| J-04 | Percentile 20 to 24 | 20% | 80% |
| J-05 | Percentile 25 to 29 | 25% | 75% |
| J-06 | Percentile 30 to 34 | 30% | 70% |
| J-07 | Percentile 35 to 39 | 35% | 65% |
| J-08 | Percentile 40 to 44 | 40% | 60% |
| J-09 | Percentile 45 to 49 | 45% | 55% |
| J-10 | Percentile 50 or higher | 50% | 50% |
How to interpret your score
If you get a J-05 result, it means your score falls within the 25th to 29th percentile band. In other words, you performed better than at least 25% of candidates, and up to 75% of candidates scored the same or higher.
If your result is J-10, you scored within the top 50%, meaning you outperformed at least half of candidates.
Pass mark
Each hiring department and agency sets its own pass marks for the test, depending on the position and selection process.
The minimum pass mark that can be used is J-02 and the maximum pass mark is J-07.
For example, if a hiring process sets a pass mark at J-07, only candidates scoring at percentile 35 or higher (top 65% of candidates) will be considered to have passed the test.
Validity and portability of test results
Your result is valid for an indefinite period of time unless a hiring process specifically requires a new test result.
Your result is portable: you can reuse it when applying to jobs across the federal public service.
Note: The valid score is always the most recent score where the test conditions have been met.
More information about this test
Retest waiting period
There is a 180-day waiting period before you can retake the test, regardless of the format (in-person on the Candidate Assessment Tool or paper). If you retake the test during the waiting period, your result will not be valid, and a new retest period will be set from the most recent test date.
Score equivalencies and conversions
As of July 22, 2025, all candidates requiring a Supervised Test of Judgement result as part of their appointment process must take the Supervised Test of Judgement 377.
Your result on this test cannot replace a result on the Unsupervised Test of Judgement 376.
Scheduling, rescheduling or cancelling a test
Once you receive an email invitation, you can book your in-person supervised test session on the Candidate Assessment Tool.
To cancel or reschedule your test, log in to your account and modify your reservation.
Practise with a sample test and questions
You can get used to the test environment (for example, selecting the official language of your choice) and test format (for example, adjusting font size) by practising with the Supervised Test of Judgement 377 sample test on the Candidate Assessment Tool.
You can also review the sample question below to help you prepare.
Sample question
Situation
You just completed a course at your supervisor’s request. During the course, you learned that some of your office’s procedures are not in line with broader public service policies on protecting confidential information. All employees working in your unit had completed the same course previously, including your supervisor and her superior. Yet, no one has identified this oversight. You would be the first to draw attention to your unit’s faulty practices.
Response option 1
Copy the relevant pages from the course materials and put them on your supervisor’s desk.
How effective is this response?
- (1) Very ineffective
- (2) Ineffective
- (3) Somewhat ineffective
- (4) Somewhat effective
- (5) Effective
- (6) Very effective
Response option 2
Speak with your supervisor immediately to address the issue quickly and implement correct procedures.
How effective is this response?
- (1) Very ineffective
- (2) Ineffective
- (3) Somewhat ineffective
- (4) Somewhat effective
- (5) Effective
- (6) Very effective
Assessment accommodation
If you encounter barriers in assessment that could affect your performance on the test, you can request assessment accommodations directly in the Candidate Assessment Tool as soon as you receive your invitation to book an in-person supervised test session.
You can also contact the Assessment Accommodation Unit directly with your questions: ae-aa@cfp-psc.gc.ca.
Test day
- Bring one piece of signature identification with photo, and your Personal Record Identifier (PRI) if you’re a federal public servant
- Arrive 15 minutes before the scheduled test time
- Don’t be late: you won’t be allowed into the room after the test session has started
- Budget your time during the test:
- you have 60 minutes to complete the test (add 20 to 30 minutes for administrative procedures)
- answer all test questions: some answers will earn you partial marks
- don’t spend too much time on a question you find difficult
- guess when you’re unsure: choose the best response by first eliminating the choices that seem the least likely; there is no penalty for guessing
- If you feel unwell before or during the test, tell the test administrator; otherwise, if you complete the test, you must accept the test result and the retest restrictions
Recourse
If you believe that the test was administered under unfavourable conditions, inform the hiring department or agency. The situation will be assessed and, if a retest is necessary, it will be granted.
Rescore or feedback
Tests taken on the Candidate Assessment Tool cannot be rescored, as a scoring key is automatically applied for each test. No detailed feedback can be provided.
Protecting test integrity
As a test taker, you play a crucial role in protecting the integrity of the testing process. Before taking the test, you must read, understand and accept the terms of use.
For more information about how the Public Service Commission of Canada ensures its testing is reliable, valid and fair, visit the Test integrity web page.
Have questions? Contact the Personnel Psychology Centre’s Consultation Services.
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