Situational integrity evidence across role levels.
Workplace Judgement explores what candidates are likely to do when conduct, pressure, rules and consequences collide.
Instead of asking people whether they are honest, fair or responsible, Edge Workplace Judgement presents realistic role-level situations with several plausible responses. The scoring focuses on practical conduct judgement and integrity under pressure.
Situational integrity methodology
The assessment is designed around decisions people could actually face at work, with each version tuned to the level of responsibility in the role.
Role-level context
- Junior forms focus on day-to-day conduct reliability, rules, safety and peer pressure.
- Management forms focus on fair authority, escalation, people management and team culture.
- Executive forms focus on governance, stakeholder fairness, reputation and long-term consequences.
Layered decisions
- Each simulation contains multiple decision points as pressure increases.
- Options are plausible, so the evidence comes from proportional judgement rather than obvious right-or-wrong wording.
Competency scoring
- Each version measures 10 competencies grouped into four practical domains.
- Reports can be generated for line managers and candidate-safe development feedback.
How it differs from integrity self-report
The important distinction is not only what the assessment is called. It is what kind of evidence it collects and how that evidence can be explained.
It asks for action, not image
- Candidates choose what they would do in a realistic workplace moment.
- This reduces reliance on whether someone knows how to describe themselves positively.
It respects role complexity
- Frontline, management and executive integrity challenges are not treated as the same assessment problem.
- The system changes scenario context, competency language and consequence level by role.
What it measures
Each variant has its own competency model and domain structure.
EWJ-J
EWJ-M
EWJ-E
Competency coverage examples
Integrity made observable
Workplace Judgement is strongest when organisations need evidence of practical conduct judgement, not another polished self-description of values.
Edge Persona
A 50-competency profile that combines broad behavioural coverage with forced-choice trade-off evidence and role-adapted benchmark interpretation.
Edge Business Reasoning
An integrated adaptive scenario flow that measures how candidates read business signals, weigh trade-offs and adjust to complexity.
Edge Emotional Reasoning
A workplace simulation of interpersonal judgement, built around what people do with visible and hidden information.
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