This acts as a transparent communication tool between the employer and the applicant. Many entry-level applicants do not fully realize the intense day-to-day demands of utility and public works jobs.
In this part, you’ll see pairs of behaviors—one high-performing and one low-performing. You must choose the one that best describes you. These questions are "controlled for social desirability," meaning they are designed to prevent you from simply picking the "obvious" good answer.
Scheig identifies an employer's best employees to analyze the specific behaviors that make them superior.
: When answering scenario questions, choose the safest, most professional, and most efficient course of action. scheig utility worker 1.0 test
Scheig Solutions operates on the principle that job success is rarely determined by technical skills alone. Their research suggests that:
, require a minimum qualifying score (e.g., 50 or higher) for entry into apprenticeship programs. Utility Worker / Maintenance Worker / General Laborer
Candidates are presented with complex, on-the-job scenarios. They must select the response that best aligns with how they would handle the situation. This acts as a transparent communication tool between
The test is also used by a wide range of employers in industries such as manufacturing, sanitation, public works, and facilities management. Any organization that hires individuals to perform manual labor, operate equipment, or maintain buildings and grounds may incorporate the Scheig Utility Worker assessment into its hiring process.
Wait for the supervisor to return and report the coworker immediately.
This section serves as a communication tool. It outlines the specific behaviors and working conditions required for the role (e.g., working in confined spaces or extreme weather) and asks applicants to rate their willingness to perform them. Unwilling responses flag potential issues before a hire is made. You must choose the one that best describes you
Because the test uses a Job Success Profile™ , trying to "game" the system often leads to inconsistent results. Focus on how a high-performing professional would realistically handle the work.
Then eliminate the obviously bad answers, and choose the most proactive, responsible, and safety-conscious option remaining.
These behaviors are mapped to create the JSP, the benchmark for all future candidates. This focuses on the 70% "human factor" behaviors alongside the 30% technical skills .
The test is designed to be efficient, taking an applicant between to complete. It is not a test of prior knowledge, so you won't be memorizing obscure formulas or historical facts. Instead, you will navigate through a series of practical, scenario-based sections. According to Scheig’s documentation, the assessment typically follows a three-part structure:
While the exact questions are proprietary, the themes and scenarios are well-documented. The test typically cycles through the following domains: