What Is the Job Simulation Exercise in publicjobs Competitions?
An explainer on the publicjobs job simulation exercise: what it involves and what assessors are looking for.
If you have been invited to sit Stage 1 of an Executive Officer or similar Civil Service competition, you have probably noticed the phrase “job simulation exercise” in the competition booklet and wondered what it involves. It is not a psychometric test in the traditional sense, and it is not quite a role-play either. This post explains what it actually is and why it trips so many candidates up.
What is a job simulation exercise?
A job simulation exercise is a computer-based assessment designed to show how you would handle real work scenarios. Instead of abstract logic puzzles, you are placed in a fictional Civil Service context and asked to respond to situations that might actually arise on the job.
In publicjobs.ie competitions, this typically takes one of two forms:
The e-tray exercise simulates an email inbox. You read background documents about a fictional department, then work through a series of emails, deciding how to respond, which to prioritise, and - in one section - writing a substantive response using the material you have read. The whole thing is timed and can run to around two and a half hours, though the exact duration varies by competition.
The situational judgement test (SJT) presents a workplace situation and asks you to evaluate responses. Rating, ranking and selecting one action are different tasks. PSP uses independent six-point ratings for its SJT banks; your invitation determines the actual interface and response method.
Free practice · no card
Try original Irish-format practice before your test.
Six-point SJT ratings, numerical and verbal practice, with PSP scoring explained. Check your competition booklet for the official format and timing.
What does the job simulation test in an Irish Civil Service competition actually measure?
This is where a lot of candidates go wrong. They assume the simulation is mainly testing common sense or work experience. It is testing something more specific: how well your instincts align with the Civil Service Capability Framework.
Introduced in February 2024, the Capability Framework replaced the old Competency Wheel (or Competency Model) across all major Civil Service campaigns. It has four main dimensions:
- Building Future Readiness - adaptability, innovation, continuous improvement
- Leading and Empowering - motivating others, developing people, taking responsibility
- Evidence Informed Delivery - using information to make good decisions, delivering results
- Communicating and Collaborating - clear communication, stakeholder engagement, partnership
The framework assesses seven elements of the whole person: behaviours, skills, strengths, knowledge, values, motivation, and interests. When you are picking the “most appropriate” response in a simulation scenario, you are being assessed against these dimensions, not just against general workplace logic.
This matters because many of the generic SJT banks from UK providers are built around private-sector or UK Civil Service competencies that do not map neatly onto this framework. The scenarios involve pound sums, UK-specific procedures, and different organisational values. Practising on them is not useless, but it is not the same as practising on material shaped around Irish public service values and the Capability Framework.
The first time I sat an SJT-style test: I answered on instinct, based on what felt like common sense. Instinct is not always wrong, but without understanding the framework, you can pick “adequate” responses when the assessors are looking for behaviours that sit in the “excellent” band. Knowing what the framework values changes how you read each scenario.
For a grade-by-grade breakdown of what the four dimensions actually require, the 2024 Capability Framework explained is worth reading before you sit Stage 1.
For a full breakdown of the format and scoring, the publicjobs job simulation test guide covers the test structure in more depth.
Does the job simulation count towards my overall score?
This is probably the most common source of confusion, and the honest answer is: it depends on the competition, and you should read your specific competition booklet carefully.
In many Executive Officer competitions, the Stage 1 online tests include verbal reasoning, numerical reasoning, and a situational judgement or job simulation component. Candidates on discussion forums have reported that in some competitions, the numerical reasoning test and a written essay component (a 500-word response to a management question, completed under time pressure) function as pass/fail gates rather than contributing to the final Order of Merit score. The simulation or SJT, by contrast, appears to carry real weight in the ranking.
PAS does not publish pass marks in advance, and the structure can vary between competitions. Do not assume the numerical test “does not matter” without checking your specific competition booklet. What the forum data does consistently show is that the job simulation is the stage where the most candidates fail to progress in large-volume competitions like the EO.
Candidates typically receive their individual scores and the qualifying threshold after results are issued, but the Order of Merit itself is not published. You will not know where you sit on the panel until you are called forward, which can take months depending on departmental demand.
How is the e-tray different from the SJT?
They test overlapping capabilities but in different ways.
An SJT and a written exercise can make different demands. The SJT asks you to evaluate actions; a written exercise may ask you to produce a response or recommendation. Neither the label nor another competition’s format establishes your question count, timing or submission rules.
The e-tray is longer and more cognitively demanding. It requires you to read detailed background material, hold it in mind, and then apply it across a series of tasks - some of which involve written responses. It tests prioritisation, communication, and the ability to work under pressure with imperfect information.
Both are computer-based and completed at home in most competitions. The Stage 3 assessment, which is held in person at the publicjobs offices in Dublin, is a separate practical exercise and interview and should not be confused with the online simulation.
Learn from a worked explanation
Try a short original practice set.
Compare your answer with the explanation, then decide what to practise next. PSP scores support learning and do not predict an official result.
Can I use the sample tests on publicjobs.ie to prepare?
Yes, and you should - PAS provides self-assessment tests for Clerical Officer, Executive Officer, and Administrative Officer on publicjobs.ie. They are worth doing.
A public self-assessment describes its own format. It may differ from the assessment in your current competition. Use the familiarisation material sent with your invitation rather than assuming a ranking interface is required.
Compare preparation providers using their actual samples and current product descriptions. PSP offers original Irish public-service scenarios with six-point ratings and worked explanations. These materials are independent, not official or psychometrically equivalent to a publicjobs assessment.
Frequently Asked Questions
What is the job simulation exercise in a publicjobs competition?
It is a computer-based assessment that puts you in a fictional Civil Service context and asks you to respond to realistic work scenarios. It typically takes the form of an e-tray (inbox exercise) or a situational judgement test (SJT), and sometimes both. It is designed to assess how your behaviour and decision-making align with the Civil Service Capability Framework.
Is the job simulation the same as a competency-based interview?
No. The job simulation is a Stage 1 written or online test. The competency-based interview (now called a Capability Framework interview under the 2024 model) is a separate, later stage held in person. The interview format has also shifted: PAS describes it as a two-way dialogue exploring the whole person, not just a recitation of past examples.
What format is the SJT - do you rank answers or pick one?
It depends on the competition. Read the invitation and familiarisation material for the required response method. PSP’s free SJT uses five actions rated independently on a six-point scale. Repeated ratings are allowed. This practice setting does not establish your official format.
How long does the e-tray exercise take?
The e-tray can take up to around two and a half hours, including time to read background materials and complete all three sections. Time management matters. Candidates who spend too long on the reading section often feel rushed in the response sections. Practising against the clock before your real test is not optional.
Where to practise before your test
Start with your official familiarisation material, then choose practice that fits the subjects and response methods it specifies. PSP offers independent six-point ratings and reasoning exercises with worked feedback.
Try the free practice tests without an account or card. The SJT taster uses five independently rated actions on a six-point scale. Your invitation determines the official format and timing.
The simulation is the stage that separates candidates who understand what the assessors are looking for from those who answer on instinct alone. Deliberate practice, framed around the right framework, goes a long way.