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E. Aylott, Gabrielle M. Finn and Paul A. Tiffin |  |\n| --- | --- |\n| Background\u003Cbr>Situational judgement test (SJT) scores have been observed to predict actual workplace performance. They are commonly used to assess non-academic attributes as part of selection into many healthcare roles. However, no validated SJT yet exists for recruiting into mental health services.\u003Cbr>Aims\u003Cbr>To develop and validate an SJT that can evaluate procedural knowledge of professionalism in applicants to clinical roles in mental health services.\u003Cbr>Method\u003Cbr>SJT item content was generated through interviews and focus groups with 56 professionals, patients and carers related to a large National Health Service mental health trust in England. These subject matter experts informed the content of the final items for the SJT. The SJT was completed by 73 registered nursesand 36 allied health professionals (AHPs) . The primary outcome measure was supervisor ratings of professionalism and effectiveness on a relative percentile rating scale and was present for 69 of the participating nurses and AHPs. Personality assessment scores were reported as a secondary outcome. | Results\u003Cbr>SJT scores statistically significantly predicted ratings of professionalism (β = 0 .31, P = 0 .01) and effectiveness (β = 0 .32, P = 0 .01) . The scores demonstrated statistically\u003Cbr>significant incremental predictive validity over the personality assessment scores for predicting supervisor ratings of professionalism (β = 0 .26, P = 0 .03) .\u003Cbr>Conclusions\u003Cbr>These findings demonstrate that a carefully designed SJT can validly assess important personal attributes in clinicians working in mental health services. Such assessments are likely to represent evidence based, cost-effective tools that can support values-based recruitment to mental health service roles.\u003Cbr>Keywords\u003Cbr>Mental health services; personnel selection; professionalism; situational judgement testing; procedural knowledge.\u003Cbr>Copyright and usage\u003Cbr>© The Author(s), 2023 . Published by Cambridge University Press on behalf of the Royal College of Psychiatrists. This is an Open Access article, distributed under the terms of the Creative Commons Attribution licence ([http://creativecommons.org/](http://creativecommons.org/)[ ](http://creativecommons.org/)[licenses/by/4.0/](licenses/by/4.0/)), which permits unrestricted re-use, distribution and reproduction, provided the original article is properly cited. |\n\n| Table 1 Means, standard deviations and intercorrelations of study variables – supervisor ratings only (adapted from ref. 20) |  |  |  |  |  |  |  |  |\n| --- | --- | --- | --- | --- | --- | --- | --- | --- |\n| Variable | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 |\n| Standardised SJT score (N = 109)\u003Cbr>1. Dichotomous modal consensus score Self-ratings on the BFI-2-S (N = 109) |  |  |  |  |  |  |  |  |\n| 2. S Extraversion | −0.01 |  |  |  |  |  |  |  |\n| 3. S Agreeableness | 0.19 | 0.12 |  |  |  |  |  |  |\n| 4. S Conscientiousness | −0.04 | 0.13 | 0.24* |  |  |  |  |  |\n| 5. S Negative Emotionality | −0.02 | −0.26** | −0.25** | −0.27** |  |  |  |  |\n| 6. S Open-mindedness | 0.09 | 0.24* | −0.01 | 0.00 | 0.08 |  |  |  |\n| Job performance (N = 69)\u003Cbr>7. Effectiveness | 0.30* | 0.13 | 0.36** | 0.30* | −0.20 | 0.10 |  |  |\n| 8. Professionalism | 0.26* | −0.13 | 0.26* | 0.15 | −0.02 | −0.03 | 0.80*** |  |\n| Mean | 0 | 3.52 | 4.19 | 3.92 | 2.52 | 3.72 | 80.57 | 82.92 |\n| s.d. | 1 | 0.72 | 0.54 | 0.66 | 0.87 | 0.69 | 14.50 | 12.64 |\n| BFI-2-S, Big Five Inventory–2 short form; S, self-report.\u003Cbr>Bold indicates significant results (*P \u003C 0 .05; **P \u003C 0 .01; ***P \u003C 0 .001) . Calculated using Spearman’s rho. |  |  |  |  |  |  |  |  |\n\n\n| Outcome | Coefficient (β) | P | Lower 95% CI | Upper 95% CI | R2 for the model |\n| ---","cbCaisKZMjKZbOyA","https://ap.wps.com/l/cbCaisKZMjKZbOyA","pdf",463667,"English","# Background\n# Aims\n# Method\n# Results\n# Conclusions\n# Keywords","[{\"question\":\"What was the purpose of developing the situational judgement test (SJT)?\",\"answer\":\"To evaluate applicants’ procedural knowledge of professionalism for clinical roles in mental health services.\"},{\"question\":\"How were the SJT items created?\",\"answer\":\"Through interviews and focus groups with professionals, patients, and carers linked to a National Health Service mental health trust in England.\"},{\"question\":\"What outcome measures were used to validate the SJT?\",\"answer\":\"Primary outcomes were supervisor ratings of professionalism and effectiveness; personality assessment scores were reported as a secondary outcome.\"}]","Assessing professionalism in mental health clinicians - development and validation of a situational judgement test | PDF"]