sound judgement problem solving skills and initiative

26 Expert-Backed Problem Solving Examples – Interview Answers

Published: February 13, 2023

Interview Questions and Answers

Actionable advice from real experts:

Biron Clark

Former Recruiter

Contributor

Dr. Kyle Elliott

Career Coach

Hayley Jukes

Editor-in-Chief

Biron Clark , Former Recruiter

Kyle Elliott , Career Coach

Hayley Jukes , Editor

As a recruiter , I know employers like to hire people who can solve problems and work well under pressure.

 A job rarely goes 100% according to plan, so hiring managers are more likely to hire you if you seem like you can handle unexpected challenges while staying calm and logical.

But how do they measure this?

Hiring managers will ask you interview questions about your problem-solving skills, and they might also look for examples of problem-solving on your resume and cover letter. 

In this article, I’m going to share a list of problem-solving examples and sample interview answers to questions like, “Give an example of a time you used logic to solve a problem?” and “Describe a time when you had to solve a problem without managerial input. How did you handle it, and what was the result?”

• Problem-solving involves identifying, prioritizing, analyzing, and solving problems using a variety of skills like critical thinking, creativity, decision making, and communication.
• Describe the Situation, Task, Action, and Result ( STAR method ) when discussing your problem-solving experiences.
• Tailor your interview answer with the specific skills and qualifications outlined in the job description.
• Provide numerical data or metrics to demonstrate the tangible impact of your problem-solving efforts.

What are Problem Solving Skills? 

Problem-solving is the ability to identify a problem, prioritize based on gravity and urgency, analyze the root cause, gather relevant information, develop and evaluate viable solutions, decide on the most effective and logical solution, and plan and execute implementation. 

Problem-solving encompasses other skills that can be showcased in an interview response and your resume. Problem-solving skills examples include:

• Critical thinking
• Analytical skills
• Decision making
• Research skills
• Technical skills
• Communication skills
• Adaptability and flexibility

Why is Problem Solving Important in the Workplace?

Problem-solving is essential in the workplace because it directly impacts productivity and efficiency. Whenever you encounter a problem, tackling it head-on prevents minor issues from escalating into bigger ones that could disrupt the entire workflow. 

Beyond maintaining smooth operations, your ability to solve problems fosters innovation. It encourages you to think creatively, finding better ways to achieve goals, which keeps the business competitive and pushes the boundaries of what you can achieve. 

Effective problem-solving also contributes to a healthier work environment; it reduces stress by providing clear strategies for overcoming obstacles and builds confidence within teams. 

Examples of Problem-Solving in the Workplace

• Correcting a mistake at work, whether it was made by you or someone else
• Overcoming a delay at work through problem solving and communication
• Resolving an issue with a difficult or upset customer
• Overcoming issues related to a limited budget, and still delivering good work through the use of creative problem solving
• Overcoming a scheduling/staffing shortage in the department to still deliver excellent work
• Troubleshooting and resolving technical issues
• Handling and resolving a conflict with a coworker
• Solving any problems related to money, customer billing, accounting and bookkeeping, etc.
• Taking initiative when another team member overlooked or missed something important
• Taking initiative to meet with your superior to discuss a problem before it became potentially worse
• Solving a safety issue at work or reporting the issue to those who could solve it
• Using problem solving abilities to reduce/eliminate a company expense
• Finding a way to make the company more profitable through new service or product offerings, new pricing ideas, promotion and sale ideas, etc.
• Changing how a process, team, or task is organized to make it more efficient
• Using creative thinking to come up with a solution that the company hasn’t used before
• Performing research to collect data and information to find a new solution to a problem
• Boosting a company or team’s performance by improving some aspect of communication among employees
• Finding a new piece of data that can guide a company’s decisions or strategy better in a certain area

Problem-Solving Examples for Recent Grads/Entry-Level Job Seekers

• Coordinating work between team members in a class project
• Reassigning a missing team member’s work to other group members in a class project
• Adjusting your workflow on a project to accommodate a tight deadline
• Speaking to your professor to get help when you were struggling or unsure about a project
• Asking classmates, peers, or professors for help in an area of struggle
• Talking to your academic advisor to brainstorm solutions to a problem you were facing
• Researching solutions to an academic problem online, via Google or other methods
• Using problem solving and creative thinking to obtain an internship or other work opportunity during school after struggling at first

How To Answer “Tell Us About a Problem You Solved”

When you answer interview questions about problem-solving scenarios, or if you decide to demonstrate your problem-solving skills in a cover letter (which is a good idea any time the job description mentions problem-solving as a necessary skill), I recommend using the STAR method.

STAR stands for:

It’s a simple way of walking the listener or reader through the story in a way that will make sense to them. 

Start by briefly describing the general situation and the task at hand. After this, describe the course of action you chose and why. Ideally, show that you evaluated all the information you could given the time you had, and made a decision based on logic and fact. Finally, describe the positive result you achieved.

Note: Our sample answers below are structured following the STAR formula. Be sure to check them out!

EXPERT ADVICE

Dr. Kyle Elliott , MPA, CHES Tech & Interview Career Coach caffeinatedkyle.com

How can I communicate complex problem-solving experiences clearly and succinctly?

Before answering any interview question, it’s important to understand why the interviewer is asking the question in the first place.

When it comes to questions about your complex problem-solving experiences, for example, the interviewer likely wants to know about your leadership acumen, collaboration abilities, and communication skills, not the problem itself.

Therefore, your answer should be focused on highlighting how you excelled in each of these areas, not diving into the weeds of the problem itself, which is a common mistake less-experienced interviewees often make.

Tailoring Your Answer Based on the Skills Mentioned in the Job Description

As a recruiter, one of the top tips I can give you when responding to the prompt “Tell us about a problem you solved,” is to tailor your answer to the specific skills and qualifications outlined in the job description. 

Once you’ve pinpointed the skills and key competencies the employer is seeking, craft your response to highlight experiences where you successfully utilized or developed those particular abilities. 

For instance, if the job requires strong leadership skills, focus on a problem-solving scenario where you took charge and effectively guided a team toward resolution. 

By aligning your answer with the desired skills outlined in the job description, you demonstrate your suitability for the role and show the employer that you understand their needs.

Amanda Augustine expands on this by saying:

“Showcase the specific skills you used to solve the problem. Did it require critical thinking, analytical abilities, or strong collaboration? Highlight the relevant skills the employer is seeking.”  

Interview Answers to “Tell Me About a Time You Solved a Problem”

Now, let’s look at some sample interview answers to, “Give me an example of a time you used logic to solve a problem,” or “Tell me about a time you solved a problem,” since you’re likely to hear different versions of this interview question in all sorts of industries.

The example interview responses are structured using the STAR method and are categorized into the top 5 key problem-solving skills recruiters look for in a candidate.

1. Analytical Thinking

Situation: In my previous role as a data analyst , our team encountered a significant drop in website traffic.

Task: I was tasked with identifying the root cause of the decrease.

Action: I conducted a thorough analysis of website metrics, including traffic sources, user demographics, and page performance. Through my analysis, I discovered a technical issue with our website’s loading speed, causing users to bounce. 

Result: By optimizing server response time, compressing images, and minimizing redirects, we saw a 20% increase in traffic within two weeks.

2. Critical Thinking

Situation: During a project deadline crunch, our team encountered a major technical issue that threatened to derail our progress.

Task: My task was to assess the situation and devise a solution quickly.

Action: I immediately convened a meeting with the team to brainstorm potential solutions. Instead of panicking, I encouraged everyone to think outside the box and consider unconventional approaches. We analyzed the problem from different angles and weighed the pros and cons of each solution.

Result: By devising a workaround solution, we were able to meet the project deadline, avoiding potential delays that could have cost the company $100,000 in penalties for missing contractual obligations.

3. Decision Making

Situation: As a project manager , I was faced with a dilemma when two key team members had conflicting opinions on the project direction.

Task: My task was to make a decisive choice that would align with the project goals and maintain team cohesion.

Action: I scheduled a meeting with both team members to understand their perspectives in detail. I listened actively, asked probing questions, and encouraged open dialogue. After carefully weighing the pros and cons of each approach, I made a decision that incorporated elements from both viewpoints.

Result: The decision I made not only resolved the immediate conflict but also led to a stronger sense of collaboration within the team. By valuing input from all team members and making a well-informed decision, we were able to achieve our project objectives efficiently.

4. Communication (Teamwork)

Situation: During a cross-functional project, miscommunication between departments was causing delays and misunderstandings.

Task: My task was to improve communication channels and foster better teamwork among team members.

Action: I initiated regular cross-departmental meetings to ensure that everyone was on the same page regarding project goals and timelines. I also implemented a centralized communication platform where team members could share updates, ask questions, and collaborate more effectively.

Result: Streamlining workflows and improving communication channels led to a 30% reduction in project completion time, saving the company $25,000 in operational costs.

5. Persistence 

Situation: During a challenging sales quarter, I encountered numerous rejections and setbacks while trying to close a major client deal.

Task: My task was to persistently pursue the client and overcome obstacles to secure the deal.

Action: I maintained regular communication with the client, addressing their concerns and demonstrating the value proposition of our product. Despite facing multiple rejections, I remained persistent and resilient, adjusting my approach based on feedback and market dynamics.

Result: After months of perseverance, I successfully closed the deal with the client. By closing the major client deal, I exceeded quarterly sales targets by 25%, resulting in a revenue increase of $250,000 for the company.

Tips to Improve Your Problem-Solving Skills

Throughout your career, being able to showcase and effectively communicate your problem-solving skills gives you more leverage in achieving better jobs and earning more money .

So to improve your problem-solving skills, I recommend always analyzing a problem and situation before acting.

 When discussing problem-solving with employers, you never want to sound like you rush or make impulsive decisions. They want to see fact-based or data-based decisions when you solve problems.

Don’t just say you’re good at solving problems. Show it with specifics. How much did you boost efficiency? Did you save the company money? Adding numbers can really make your achievements stand out.

To get better at solving problems, analyze the outcomes of past solutions you came up with. You can recognize what works and what doesn’t.

Think about how you can improve researching and analyzing a situation, how you can get better at communicating, and deciding on the right people in the organization to talk to and “pull in” to help you if needed, etc.

Finally, practice staying calm even in stressful situations. Take a few minutes to walk outside if needed. Step away from your phone and computer to clear your head. A work problem is rarely so urgent that you cannot take five minutes to think (with the possible exception of safety problems), and you’ll get better outcomes if you solve problems by acting logically instead of rushing to react in a panic.

You can use all of the ideas above to describe your problem-solving skills when asked interview questions about the topic. If you say that you do the things above, employers will be impressed when they assess your problem-solving ability.

More Interview Resources

• 3 Answers to “How Do You Handle Stress?”
• How to Answer “How Do You Handle Conflict?” (Interview Question)
• Sample Answers to “Tell Me About a Time You Failed”

About the Author

Biron Clark is a former executive recruiter who has worked individually with hundreds of job seekers, reviewed thousands of resumes and LinkedIn profiles, and recruited for top venture-backed startups and Fortune 500 companies. He has been advising job seekers since 2012 to think differently in their job search and land high-paying, competitive positions. Follow on Twitter and LinkedIn .

Read more articles by Biron Clark

About the Contributor

Kyle Elliott , career coach and mental health advocate, transforms his side hustle into a notable practice, aiding Silicon Valley professionals in maximizing potential. Follow Kyle on LinkedIn .

About the Editor

Hayley Jukes is the Editor-in-Chief at CareerSidekick with five years of experience creating engaging articles, books, and transcripts for diverse platforms and audiences.

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Sound Judgment and Decision Making: A Universal and Learnable Skill

Sound judgment and decision-making are skills reserved for leaders - false.  Sound judgment and decision-making are purely logical activities - false. 

The ability to pass sound judgments and make good decisions is a universal skill that will benefit you regardless of your role, department, or industry. Whether you are an emergency room doctor or a social media intern, your ability to collect information, determine its relevance, and decide on the course of action impacts many others, not just yourself. Therefore, honing your skills in this area is critical to your success.

What is sound judgment and decision-making?

Sound judgment and decision-making can be defined as one's ability to objectively assess situations or circumstances using all the relevant information and apply past experience in order to come to a conclusion or make a decision. 

What Impacts Sound Judgment and Decision-Making?

Whether we are aware of it or not, many factors can either compromise or elevate our ability to make a judgment or decision. These things include: 

• Emotion: Unfortunately, emotions often get a bad reputation in business, especially regarding decision-making. In reality, our emotions can tell us a great deal about a situation or decision. While it may not be right to make a decision solely on a feeling or emotion, it is valid for it to come into your consideration set. 
• Experience: The more time and exposure you have to different situations, people, and approaches, the more grounded you will become in your own ability to pass judgments or make decisions. Experience is a great teacher of judgment and decision-making, but it is surely not the only one. 
• Preference: I like to work on a Mac over a PC. This is my personal preference. While I have several reasons why some of our preferences cannot be easily explained or rationalized. They just are. They are a part of who we are and will inevitably impact our judgments and decisions, though it is up to us to what degree they do. 
• Environment: Your environment can include both your physical and mental location. Imagine an emergency situation, a true emergency, and all around you is chaos. Some people naturally have or have honed the ability to minimize the chaos around them, but others may need to step out or away from that situation to think straight and make a decision. Your environment plays a critical role in your ability to make good judgments.  

How to make sound judgments and decisions

While there are clearly external and internal factors at play in any situation, whether it be an emergency or every day, there are actions you can take at the moment to ensure the judgments and decisions you make are sound. 

Crowdsource Information

Communicate, practice mindfulness, challenge yourself with training and development opportunities, conclusion: judgment and decision-making are purely logical.

In a study published by the Centers for Disease Control and Prevention (CDC) on judgment and decision-making under stress , researchers noted that:

“There is an assumption that the best decisions are rational-based on logic and factual information. Researchers have tended to look at reason and emotion separately. A value has been placed on decisions made with reason: "it is careless but common to suggest that when we make bad decisions, they are based on emotion, but when we arrive at good decisions, they are based solely on reason" (Lazarus and Lazarus, 1994). Hammond posited that different situations demand different forms of cognitive activity, some calling for increased analytical cognition, and others calling for increased reliance on intuition.” 

This highlights that you will not always be able to pass a judgment or make a decision without emotion, experience, preference, or environment impacting your abilities, for worse or for better. Though what you can do is take actions such as communicating, practicing mindfulness, and developing your skills with training programs, to ensure that when you are faced with a decision to make, you can do so with the greatest possible confidence.

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How To Make Sound Judgments

Many of us struggle with managing our finances. We often find ourselves grappling with decisions about spending and saving.  Developing…

Many of us struggle with managing our finances. We often find ourselves grappling with decisions about spending and saving.  Developing the skill of sound judgment can help us manage our money better. 

By exercising sound judgment, we will be able to resist the temptations of Facebook and Instagram ads and stay on track to achieve our predetermined financial goals.  

Sound judgment is a skill that can be developed with patience, self-awareness and experience. There will be times when you end up making poor decisions, but with every failed decision, you get some insight into what not to do in the future. This is especially evident at work, where we have to make decisions about a range of activities from email writing to scheduling meetings with colleagues.

Say that you’re on good terms with your manager. Does that mean that you can talk to them as freely as you would to a friend? Probably not! You still have to maintain a certain level of politeness and formality in a professional setting. Sound judgment in the workplace is critical for your professional growth. Let’s explore the meaning of sound judgment and study how you can develop it to make the right decisions. 

What Is A Sound Judgment?

The meaning of sound judgment is to evaluate a situation or a problem objectively with a clear head, calculate risks, and make an informed decision. It’s an important workplace skill because it helps you remain calm under pressure and handle setbacks.

It will help you mediate workplace problems such as conflict or disagreement between two of your team members.  It will enable you to develop a keen sense of observation—you’ll begin to notice the things that are left unsaid, and will be able to take the appropriate steps to address them. 

In business, it’s important to rely on facts and evidence. Emotions can cloud your judgment and obscure the truth.  An effective decision-maker relies on solid proof before making any judgments.

Examples Of Sound Judgments

Let’s look at an example of sound judgment to illustrate the concept.

Say that two of your team members don’t see eye to eye. What you can do in this situation is to talk to each of them separately to identify the problem. If you consider only one perspective, the other person may feel ignored. 

How To Make A Sound Judgment

Sound judgment is a pre-requisite for effective decision-making because it helps you look at a situation from different angles. Here are some key pointers when it comes to exercising sound judgment:

1. Define Problems

Define the problem or the purpose for which you have to make a decision. This could be multiplying sales, hiring new employees, resolving conflict with a team member or addressing customer feedback.

2. Evaluate The Pros And Cons

Assess the pros and cons to evaluate which option is best in terms of time, cost and resources. Going with the first option just because it’s easier may not always result in a positive outcome.

3. Set Goals And Timelines

Start by setting goals and timelines to complete each task in the decision-making process. Deadlines will help everyone on the team stick to a schedule and you’ll be able to consistently measure your progress.

4. Think Objectively

Maintain your composure even if the situation gets out of hand because emotional stability is one of the hallmarks of good decision-making. It’ll help you think with a level head and avoid jumping to conclusions.

5. Monitor Your Decision

Making decisions in haste is never a good idea. Even if you’ve arrived at a conclusion that you feel is the best decision for your organization. Take your time, sleep on it, and come back to it with a fresh mind. Identify any errors or assumptions you may have overlooked and make the necessary modifications to complete the decision-making process.

Exercising sound judgment at work will come in handy when you’re dealing with high-pressure situations. It’s easy to get sidetracked when you have multiple things to do, but if you have a plan with specific checkpoints, you can focus on each milestone individually. Learn more about developing sound judgment with Harappa Education’s Making Decisions course. The online course will teach you a step-wise approach to decision-making. You’ll learn to navigate conflict and deal with uncertainties like a pro!

Explore topics such as Decision Making , the Steps of Decision Making , How to Make Decisions  & What is Risk Taking from our Harappa Diaries blog section and develop your skills.

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31 examples of problem solving performance review phrases

Jump to section

You're doing great

You should think of improving

Tips to improve

Use these practical examples of phrases, sample comments, and templates for your performance review , 360-degree feedback survey, or manager appraisal.

The following examples not only relate to problem-solving but also conflict management , effective solutions, selecting the best alternatives, decision making , problem identification, analyzing effectively, and generally becoming an effective problem-solving strategist. Start using effective performance review questions to help better guide your workforce's development. 

Problem solving appraisal comments: you're doing great

• You always maintain an effective dialogue with clients when they have technical problems. Being clear and articulate makes sure our customers' faults are attended to promptly.
• You constantly make sure to look beyond the obvious you never stop at the first answer. You’re really good at exploring alternatives. Well done!
• Keeping the supervisors and managers informed of status changes and requests is important. You’re really good at communicating the changes to the projects at all times. Keep it up!
• You stay cool and collected even when things aren’t going according to plan or up in the air. This is a great trait to possess. Well done!
• You’re excellent at giving an honest and logical analysis. Keep it up! Effectively diagnosing complex problems and reaching sustainable solutions is one of your strong points.
• Your ability to ability to make complex systems into simple ones is truly a unique skill to possess. Well done!
• You often identify practical solutions to every roadblock. You’re a real asset to the team! Great job.
• You always listen actively and attentively to make sure you understand what the exact problem is and you come up with solutions in an effective manner.
• You have an amazing ability to clearly explain options and solutions effectively and efficiently. Well done!
• When driving projects, you can shift to other areas comfortably and easily. making sure the project runs smoothly. Great job!

Problem solving performance review phrases: you should think of improving

• You always seem too overwhelmed when faced with multiple problems. Try to think of ways to make problems more manageable so that they can be solved in a timely and effective manner.
• Avoiding conflicts constantly with people is not a good idea as you will only build up personal frustration and nothing will be done to remedy the situation. Try to face people when there are problems and rectify problems when they occur.
• Don’t allow demanding customers to rattle your cage too much. If they become too demanding, take a step back, regulate your emotions , and try to make use of online support tools to help you rectify problems these tools can help a lot!
• It’s necessary that you learn from your past mistakes . You cannot keep making the same mistakes , as this is not beneficial to the company.
• You tend to ask the same questions over and over again. Try to listen more attentively or take notes when colleagues are answering!
• Providing multiple solutions in an indirect and creative approach will allow you to be more effective at problem-solving . if you struggle with this typically through viewing the problem in a new and unusual light.
• You fail to provide staff with the appropriate amount of structure and direction. They must know the direction you wish them to go in to achieve their goals .
• You need to be able to recognize repetitive trends to solve problems promptly.
• You tend to have problems troubleshooting even the most basic of questions. As a problem solver and customer support person, it’s imperative that you can answer these questions easily.
• Read through your training manual and make sure you fully understand it before attempting questions again.

Performance review tips to improve problem solving

• Try to complain less about problems and come up with solutions to the problems more often. Complaining is not beneficial to progression and innovation.
• As a problem solver, it’s important to be able to handle multiple priorities under short deadlines.
• You need to be able to effectively distinguish between the cause and the symptoms of problems to solve them in an efficient and timely manner.
• Try to anticipate problems in advance before they become major roadblocks down the road.
• Try to view obstacles as opportunities to learn and thrive at the challenge of solving the problem.
• Remember to prioritize problems according to their degree of urgency. It's important that you spend the majority of your time on urgent tasks over menial ones.
• When putting plans into place, stick to them and make sure they are completed.
• When solving problems, try to allocate appropriate levels of resources when undertaking new projects. It is important to become as efficient and as effective as possible.
• Try to learn to pace yourself when solving problems to avoid burnout . You’re a great asset to the team and we cannot afford to lose at this point.
• Meeting regularly with your staff to review results is vital to the problem-solving process.
• Staff that has regular check-ins understand what it is that is required of them, what they are currently achieving, and areas they may need to improve. Try to hold one-on-one meetings every week.

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Madeline Miles

Madeline is a writer, communicator, and storyteller who is passionate about using words to help drive positive change. She holds a bachelor's in English Creative Writing and Communication Studies and lives in Denver, Colorado. In her spare time, she's usually somewhere outside (preferably in the mountains) — and enjoys poetry and fiction.

How a performance review template improves the feedback process

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How to Demonstrate Your Strategic Thinking Skills

• Nina A. Bowman

Don’t be shy about bringing your ideas to the table.

Developing your strategic thinking skills isn’t enough to get you promoted. In order to advance in your career, you need to demonstrate them. Leaders want to know what you think, and they view your worthiness for promotion through the lens of how ready you are to make bigger decisions. Ask yourself: “Do people know where I stand?” If not, what do you need to do to bring your perspective to the table? It’s also important to demonstrate that you can put new ideas into action. Take the initiative on new projects that show how your understanding extends beyond your current function.

We all know that developing strategic thinking skills is important , but many don’t realize how critical it is to your career advancement to show these skills to your boss and other senior leaders. Showing strategic thinking skills tells your bosses that you’re able to think for yourself and make decisions that position the organization for the future. It assures them that you aren’t making decisions in a vacuum but are considering how other departments might be affected or how the outside world will respond.

• NB Nina A. Bowman is a Managing Partner at Paravis Partners, an executive coaching and leadership development firm. Previously, she held various advisory and leadership roles in strategy. She is an executive coach and speaker on issues of strategic leadership, leadership presence, and interpersonal effectiveness. She is also a contributing author to the HBR Guide to Coaching Employees and HBR Guide to Thinking Strategically .

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Problem Solving Skills: Performance Review Examples (Rating 1 – 5)

By Status.net Editorial Team on July 21, 2023 — 4 minutes to read

Problem solving is an important skill in any work environment: it includes the ability to identify, understand, and develop solutions to complex issues while maintaining a focus on the end goal. Evaluating this skill in employees during performance reviews can be highly beneficial for both the employee and the organization.

Questions that can help you determine an employee’s rating for problem solving skills:

• How well does the employee define the problem and identify its root cause?
• How creative is the employee in generating potential solutions?
• How effective is the employee in implementing the chosen solution?
• How well does the employee evaluate the effectiveness of the solution and adjust it if necessary?

Related: Best Performance Review Examples for 48 Key Skills

2000+ Performance Review Phrases: The Complete List (Performance Feedback Examples)

Performance Review Phrases and Paragraphs Examples For Problem Solving

5 – outstanding.

Phrases examples:

• Consistently demonstrates exceptional problem-solving abilities
• Proactively identifies issues and offers innovative solutions
• Quickly adapts to unforeseen challenges and finds effective resolutions
• Exceptional problem-solving ability, consistently providing innovative solutions
• Regularly goes above and beyond to find creative solutions to complicated issues
• Demonstrates a keen understanding of complex problems and quickly identifies effective solutions

Paragraph Example 1

“Jane consistently demonstrates outstanding problem-solving skills. She proactively identifies issues in our department and offers innovative solutions that have improved processes and productivity. Her ability to quickly adapt to unforeseen challenges and find effective resolutions is commendable and has proven invaluable to the team.”

Paragraph Example 2

“Sarah has demonstrated an outstanding ability in problem solving throughout the year. Her innovative solutions have significantly improved our department’s efficiency, and she consistently goes above and beyond expectations to find creative approaches to complicated issues.”

4 – Exceeds Expectations

• Demonstrates a strong aptitude for solving complex problems
• Often takes initiative in identifying and resolving issues
• Effectively considers multiple perspectives and approaches before making decisions
• Displayed a consistently strong ability to tackle challenging problems efficiently
• Often takes the initiative to solve problems before they escalate
• Demonstrates a high level of critical thinking when resolving issues

“John exceeds expectations in problem-solving. He has a strong aptitude for solving complex problems and often takes initiative in identifying and resolving issues. His ability to consider multiple perspectives and approaches before making decisions has led to valuable improvements within the team.”

“Sam consistently exceeded expectations in problem solving this year. His efficient handling of challenging issues has made a positive impact on our team, and he often takes the initiative to resolve problems before they escalate. Sam’s critical thinking ability has been a valuable asset to our organization, and we appreciate his efforts.”

3 – Meets Expectations

• Displays adequate problem-solving skills when faced with challenges
• Generally able to identify issues and propose viable solutions
• Seeks assistance when necessary to resolve difficult situations
• Demonstrates a solid understanding of problem-solving techniques
• Capable of resolving everyday issues independently
• Shows perseverance when facing difficult challenges

“Mary meets expectations in her problem-solving abilities. She displays adequate skills when faced with challenges and is generally able to identify issues and propose viable solutions. Mary also seeks assistance when necessary to resolve difficult situations, demonstrating her willingness to collaborate and learn.”

“Sarah meets expectations in her problem-solving abilities. She demonstrates a solid understanding of problem-solving techniques and can resolve everyday issues independently. We value her perseverance when facing difficult challenges and encourage her to continue developing these skills.”

2 – Needs Improvement

• Struggles to find effective solutions to problems
• Tends to overlook critical details when evaluating situations
• Reluctant to seek help or collaborate with others to resolve issues
• Struggles to find effective solutions when faced with complex issues
• Often relies on assistance from others to resolve problems
• May lack confidence in decision-making when solving problems

“Tom’s problem-solving skills need improvement. He struggles to find effective solutions to problems and tends to overlook critical details when evaluating situations. Tom should work on being more willing to seek help and collaborate with others to resolve issues, which will ultimately strengthen his problem-solving abilities.”

“Mark’s problem-solving skills need improvement. He often struggles to find effective solutions for complex issues and seeks assistance from others to resolve problems. We encourage Mark to build his confidence in decision-making and focus on developing his problem-solving abilities.”

1 – Unacceptable

• Fails to identify and resolve problems in a timely manner
• Lacks critical thinking skills necessary for effective problem-solving
• Often creates additional issues when attempting to resolve problems
• Demonstrates a consistent inability to resolve even basic issues
• Often avoids responsibility for problem-solving tasks
• Fails to analyze problems effectively, leading to poor decision-making

“Sally’s problem-solving skills are unacceptable. She consistently fails to identify and resolve problems in a timely manner, and her lack of critical thinking skills hinders her ability to effectively solve challenges. Additionally, her attempts to resolve problems often create additional issues, resulting in a negative impact on the team’s overall performance.”

“Susan’s problem-solving performance has been unacceptable this year. She consistently demonstrates an inability to resolve basic issues and avoids taking responsibility for problem-solving tasks. Her ineffectiveness in analyzing problems has led to poor decision-making. It is crucial that Susan improve her problem-solving skills to succeed in her role.”

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Judgment Skills: 40 Useful Performance Feedback Phrases

Judgment Skills: Use these sample phrases to craft meaningful performance evaluations, drive change and motivate your workforce.

Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion.

Judgment Skills: Exceeds Expectations Phrases

• Looks at all sides of an issue or problem and weighs the options before making a decision
• Bases decisions on facts, filtering emotions, opinions, assumptions, expectations, and biases
• Objectively assesses the facts, in sensitive situations, in order to arrive at a balanced and fair judgment
• Assesses the risks, including ethical risks, in new situations where there are little or no precedent, in order to make an informed decision
• Considers the best interests of all parties, in situations where the facts or evidence is not clear-cut or widely agreed, when making a decision
• Evaluates the pros and cons, or costs and benefits, associated with an option and generates an array of possible responses or solutions
• Assesses the impact of the decision and modifies the course of action as needed
• Conducts a comparative analysis of proposals from two advertising agencies in order to select the best firm to lead a campaign
• Facilitates a brainstorming session in order to generate possible names for a new product in the company
• Regularly surveys customers in order to evaluate the general impact of a change in pricing policy

Judgment Skills: Meets Expectations Phrases

• Compares the leadership potential and personal commitment of different project team members when choosing a project manager
• Creates time to research possible logistical or legal problems associated with a new company policy before implementing it
• Analyzes data from different focus groups in order to help select proper packaging for a new product in the company
• Defines and clarifies the issue or situation at hand to determine whether it warrants action or whether it is important, urgent or both
• Consults other employees, if necessary or useful, for bigger and complex decisions or where there are several options
• Selects the best option and avoids vagueness or weak compromises in trying to please everyone
• Explains one's own decision to those affected or involved and follows up to ensure effective and proper implementation
• Tries to be as objective and measured as one can be, and seeks input from other employees where appropriate or necessary
• Avoids snap judgment and decisions; takes the time to jot down potential solutions to situations before making a call
• Always rewards oneself after making a nice judgment call or decision and jots down how good it made one feel

Judgment Skills: Needs Improvement Phrases

• Allows external opinions or difficulty in changing a situation to be an excuse for one not to follow own heart when making a decision
• Is not used to trusting oneself and has to run every suggestion or decision past every employee first before implementing it
• Does not take the time to understand the problem thus gives ineffective solutions or fails the entire decision-making process
• Does not know how to break information into smaller, more manageable parts or look for links and relationships thus fails to understand the overall situation
• Does not monitor or review the results of a solution after implementing it thus sometimes encounters unforeseen new problems
• Does not create time to exercise, read or meditate thus sometimes lacks the strength to remain functional during a decision-making process
• Is afraid of the consequences of making the wrong decisions and does nothing to work through that fear
• Does not take the time to familiarize oneself with alternative solutions to a problem even when stuck between choices that feel inadequate in terms of achieving one's goals
• Waits around for the most perfect or ideal choice instead of figuring out the best criteria for making an adequate decision
• Does not look at the consequences of one's decision or how one's life or career will look like if they chose a particular path

Judgment Skills: Self Evaluation Questions

• Can you think of a context or situation where you needed to demonstrate judgment? How was the situation resolved?
• Describe a time when you have had to think on your feet in order to extricate yourself from a difficult situation. What was the outcome
• Can you give two examples of situations where you have used logic and good judgment in solving a problem? How did you go about it?
• Describe a time when you had to be relatively quick in solving a problem. How did you do it? What was the outcome?
• Is there a time you have made a difficult decision? How did you handle the feedback? Is there a way you could have handled the situation differently?
• Do you usually analyze information better alone or with a group? Why? When do you seek assistance from other employees?
• In your experience, when solving a problem as a team, do you come up with the most ideas or do you prefer to step back and follow other people's guidelines?
• Is there a time when you have made a terrible mistake due to poor judgment? What was the mistake? How was it fixed?
• In your opinion, what factors should one consider when comparing the pros and cons of two potential vendors for processing payroll?
• Can you describe step by step, how you would brainstorm possible themes for a fundraising campaign in your company?

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MockQuestions

Behavioral Mock Interview

To help you prepare for your next job interview, here are 31 Behavioral interview questions and answer examples.

Our Behavioral Questions were written by Rachelle Enns and updated on October 25th, 2021. Learn more about this page.

Question 12 of 31

Tell me about a time when you used good judgment and logic to solve a problem.

How to answer, what to avoid, answer example, admin example, marketing example, sales example, retail example, teacher example, manager example.

Community Answers

The interviewer wants to know about a situation where you used good judgment to solve a work problem. The goal of your response is to assure the interviewer that you approach issues with care and logic. The interviewer should envision you using good judgment in the workplace.

Give a work-related story example that showcases your logic and reasoning abilities. Share a brief overview of the problem you faced, discuss the pros and cons of each decision you could have made, and tell the interviewer why the solution you chose was the best. Be sure to include details of the positive impact you generated for your employer by using strong judgment.

Behavioral-based interview questions that begin with 'Tell me about a time...' are best answered using the STAR method. STAR is an acronym for Situation, Task, Action, Result. Organizing your response using this framework will ensure that you provide the interviewer with the right amount of information and detail to form a compelling answer.

Avoid giving a vague response like, 'I use good judgment and strong logic all the time! Rest assured, if you hire me, I will make decisions that are good for the company.' Although the interviewer will be happy to hear that you plan to make wise decisions, this type of response fails to give a measurable example of your logic in action.

"(Situation) Just yesterday I had a customer who was upset because our sales associate would not refund a garment that the customer had already worn. She was outside of the 14 days return policy as well. (Task) I am the assistant manager, so I stepped in to alleviate the situation. (Action) By showing the customer that I could meet her in the middle, she was able to calm down and reason with me. (Result) I did not refund her the price of the garment; however, I offered her a $25 in-store credit. I know this will cost my company money, but, in the end, I had a happy customer."

"(Situation) In my current role, I face a multitude of scheduling problems every day. (Task) As an administrative assistant, I must use logic every day. (Action) For instance, I use logic to figure out how to arrange my executive's work and travel schedule through the path of least resistance. If a scheduling hiccup occurs, I will first call the most flexible appointments to reschedule and work my way down the list from there. (Result) By following this logic, I can solve many problems very quickly."

"(Situation) When I take on a new client, I always ask them what their most significant pain point is. (Task) Understanding the customers' issues and their logic is a considerable part of my creative process. (Action) Using the logic and the thought process of my customer, I can dive into an impactful marketing strategy. (Result) I have utilized this approach for many years. It's always resulted in a clear project vision from the start and a happy client in the end!"

"(Situation) With Company X, I had a customer who was unhappy with his purchase. (Task) Since the item in question cost over $20,000, I needed to involve my support team. (Action) Although my support team advised that I escalate the issue to our Director of Operations for resolution, I knew that I could lose this account over a one-time issue. I was not about to let that happen. (Action) By stepping in and mediating a resolution call, I was able to assure the client that we would work together to not only solve the issue but address the arbitration process in the future. (Result) I was able to turn a disgruntled customer who threatened to never purchase from us again into a top account for the company."

"(Situation) As a Manager in retail, decision-making often means weighing the potential of being blasted or praised on social media. (Task) One example that comes to mind was when I handled the termination of an employee. It was clear that this person was not going to work out, despite my best efforts at coaching and mentoring. (Action) Throughout three shifts, I worked with her, coached her, and gently allowed her to realize on her own that this position was a poor fit. By the end of the third shift of coaching out, she let me know that she was putting in her notice. (Result) By taking a different approach, we avoided the disgruntled exit of an employee. She now comes into the store as a friendly customer, so it did turn out well for all parties."

"(Situation) My fourth-grade class was recently working on a project for our family unit, and one of the students was quiet and unengaged. (Task) This student was usually a bubbly, active participant, which signaled to me that something was wrong. (Action) I found a moment when I could quietly speak with him. He didn't know what to put as his mom's picture since she passed away when he was a baby. I was brokenhearted for him, but we had a moment to talk about how we can be sad but still remember our loved ones and how they're always a part of our family. (Result) By being in tune with my class, I was able to tackle an issue that resulted in a happy, smiling student."

"(Situation) With Company X, we had a serious space issue in our warehouse. (Task) As the Warehouse Manager, it was up to me to find a creative and affordable solution. (Action) I rearranged our shipping lanes to allow for smaller customers to be contained in one area. Next, I arranged for large customers to have a dedicated shipping area. (Result) This change made locating shipments and loading trucks much easier. My team of operators was thrilled with the change."

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How to Answer: Tell me about a time when you used good judgment and logic to solve a problem.

12. tell me about a time when you used good judgment and logic to solve a problem..

Written by Rachelle Enns on December 14th, 2021

Anonymous Interview Answers with Professional Feedback

Selection Criteria

Demonstrating sound judgement.

An experience on a coach trip to Sydney illustrates elements of sound judgement.

The coach stops at the international airport terminal before its final stop at Central Station. After leaving the motorway the driver made the customary announcement that we were approaching the airport. After stopping the driver unloaded the luggage. After luggage had been collected by passengers there were two large suitcases standing on the footpath. The driver stepped into the coach, looked to the rear, stepped back to the path, reloaded the suitcases and resumed the drive. About ten minutes later a passenger approached the driver, asking when we’d stop at the airport. The driver told the man that we’d already stopped at the airport and that he had announced it before stopping.

The question is, should the driver have said something when he stepped into the coach at the terminal?

There are several unknowns about this situation. What were the passengers doing prior to arriving, and while stationary, at the terminal? The couple had a fractious young child. Perhaps they were distracted. What did the driver see when he stepped into the coach? Why did he choose not to say anything at the time, given people nominate their stop prior to boarding?

Answers to these unknowns might provide insight into the driver’s decision. On the face of it, given the potential consequences of missing the stop, it’s difficult to understand why the driver didn’t say something. It looks like poor judgement.

What this example does highlight is that supporting a criterion about sound or good judgement requires a situation where a decision is needed that has consequences. Regardless of where you are at in your career, you will have made important life and work decisions that can be used to demonstrate sound judgement.

These include:

• What and where to study
• Whether to move location
• Whether to change roles, industry, sector
• Whether to take a break from work
• Whether to go for a promotion
• Whether to change study course.

When considering an example to demonstrate your ability to make sound judgements, it needs to show the process of making the decision. This process can be split into three stages.

3 Stages in a decision process

The three main stages in the process of making a decision are:

Preparation

Most of the effort goes into stages 1 and 3, yet people may mistakenly focus on 2.

Before a decision can be made there is some research and analysis to do. These steps include:

• Gathering information.
• Applying own subject matter and professional knowledge.
• Considering relevant legislation, regulation, policies and procedures.
• Considering lessons from past experience.
• Checking facts.
• Considering relevant goals and objectives.
• Seeing input from advisors, experts, colleagues.
• Identifying and naming the issue/s.
• Weighing up pros and cons.
• Weighing uncertainties and risks.
• Considering constraints and resources.
• Considering potential outcomes and longer-term consequences.
• Weighing up options.
• Mobilising support from colleagues, managers, stakeholders.
• Assessing impact of personal biases.

After assessing the above material, you arrive at a decision about a course of action. The decision may include harnessing and allocating resources – funds, people, information, technology.

What action is taken may depend on the context. You may be taking action yourself, recommending action to others, mobilising resources to execute a plan. If the action involves others, then mobilising their support pre-decision is essential so that supporters can take steps to implement the decision.

As time passes it may become clear that the decision needs amending. While it is common to accuse people of ‘back-flipping’ and not knowing what they are doing, in reality, sticking to a decision in the face of new information shows lack of judgement. Constantly seeking the ‘right’ decision implies that this is a realistic goal and that all other decisions are ‘wrong’. When dealing with complex matters this view is absurd.

We may never know what the ‘best’ decision was and there may be more than one good decision that could be made. Whether a decision was the best one at the time depends on several factors, some of which were taken into account when making the decision: risks, consequences, pros and cons, information, advice. Over time, some of these may change. Such shifts affect implementation of the decision. Not to recognise such changes suggests a lack of astuteness, insight, discernment.

A trap when considering decisions is to focus on the decision. Effective decisions will depend on winning support before the decision, explaining it well at the time of the decision, and continuing to retain support and explain the decision. These steps depend on effective communication and interpersonal skills and an acknowledgement that no one is an island when it comes to getting things done.

APS Capabilities and Standards

Regardless of level, Australian Government public servants are expected to demonstrate the capability ‘Shows judgement, intelligence and commonsense’ as part of ‘Supporting/Shapes Strategic Thinking’. This capability covers research, information gathering, analysis, anticipating risks, identifying solutions to problems.

APS Work Level Standards refer to Decisions and Impact of Decisions Made as two of the factors differentiating job levels. Decisions vary from making decisions based on outcomes, priorities and performance standards [APS1] through to ‘making balanced decisions using professional judgement, evaluating ambiguous and incomplete information, factoring in risks and being sensitive to context’ [EL2]. Impact of decisions ranges from minor impact on work area [APS1] to significant impact on work area and other parts of the agency and/or on the outcome of a program or project [EL2].

These details point to the need to select examples that reflect the complexity and impact of decisions. The more senior the role, the more ambiguous and unclear the information, risks, consequences [including political consequences] and options. Decisions involve weighing up all the factors in the light of relevant information and arriving at a conclusion that could be the ‘least worst’ option.

• Career presentations
• Career development practitioners
• Job applications
• Job interviews
• Managers/selection panels
• Career Management
• Capabilities
• Daring Dames
• Sensemaking

Your Keys to Selection Criteria

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https://www.nist.gov/itl/applied-cybersecurity/nice/nice-framework-resource-center/workplace-skills-and-nice-framework

NICE Framework Resource Center

Workplace skills and the nice framework.

The NICE Workforce Framework for Cybersecurity (NIST SP 800-181r1) is based on Task, Knowledge, and Skill (TKS) statements that describe cybersecurity work and what people must know and be able to do to complete that work. Although NICE Framework TKS statements may at times address what could be considered as “workplace skills,” overall these are not specifically or routinely called out. Nonetheless, workplace skills are essential for cybersecurity work.

Workplace Skills: The personal skills that ensure you do your job well, such as being adept at teamwork, time management, or solving problems. Occasionally, some refer to these as “human skills,” “employability skills,” or “soft skills.”

“What Are Job Skills and Why Do They Matter?” Coursera (November 29, 2023)

To better understand these skills within the context of the NICE Framework, we conducted a review of ten skills resources. We determined which workplace skills were most commonly referenced to identify a core set of workplace skills and, looking at the various definitions shared via these resources and in further research, developed summaries that discuss why and how these skills might be applied in relation to cybersecurity work. At the end of this page we list the workplace skills resources that were used in our review. 

• Accountability
• Collaboration
• Communication
• Conflict management
• Critical Thinking
• Flexibility
• Lifelong Learning
• Mindfulness
• Problem Solving
• Relationship Building
• Strategic Thinking

Accountability: Employers want staff who take ownership for responsibilities and hold themselves accountable for measurable high-quality, timely, equitable, and cost-effective results that meet or exceed defined expectations. This includes taking corrective action when needed and accepting the consequences of your actions or decisions.

Agility: People in cybersecurity may need to quickly respond to immediate threats and incidents. Someone who is agile is able to address unexpected and unpredictable situations as well as puts systems in place to allow them to efficiently deal with unplanned challenges. Agility often goes hand in hand with flexibility and is closely related to resiliency.

Collaboration: Effective cybersecurity requires collaboration. Whether it's as a member of a team, across teams, or across the organization, it is important to take responsibility for your share of work while working with different individuals and groups to achieve a common goal. 

Communication: Communication in cybersecurity takes many forms, from working closely with team members to developing policy, writing reports and developing presentations, and otherwise engaging with peers, leadership, and other internal and external stakeholders. In the workplace, effective communication means you are able to clearly convey your thoughts and ideas to achieve outcomes. A good communicator is also a good listener to determine how messages are being received and to garner input needed to improve communications. 

Conflict Management: Cybersecurity work is essential to minimizing risk, addressing threats, and responding to incidents—and the consequences of not doing so can be significant. Understanding how to manage conflict, particularly under stressful circumstances, is essential. Possessing this skill means you are able to engage in healthy conflict, recognize when conflict is counterproductive, and know when and how to resolve conflicts in a constructive manner. 

Critical Thinking: Employers want to be able to rely on cybersecurity staff to make sound decisions at work, informed by organized and reasoned thought processes. This is particularly true when analyzing systems and data during assessments in order to make recommendations and determine approaches. This workforce skill goes hand-in-hand with creativity in order to support effective problem solving.

Flexibility: Cybersecurity is a field of work that is constantly evolving and changing—from new technologies to new threats, it is important for people with cybersecurity responsibilities to be willing to be innovative and adapt to new, different, or changing requirements. This skill is closely related to agility and resiliency.

Influence: Cybersecurity is an interdisciplinary field, and staff who have cybersecurity work roles and responsibilities can be found across an organization, just as cybersecurity decisions can impact the entire organization. It is therefore important for cybersecurity staff and leaders to be able to influence policy, strategy, purchasing decisions, technology solutions, and processes to support positive change in an organization through engagements with wide variety of stakeholders.

Initiative: Demonstrating a commitment to effective job performance is key in cybersecurity, where the consequences of not doing so can be substantial. Initiative is a key skill to help demonstrate that commitment. It asserts itself when someone is able to assess and determine a course of action independently. Someone with this skill is proactive in their work, resourceful, and creative in overcoming difficulties. 

Integrity: Integrity on the job includes demonstrating a strong work ethic as well as dependability that you can be relied upon to deliver quality work. People who possess this skill behave in a way that fosters trust among supervisors, peers, and direct reports. Because staff, customers, and other stakeholders rely on an organization to keep their data and systems secure, this workforce skill is of the utmost importance.

Lifelong Learning: Cybersecurity is a constantly evolving field that requires a workforce comprised of lifelong learners who show ongoing desire and willingness to grow their knowledge and skills to maintain and improve their effectiveness.

Mindfulness: Working with others and building a good work environment requires compassion, empathy, patience, cultural sensitivity, and emotional regulation. Mindfulness further means staying fully present and attentive, practicing active listening and reserving judgment. 

Problem Solving: It may be that someone in cybersecurity needs to quickly respond to problems and potentially under adverse circumstances, or need to address complex, multi-part problems. Problem solving is a skill that may frequently require other workplace skills to be effective, such as flexibility, agility, collaboration, communication, and lifelong learning.

Relationship Building: Cybersecurity work spans a variety of professional disciplines, departments, teams, and organizations. The ability to build good relationships both internally and externally is needed to effectively prepare for and respond to cyber threats up, down, and across an organization. 

Resilience: Someone who is resilient is able to recover from disruptions and setbacks, remaining optimistic and persistent under adverse conditions. Cybersecurity jobs are frequently high-stress positions that are relied upon to protect the security and safety of IT and OT systems and their data. Resilience is key to working well in these kinds of circumstances. Resilience is closely related to agility and flexibility.

Strategic Thinking: Cybersecurity requires forethought and coordination, hallmarks of strategic thinking. Strategic thinkers are able to identify objectives and priorities and establish plans to achieving these goals with the long-term interests of the organization in mind. Particularly in this field of work, a strategic thinker will also take into consideration emergent opportunities while working to minimize potential risks.

Workplace skills can be used in conjunction with the NICE Framework in defining position descriptions, during assessments, in education and training, for career planning, and more. To learn more about common uses of the NICE Framework visit our  Getting Started page.

Referenced Workplace Skills Resources

The below workplace skills resources were reviewed and used to develop the above list and may provide additional insight into these skills. 

Durable Skills Advantage, “Durable Skills Advantage Framework” (2023). Available from:  https://www.durableskillsadvantage.org  

Education Design Lab, “The Lab’s Durable Skills Micro-credentials” (Retrieved May 2024). Available from:  https://eddesignlab.org/microcredentialing/microcredentials/  

EDUCAUSE/Jisc, “Technology in Higher Education: Defining the Strategic Leader – Skills Glossary” (March 15, 2015). Available from:  https://library.educause.edu/resources/2015/3/technology-in-higher-education-defining-the-strategic-leader  

Indeed Editorial Team, “Employability Skills: 10 Examples of Skills Companies Value” (August 25, 2023). Available from:  https://www.indeed.com/career-advice/finding-a-job/employability-skills

NICE, “Professional Competencies from the draft List of Competencies which accompanied the draft publication, NICE Framework Competencies: Assessing Learners for Cybersecurity Work (Draft NISTIR 8355)” (March 17, 2021). Available from:  https://www.nist.gov/news-events/news/2021/03/nice-framework-competencies-assessing-learners-cybersecurity-work  

O*NET Online, “Browse by Abilities: Cognitive Abilities” (Retrieved July 2023). Available from:  https://www.onetonline.org/find/descriptor/browse/1.A/1.A.1/1.A.1.d#cm-1-A-1

Perkins Collaborative Resource Network (PCRN,) “Employability Skills” (Retrieved July 2023). Available from:  https://cte.ed.gov/initiatives/employability-skills-framework

SFIA Foundation, “Glossary of Behavioural Factors Within the 7 Levels of Responsibility” (September 24, 2021). Available from:  https://sfia-online.org/en/assets/sfia-behavioural-factors/sfia-v8-levels-of-responsibility-behavioural-factors-glossary_original-final_24-sept-2021.pdf

U.S. Department of Labor Competency Model Clearinghouse, “The ‘Building Blocks’ for Competency Models” (Retrieved July 2023). Available from:  https://www.careeronestop.org/competencymodel/pyramid_definition.aspx  

U.S. Office of Personnel Management, “The AI in Government Act of 2020 – Artificial Intelligence Competencies” (July 6, 2023). Available from  https://www.chcoc.gov/content/ai-government-act-2020-–-artificial-intelligence-competencies