Dependability and Work Ethic
These items ask what kind of employee you would be when no one is watching. Scoring rewards ownership, honesty, punctuality, and follow-through, and punishes blame-shifting and shortcuts.
Concepts to know cold
- Attendance and punctuality: be ready to work at the start of the shift; report absences early, through the correct channel. Notify as soon as you know, not as late as you can.
- Integrity: the same behavior whether or not a supervisor is present. Never sign off on work you did not actually check.
- Ownership: when you make an error, disclose it immediately, state what you have already done, and propose the fix. Early disclosure is cheap; late disclosure is expensive.
- Follow-through: track your commitments; if you cannot finish, say so before the deadline.
- Time use: reporting idle time is fine; pretending to be busy is not a virtue.
Traps
The tempting wrong answer is the loyal-sounding one - cover for a coworker who is late, or let a small error slide because it seems harmless. Another trap offers the dramatic option: quit, complain to HR first, or confront angrily. Most items want the calm, documented, supervisor-facing response. Watch stems asking for the least appropriate action.
Rule of thumb
Own it, report it early, fix it, document it. When two answers both sound responsible, choose the one that keeps the supervisor informed.
Worked example: You realize you logged 12 trays when the count was 21. You do not wait to see whether anyone notices. You tell your lead before the report goes out, correct the entry, and note the cause so the same miscount does not recur.