Some situational judgment tests ask you to rate every response instead of picking the best and the worst. The scale usually has four steps, from very ineffective to very effective, and each response is scored on its own.
That changes how you work. Judge each response on its own merits: two responses can both be very effective, or both poor, so don't force a spread. Ask what happens next. Does the response solve the problem, keep the right people informed, and stay within your authority?
Use the middle steps, too. A response that helps but misses something important, such as telling your manager, is somewhat effective rather than very effective. Save the bottom step for responses that hide a problem, break a rule or make things worse.
The scoring is forgiving in one way. One step off usually earns partial credit, as it does here (half a point). Two steps off earns nothing.