Civil Service Behaviour Framework Levels Explained
17 August 2026
Understand the 5 Civil Service behaviour framework levels, how they map to grades, and how to use them in applications and interviews.
What is the Civil Service Behaviour Framework?
The Civil Service Behaviour Framework is the UK Government's standard set of behaviours used across the civil service. It replaced the older competency framework and sits alongside strengths, abilities and experience within the Success Profiles system. Behaviours describe the specific actions and attitudes expected of civil servants, such as 'Making Effective Decisions' and 'Working Together'. In 2026, the framework remains essential for recruitment, performance reviews and promotion. Each behaviour is written at five levels, helping both managers and candidates understand what high performance looks like at different stages of a career. The language is deliberately consistent so that a behaviour at one level builds on the one before.
The Five Levels and Grade Mappings
The behaviour framework is structured into five levels, each aligned to civil service grades. Level 1 typically covers Administrative Assistant and Administrative Officer roles. Level 2 maps to Executive Officer positions. Level 3 is for Higher Executive Officer and Senior Executive Officer grades. Level 4 applies to Grade 7 and Grade 6 roles. Level 5 represents the Senior Civil Service, including directors. This mapping is not always exact, and some departments may adapt it, but the principles remain the same: Level 1 tasks are straightforward and highly guided, while Level 5 requires leading whole organisations and managing complex, long-term policy. Always check the specific job advert to confirm which level will be assessed.
What Behaviour Examples Look Like at Each Level
Take 'Communicating and Influencing', a core behaviour. At Level 1, you might clearly explain information to colleagues or customers in writing or on the phone. At Level 2, you would tailor your communication to different people and respond to questions. At Level 3, you would present evidence to influence decisions and negotiate with stakeholders. At Level 4, you would lead communication on complex or sensitive topics and build coalitions across departments. At Level 5, you would set the narrative that shapes public policy, manage media interest and influence ministers. Each level increases the scale, complexity and impact of the behaviour, so your examples must demonstrate that you have operated at the required level, not just that you have used the skill.
How Levels Are Used in Civil Service Recruitment
When you apply through Civil Service Jobs or a Fast Stream campaign, the behaviour sift and interview questions are set at a specific level. The job description will state which behaviours are being tested and the grade level. Recruiters use the level indicators as a benchmark to score your answers. For example, an HEO application might ask for a 'Level 3' example of 'Delivering at Pace'. Your answer needs to show you can prioritise, manage multiple tasks and remove barriers. If you provide a Level 2 example, you will likely score lower even if it's a strong story. Conversely, a Level 4 example may show overreach. Understanding the expected level is as important as the example itself.
Tips for Demonstrating Behaviours at Your Level
Start by reading the full behaviour descriptions for the target level on GOV.UK. Highlight the key verbs and phrases used in that level and make sure your example language mirrors them. Use a structured method like STAR (Situation, Task, Action, Result) but add the learning or reflection, which many assessors look for. Pick an example that genuinely matches the level's complexity. A Level 3 example should show you influenced a group, not just completed a task efficiently. In 2026, interviewers will also challenge you on how you demonstrated the behaviour, so be ready to describe your role separately from the team's work and provide data or outcomes to back up your claims.
FAQ
There are five levels in the Civil Service Behaviour Framework. Level 1 covers entry-level grades like AA and AO, while Level 5 is for the Senior Civil Service. Each level describes an increasing degree of autonomy, complexity and impact, and is used to set expectations for specific roles.