What is the difference between behaviours and competencies?

Competencies focused on the specific skills and knowledge needed for a role. Behaviours are broader and focus on how you go about your work, including your attitudes and approach. The Civil Service moved from competencies to Success Profiles in 2018 to assess candidates more holistically. Behaviours are now used alongside strengths, abilities, experience, and technical skills to form a complete picture.

How should I structure a behaviour example?

Use the STAR method: Situation (set the scene), Task (describe your responsibility), Action (explain the specific steps you took), and Result (share the outcome and any feedback). This structure keeps your answer clear and focused. For Civil Service applications, it's important to use 'I' rather than 'we' and to quantify results where possible, such as 'saved 20% of the budget' or 'completed two days early'.

Can I use the same example for different behaviours?

It's best to use a different example for each behaviour. Even if an experience could cover multiple behaviours, you risk diluting your answer. The assessor will be looking for specific evidence that matches the behaviour's definition. You can draw on different aspects of the same project, but frame each example around the relevant behaviour, with a distinct action and outcome.

Do behaviours change by grade?

Yes, each behaviour has level descriptors that scale from grade 1 to 6. As you go up the grades, the expectation increases. For example, at a junior grade, 'Seeing the Big Picture' might mean understanding your team's priorities. At a senior level, it means shaping the long-term vision across departments. Always check the level for the role you're applying for and tailor your examples to demonstrate that seniority.

Civil Service Behaviours: Example Answers and Guidance for 2026

14 August 2026

Real examples of Civil Service behaviours for UK applications. See how to demonstrate key behaviours at interview and in written examples.

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What Are Civil Service Behaviours?

Civil Service behaviours are the qualities and attitudes that underpin success in Whitehall and across the wider UK civil service. Introduced as part of the Success Profiles framework in 2018, behaviours replaced the older Civil Service Competency Framework. They focus on how you approach tasks and interact with others, rather than just what you know. Applications, sift stages, and interviews now ask for behaviour examples to assess whether you align with the Civil Service's core values of integrity, honesty, objectivity, and impartiality. Behaviour examples are typically scored against level descriptors that range from grade 1 to 6, so your example must reflect the expectations of the role you're applying for.

The Nine Civil Service Behaviours

There are nine behaviours in the Success Profiles framework. They are: Seeing the Big Picture, Changing and Improving, Making Effective Decisions, Leadership, Communicating and Influencing, Working Together, Developing Self and Others, Managing a Quality Service, and Delivering at Pace. Each behaviour has detailed definitions and level requirements. For example, at higher grades, you might be expected to show 'seeing the big picture' by shaping strategy, whereas at lower grades it might simply involve understanding how your work fits into wider team goals. When preparing your examples, check the specific behaviour list in the job advert, as not every role assesses all nine.

Behaviour Example: Seeing the Big Picture

Using the STAR method (Situation, Task, Action, Result) is the most effective way to structure a behaviour example. For 'Seeing the Big Picture', a good example might be: 'In my role as a policy officer, I was tasked with drafting a response to a new consultation. Instead of only looking at the immediate policy area, I researched how similar changes had affected other departments and local authorities. I presented a paper that highlighted cross-government implications, which led to a more joined-up approach. The final response was praised by senior leaders for its strategic awareness.' This shows you can look beyond your immediate role and understand the wider context.

Behaviour Example: Making Effective Decisions

For 'Making Effective Decisions', you need to demonstrate using evidence, analysis, and sound judgement. A strong example might be: 'When managing a tight budget, I was faced with two options for a project. I gathered data on both, consulted with stakeholders, and used a decision matrix to weigh costs against outcomes. I made a recommendation to pause one part of the project to fund a higher-priority area. Despite some resistance, I explained the rationale clearly and the decision was accepted. The project delivered better results within the original budget.' This shows analysis, confidence, and accountability for your decisions.

How to Write Your Own Behaviour Examples

Start by reviewing the behaviour description and level for your target grade. Then think of a real situation from your work, volunteering, or education that fits. Use STAR: describe the Situation briefly, your specific Task, the Actions you took (using 'I', not 'we'), and the positive Result, including any feedback or measurable impact. Avoid being vague or generic. Aim for around 250–300 words per example in writing, and keep it to about two minutes when speaking. Practise telling your story out loud. Finally, make sure your example clearly demonstrates the behaviour itself, not a different one, and is tailored to the job you're applying for.

FAQ

There are nine behaviours in the Civil Service Success Profiles framework: Seeing the Big Picture, Changing and Improving, Making Effective Decisions, Leadership, Communicating and Influencing, Working Together, Developing Self and Others, Managing a Quality Service, and Delivering at Pace. However, job adverts will specify which behaviours are relevant to the role, so you only need to prepare examples for those.

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