Civil Service Competency Framework Examples (2026): Real STAR Examples for Behaviours
15 August 2026
Practical Civil Service competency examples for Success Profiles. Learn how to write behaviours using STAR with real UK government grade examples.
Understanding the Civil Service Success Profiles Framework
The Civil Service Success Profiles replaced the old Competency Framework in 2018, but the term 'competency framework' is still widely used. Success Profiles goes beyond behaviours to include strengths, abilities, experience, and technical skills. The key behavioural element is what most people mean by competencies. At grades like EO, HEO, SEO, G7, and above, you'll be asked to demonstrate specific behaviours such as 'Delivering at Pace' or 'Working Together'. Understanding the framework is crucial because each behaviour has a set of 'indicators' that show what good looks like at that grade. You need to tailor your examples to reference those indicators explicitly, not just tell a generic story.
Key Behaviours in the Civil Service Framework with Examples
There are currently 9 key behaviours in the Success Profiles: Changing and Improving, Making Effective Decisions, Leadership, Building Capability, Motivating and Engaging, Working Together, Developing Self and Others, Managing a Quality Service, and Delivering at Pace. Each has grade-specific descriptors. For instance, at HEO, 'Making Effective Decisions' means analysing relevant information and balancing risks; at Grade 7, it means providing challenge and evaluating broader impacts. When writing examples, look at the 'suggested wording' for your target grade. Your example should mirror that level of complexity, showing autonomy, focus on outcomes, and engagement with stakeholders relevant to the grade.
Competency Example: Seeing the Big Picture (HEO Level)
One of the most tested behaviours is 'Seeing the Big Picture'. At HEO level, a strong STAR example involves gathering evidence from multiple sources to align work with wider strategy. For example: 'In my role as a policy officer, I was asked to draft a response to a consultation. I reviewed the departmental annual plan and ministerial priorities, then researched impact on local communities using ONS data. I identified that the policy would disproportionately affect rural areas, so I added an evidence annex and recommended an adjustment. My manager approved it and the final submission received positive feedback from the minister's office.' This shows you can analyse context, understand strategic objectives, and take initiative—all essential for HEO.
Competency Example: Delivering at Pace (EO Level)
'Delivering at Pace' is common for EO roles where resilience and prioritisation matter. A good STAR example: 'During a busy month, two project deadlines aligned with an unexpected request for data from the minister. I prioritised by creating a task list, flagged risks to my manager, and used Excel macros to automate the data collation. I completed the regular reports early and submitted the minister's request on time. My manager praised me for staying calm and finding a faster method.' Notice how it covers the indicators: managing workload, keeping momentum, and seeking efficiencies. At EO level, you don't need to manage a team—just show you can organise yourself and suggest better ways of working.
How to Write Your Own Examples Using STAR (with Common Mistakes)
Use STAR: Situation, Task, Action, Result. Keep the situation short, define the task, spend 60% on actions (showing what 'you' did, not 'we'), and make the result measurable. Common mistakes include: using vague outcomes like 'it went well', describing team achievements without your specific contribution, and failing to link back to the behaviour indicators. Another pitfall is choosing an example that's clearly below the target grade—using a simple, low-responsibility incident when you're applying for G7. Also, avoid cramming two different examples into one: select one solid story and expand it with details of how you influenced others, managed risks, or improved a process.
FAQ
Success Profiles is the current framework (since 2018) and includes behaviours, strengths, abilities, experience, and technical skills. The 'behaviours' element is effectively the updated version of the old competencies. So when someone asks for competency examples, they usually want examples demonstrating those behaviours using STAR.