Civil Service Success Profiles Behaviours: Complete 2026 Guide
12 August 2026
Master Civil Service Success Profiles behaviours for 2026. Learn examples, STAR answers, and tips to pass applications and interviews.
What are Success Profiles Behaviours?
The Success Profiles framework was introduced by the Civil Service to replace the old competency-based approach. Instead of a one-size-fits-all competency list, it looks at the whole person through five pillars: Behaviours, Strengths, Ability, Experience, and Technical skills. Behaviours are the actions and attitudes expected of everyone in the Civil Service, regardless of role. They describe how you approach work, interact with others, and deliver results. For candidates, demonstrating the right behaviours is essential when applying for roles. Each behaviour is defined in the framework and assessed at a specific level depending on the job grade. Understanding this structure is the first step to building strong examples that match what recruiters are looking for.
The Behaviours and Levels Explained
There are nine Civil Service behaviours: Changing and Improving, Making Effective Decisions, Leadership, Communicating and Influencing, Working Together, Developing Self and Others, Managing a Quality Service, Delivering at Pace, and Seeing the Big Picture. Each behaviour has four levels, ranging from level 1 (typically for junior roles) to level 4 (for senior leadership). Every job advert specifies the required level, which is tied to the grade. For example, an Executive Officer (EO) might need level 2 behaviours, while a Grade 7 role would expect level 3 or 4. The level determines the complexity, impact, and scope of your examples. It's crucial to read the advert and assess the behavioural indicators, as they outline the specific actions and outcomes expected at that level.
How to Write Behaviour Examples Using STAR
Behaviour examples are usually written in application forms as short statements. The STAR method (Situation, Task, Action, Result) is the standard approach. Start by briefly describing the situation and your specific task. Then focus on the actions you personally took—this is where you demonstrate the behaviour. Be concrete about what you did, rather than what your team did. Finally, explain the result, including the impact and any recognition you received. Keep it concise, typically 250-300 words for most application forms. Use active language and avoid vague phrases like 'I was responsible for'—instead say 'I led' or 'I delivered'. Tailor each example to the behaviour and level, using the indicators as a checklist to ensure you've covered all aspects.
Preparing for Behaviour-Based Interviews
Behaviour-based interviews ask questions like 'Give me an example of when you...' or 'Tell me about a time you...'. You'll be expected to give a full STAR response, and interviewers may probe for more detail. To prepare, review the behaviours and levels for your target role, and create at least two strong examples for each behaviour using your STAR technique. Practise telling them aloud in under two minutes. Focus on your individual contribution, but also show how you worked with others and delivered outcomes. The interviewer wants to see your genuine behaviours, not memorised answers, so be natural. Use 'we' when describing teamwork, but emphasise 'I' for your specific actions. Also, re-read your application, as they often ask follow-ups based on what you wrote.
Common Mistakes and Top Tips for Success
One common mistake is using an example that doesn't match the behaviour or level. For instance, talking about a simple task when the role requires leading a team. Another pitfall is being too vague or focusing on the situation rather than your action. Always quantify results where possible—say 'my initiative saved 20% of processing time' rather than 'it saved time'. Avoid using the same example for every behaviour; you'll look limited. Instead, build a bank of varied examples from work, volunteering, or education. Top tips: read the Civil Service Success Profiles guide on gov.uk, use the exact behaviour names in your answers, and get feedback from a friend. Finally, be authentic—the Civil Service values honesty and integrity, so don't exaggerate your achievements.
FAQ
Behaviours are learned actions and attitudes that can be demonstrated and developed over time. Strengths are natural, intrinsic qualities that you enjoy using. In Success Profiles, behaviours are assessed through past examples, while strengths are assessed through quick-fire questions to see how you naturally respond. For example, a behaviour question asks about a time you led a team, while a strength question asks 'Do you like leading others?'