Civil Service Success Profiles Behaviours: Examples and Guide 2026
17 August 2026
Real Civil Service behaviour examples for Success Profiles. Learn the 9 behaviours, how to write strong answers with STAR, and key tips for 2026.
Understanding Success Profiles and Behaviours
Success Profiles is the UK Civil Service recruitment framework, replacing the old competency-based system. It assesses candidates across five elements: behaviours, strengths, abilities, experience, and technical skills. Behaviours are the essential qualities required for effective performance, often described as the 'how' of your work. For example, 'Communicating and Influencing' looks at how you engage others, while 'Delivering at Pace' focuses on your ability to manage deadlines. Unlike competencies, behaviours are not one-size-fits-all; they are judged at different levels (e.g., grade-specific) using the Civil Service Success Profiles manual. Understanding these behaviours is crucial because your application and interview will be sifted against them, and you’ll need to provide specific examples that demonstrate each relevant behaviour.
The 9 Civil Service Behaviours Explained with Examples
The framework includes nine behaviours: Seeing the Big Picture (e.g., linking your role to government policy), Changing and Improving (e.g., encouraging innovation), Making Effective Decisions (e.g., using data to choose a supplier), Leadership (e.g., motivating your team through change), Communicating and Influencing (e.g., persuading stakeholders), Working Together (e.g., building partnerships across departments), Developing Self and Others (e.g., coaching a junior colleague), Managing a Quality Service (e.g., improving user feedback scores), and Delivering at Pace (e.g., meeting a tight deadline). For example, for 'Working Together', you might describe how you established a joint working group to share resources. Each behaviour has a definition that evolves with grade, so always check the specific job advert for the expected level.
How to Structure Your Behaviour Examples with STAR
The STAR method (Situation, Task, Action, Result) remains the best way to structure behaviour examples. Start with the Situation: set the scene briefly. Then the Task: what was your responsibility? The Action is the most important part – describe what you personally did, not your team. Finally, the Result: quantify the outcome and explain what you learned. For example, for 'Making Effective Decisions': Situation – your team faced tight budget cuts. Task – you had to propose a cost-saving measure. Action – you analysed monthly spend, consulted stakeholders, and recommended a new software. Result – you saved 15% without affecting service delivery. Keep each part relevant and concise, aiming for about 200-300 words per behaviour in your application. Avoid too much detail on the situation; focus on your actions.
Example Behaviour Answers for Key Behaviours
Here are two mini examples. For 'Making Effective Decisions', a strong answer might be: 'In my previous role, I had to decide whether to continue funding a project. I gathered stakeholder feedback, reviewed performance data, and ran a cost-benefit analysis. I made the difficult call to stop the project, reallocating resources to a higher-priority initiative. This improved overall team output by 20%.' For 'Working Together', you could say: 'When two departments were duplicating work, I initiated a joint meeting and set up a shared task management system. I provided training and created a single point of contact. This reduced duplication and saved 10 hours per week, which allowed us to meet project milestones early.' These examples are evidence-based and show your personal impact.
Common Mistakes and Tips for Success
A common mistake is describing a team achievement as if it were your own. Recruiters want to see your individual actions, so use 'I' not 'we' where possible. Another error is being too vague – instead of 'I communicated with stakeholders', say 'I delivered a monthly presentation to senior stakeholders, tailoring the message to their needs.' Always tie your result to a measurable outcome, like a percentage or a positive evaluation. Also, tailor your examples to the job advert: if a behaviour is listed, it will be tested, so choose an example that closely matches the description. Finally, practise your examples aloud for interviews, keeping them to under three minutes. This will help you stay confident and concise during the actual assessment.
FAQ
Behaviours are learned and can be developed over time. They are measured using examples of how you've acted in past situations. Strengths, on the other hand, are inherent traits that energise you and are often assessed with quick questions about what you enjoy or do naturally. In an interview, behaviours usually require a STAR example, while strengths are more spontaneous answers. Both are used together to build a fuller picture of a candidate.