Civil Service Success Profiles Behaviours: The 2026 Complete Guide
13 August 2026
Learn how to demonstrate behaviours for Civil Service Success Profiles in 2026. Key examples, STAR technique, and interview tips for UK roles.
What Are Success Profiles Behaviours?
Success Profiles are the UK Civil Service's assessment framework, introduced to replace the old competency-based system. Behaviours are one of the key elements, sitting alongside strengths, abilities, experience, and technical skills. Behaviours describe how you approach work and interact with others, and they are measured against a set of nine defined behaviours, such as Seeing the Big Picture and Making Effective Decisions. In 2026, the framework remains fully in use across all departments, and your application must demonstrate these behaviours in writing and at interview. Unlike competencies, behaviours focus on your typical actions and motivations, not just what you can do, so the emphasis is on real examples and self-awareness.
The 9 Civil Service Behaviours Explained
The Civil Service defines nine behaviours, each with a list of suggested actions. 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. In 2026, these behaviours are still the core, but each department may tailor the level descriptors to different grades (e.g., EO, HEO, SEO, Grade 7). For example, at Grade 7 level, 'Leadership' is about setting direction and inspiring others, while at EO level it might be about taking responsibility for your own work. You must read the specific behaviour indicators for the grade you're applying to, as they appear on the Civil Service Jobs advert.
How Behaviours Are Assessed in 2026 Applications
Behaviours are typically assessed during the sift stage using written statements, and then again at interview. On the Civil Service Jobs application form, you'll be asked to provide examples for select behaviours, often no more than 250 words each. Sifters score your examples against the behaviour level descriptors, looking for evidence that you've consistently demonstrated the behaviour. In 2026, many departments use a 'sift and interview' model where the same behaviours are tested at both stages, but your written examples and interview answers are scored independently. It's essential to use the STAR method (Situation, Task, Action, Result) and to focus on your personal contribution, using 'I' rather than 'we', to show exactly what you did.
How to Write Strong Behaviour Examples
To score highly, pick examples that are recent and relevant to the grade you want. Start with the situation and task briefly, then spend most of your word count on the actions you took, showing how they connect to the behaviour's indicators. For example, for 'Communicating and Influencing', explain how you tailored your message to different audiences and used persuasion to gain buy-in. Quantify your results wherever possible—'increased engagement by 30%' beats 'it went well'. In 2026, there is less tolerance for vague or generic examples. Sifters want to see your thought process, your decision-making, and the impact you had. Avoid clichés like 'I'm an excellent communicator' and instead prove it with a concrete scenario from work, volunteering, or education.
Common Mistakes and How to Avoid Them
One of the biggest mistakes is describing what the team did rather than what you personally did. Another is using a behaviour example that doesn't match the level of responsibility expected for the role. For a Senior Executive Officer role, you need to show you can influence projects or people, not just complete tasks. Also, don't ignore the behaviour indicators—tailor each example to the specific behaviour you're addressing. In 2026, sifters are also alert to 'strength-like' responses that are too short and don't provide enough evidence. Practice your examples aloud and time your interview answers, typically around 5-10 minutes per behaviour. Finally, avoid picking examples that are too old; ideally use something from the last two years to show your current capability.
FAQ
There are nine behaviours in the Civil Service Success Profiles framework. They are listed on the GOV.UK website and apply across all departments. Not every behaviour will be tested for every role; you'll see which ones are required on the job advert. Each behaviour has a definition and several example actions at different grade levels.