Behaviours are the actions and activities that people demonstrate which result in effective performance in a job. Behaviours are not role-specific and can be applied to different roles and contexts.
The Civil Service has defined a set of Behaviours with different levels which are specific to the grade level of the job role.
It is important to remember that recruiting managers will choose a selection of behaviours which are best suited to the specific job. You will not be asked to demonstrate all of the Civil Service Behaviours for one role.
Examples of the Behaviours are designed to give an overview of what is expected of individuals at each level. There is no expectation that all individuals will need to demonstrate every part of each example to be successful.
Why we assess behaviours
When examining behaviours, we aim to gain an understanding of the actions and activities you have undertaken that contribute to effective performance in a particular job.
As Behaviours can be observed and measured, they can help us to predict what your performance in the role could be.
The job adverts carefully to see which behaviours are required for the job you are applying for.
How we assess behaviours
Behaviours can be assessed in a number of ways and at various stages of the recruitment process.
Some examples are listed below:
- your Supporting Statement in application for the role
- an interview
- assessments such as role play, presentation, analysis exercise, or judgement tests
Giving examples and evidence
You are likely to be asked for an example of when you have demonstrated a particular behaviour.
You can use examples from work or somewhere else such as:
- work experience
- volunteering or in connection with a hobby
- academia
Situational judgement tests
Sometimes, you may be asked how you would behave in a given situation, for example by using situational judgement tests.
Behaviours may be assessed alongside other elements of the Success Profile to get a more rounded picture of your suitability for the role. The job description will outline the elements required for the role and the selection method(s) that will be used.
Find out more information on Behaviours.
Seeing the big picture
Understand how your role fits with and supports organisational objectives. Recognise the wider Civil Service priorities and ensure work is in the national interest.
Changing and improving
Seek out opportunities to create effective change and suggest innovative ideas for improvement. Review ways of working, including seeking and providing feedback.
Making effective decisions
Use evidence and knowledge to support accurate, expert decisions and advice. Carefully consider alternative options, implications and risks of decisions.
Leadership
Show pride and passion for public service. Create and engage others in delivering a shared vision. Value difference, diversity and inclusion, ensuring fairness and opportunity for all.
Communicating and influencing
Communicate purpose and direction with clarity, integrity and enthusiasm. Respect the needs, responses and opinions of others.
Working together
Form effective partnerships and relationships with people both internally and externally, from a range of diverse backgrounds, sharing information, resources and support.
Developing self and others
Focus on continuous learning and development for self, others and the organisation as a whole.
Managing a quality service
Deliver service objectives with professional excellence, expertise and efficiency, taking account of diverse customer needs.
Delivering at pace
Take responsibility for delivering timely and quality results with focus and drive.
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