Success Profiles quick reference

A one-page summary of the Civil Service Success Profiles framework. Print this and keep it handy while you prepare your application.

The five elements

The Success Profiles framework has five elements. Not every element is used for every role, the job advert tells you which apply.

Element What it assesses How it is tested Prepare?
Behaviours How you approach work: the 9 Civil Service behaviours Written statements at sift; questions at interview Yes: almost always
Strengths What energises you and when you are at your best Strength-based interview questions If stated in advert
Experience Your work history, skills, and relevant qualifications CV, application form, or statement of suitability Yes: almost always
Ability Cognitive skills: verbal, numerical, judgement Online tests at sift stage If stated in advert
Technical Profession-specific skills and knowledge Tests, portfolios, or technical interview questions If stated in advert

The scoring scale

Each element is scored on a scale of 1–7. To pass sift, you typically need at least 4 ("Achieved") on each required element.

Score Label What it means
1–3 Not achieved Insufficient evidence or the evidence does not match the behaviour.
4 Achieved Meets the standard. Clear evidence with some depth.
5 Exceeded Strong evidence with clear impact and some complexity.
6–7 Greatly exceeded Exceptional evidence with significant impact, complexity, and strategic awareness.

What to prepare for each stage

Application (sift)

  • Read the job advert carefully: note which behaviours and elements are assessed
  • Write one STAR example for each required behaviour
  • Check word or character limits for each statement
  • Prepare your CV or statement of suitability if required
  • Complete any online ability tests if requested

Interview

  • Review your application examples: be ready to expand on them
  • Prepare for follow-up questions: what would you do differently, how did you know it was right
  • If strength-based interview: think about what energises you and when you are at your best
  • If presentation: structure it clearly, practise your timing, prepare for questions
  • Research the department and current priorities

Assessment centre (if applicable)

  • In-tray or e-tray exercise: practise prioritisation and delegation
  • Group exercise: show collaboration, not dominance
  • Written exercise: structure your answer, manage your time
  • Role play: listen first, then respond

Key terms

Sift
The first stage of assessment where your written application is scored. Usually done by a panel of trained assessors.
Success Profiles
The Civil Service recruitment framework introduced in 2020. It replaced the old competency framework and gives departments more flexibility in how they assess candidates.
STAR
Situation, Task, Action, Result, the recommended structure for behaviour statements and interview answers.
Delegated grades
Some departments use their own grade titles that do not map exactly to the standard Civil Service grades. Always check the job advert for the equivalent level.
Reserve list
If you score well but are not offered the role, you may be placed on a reserve list for up to 12 months. You can be offered a similar role without a further interview.
Official guidance

For the most up-to-date official guidance on Success Profiles, visit Civil Service Careers. This quick reference is accurate as of July 2026 but guidance may change.

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