Civil Service Success Profiles Explained (2026 Guide)
Success Profiles is the recruitment framework the UK Civil Service uses to assess candidates. Instead of one fixed list of competencies, each job advert picks which elements to test. There are five elements: Behaviours (actions that produce effective performance), Strengths (what you do well and enjoy), Ability (aptitude to perform), Experience (knowledge gained through doing), and Technical (specific professional skills or qualifications). Not every element is used for every role — the advert tells you which apply.
The part most candidates write about is Behaviours. There are nine official Behaviours, and a recruiting manager chooses a handful (often three or four) for a given role. You evidence each chosen Behaviour with a short written statement — usually capped at 250 words — using real examples of what you personally did. The advert names the Behaviours and sets the word limit, so always read it first. This guide explains all five elements, lists the nine Behaviours, and shows how statements are typically scored at sift.
The five elements of a Success Profile
A Success Profile is built from up to five elements, and the advert decides which are used:
- Behaviours — the actions and activities that result in effective performance in a job.
- Strengths — the things you do regularly, do well, and that motivate you.
- Ability — your aptitude or potential to perform to the required standard.
- Experience — knowledge or mastery of an activity or subject gained through doing it.
- Technical — specific professional skills, knowledge or qualifications.
Most general roles assess Behaviours and Experience; technical and specialist roles add Technical or Ability tests. You will not be asked to evidence all five for one job, so don't pad your application with elements the advert never requested — focus only on what's listed.
The nine Civil Service Behaviours
There are nine official Behaviours. A role uses a selected subset, weighted to the grade — more delivery and ownership at junior grades, more strategic and leadership signal at senior ones. The nine 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.
Each has an official one-line definition you should match your evidence to. For example, Making Effective Decisions is "use evidence and knowledge to support accurate, expert decisions and advice." Write to the exact wording of the Behaviours your advert lists — our Behaviours with examples guide covers all nine in detail.
How statements are scored at sift
At the application stage (the "sift"), assessors score each Behaviour statement against the grade-level definition. Departments commonly score each statement against a numerical scale, and a statement that doesn't clearly evidence the Behaviour scores low regardless of how well it's written. The two things that move the score are your own action (what you personally did) and the result (a measurable outcome).
Statements written in "we" with no personal contribution, or examples that don't actually match the named Behaviour, are the most common reasons for a low sift score. A focused 250-word example with one clear situation, your specific actions, and an evidenced result usually beats a longer, vaguer one. Always check whether the advert names a "lead behaviour" — that one often carries extra weight.
Behaviour statement vs personal statement
Two different things get called "the statement", and they're scored differently. A behaviour statement evidences one named Behaviour with a STAR example and is scored only against that Behaviour. A personal statement (or "statement of suitability") is broader — it asks you to show you meet the whole person specification, which may blend several Behaviours, Experience and Technical skills in one longer piece.
Get this wrong and you can lose marks: writing a broad personal statement when the advert wanted four separate behaviour statements means each Behaviour is under-evidenced. Read the advert carefully, note exactly what's requested and the word limit, then structure to match. If you're unsure which you've been asked for, our checker flags the likely type and whether each required element is covered.
| Element | What it assesses | Typically used for |
|---|---|---|
| Behaviours | Actions and activities that result in effective performance | Almost all roles (3-4 chosen Behaviours) |
| Strengths | What you do regularly, do well and are motivated by | Often at interview, not always at sift |
| Ability | Aptitude or potential to perform to the standard | Tests/assessments, e.g. Fast Stream |
| Experience | Knowledge gained through doing the activity | Specialist and delivery roles |
| Technical | Specific professional skills, knowledge or qualifications | Professional/technical roles (e.g. finance, digital) |
The 2025 Civil Service Fast Stream received 72,691 first-preference applications and recommended 754 people for appointment — a roughly 1% success rate, showing how decisive a well-evidenced written application is.
Frequently asked questions
What are Success Profiles in the Civil Service?
Success Profiles is the UK Civil Service's recruitment framework. It assesses candidates across up to five elements — Behaviours, Strengths, Ability, Experience and Technical — with each job advert choosing which elements apply. It replaced the older single competency framework so roles can be tested in the way that best fits the job.
How many Civil Service Behaviours are there?
There are nine official Behaviours: 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. A single role usually assesses only three or four of them, named in the advert.
Do I have to evidence all nine Behaviours?
No. Recruiting managers select the Behaviours best suited to the role — commonly three or four — and you only evidence those. The advert lists exactly which Behaviours are assessed and how many words you have for each, so always work from the advert rather than trying to cover all nine.
What is the difference between Behaviours and Strengths?
Behaviours are actions that produce effective performance, evidenced with examples of what you did. Strengths are the things you do regularly, do well and are motivated by — they're more about natural preference and are often explored at interview rather than written up at the application sift.
How are Civil Service applications scored?
At sift, assessors score each Behaviour statement against its grade-level definition, typically on a numerical scale. Your personal action and a measurable result drive the score. Some adverts name a "lead behaviour" that carries extra weight, and there's usually a minimum you must reach to progress. The exact thresholds vary by campaign.
Does Cvedo guarantee I'll pass the sift?
No — and you should be wary of any tool that claims to. The recruiting panel sets the score, not us. Cvedo checks your statement against the Success Profiles framework, shows where Behaviours and STAR components are missing, and a real person reviews every paid report. We help you submit a clearer, better-evidenced statement; the outcome is still the panel's decision.