Toolkit series · episode 06
UK Civil Service competencies (10)
Self-assessment against ten competencies from the UK Civil Service framework, in three clusters: Setting Direction, Engaging People, Delivering Results. For public-sector programmes that will not translate your model.
For: OD and People leads in government, NHS-adjacent and wider public sector
Worked example: Nadia Hussain, ward manager stepping into a matron role. Ashdown Compass programme.
Fictional composite for illustration. No real client data.
Walkthrough
Nadia rates herself on the ten statements. Scores group into three clusters. The engagement goals are written in those words — vision, evidence-based decisions, developing people — not in generic ‘leadership presence’.
1 · Three clusters
Setting Direction (vision, evidence, political context), Engaging People (lead, partner, develop, inclusion), Delivering Results (public money, value, improvement).
- Clinical step-up work usually lights up Engaging People and hides Setting Direction until the new job starts.
- The political-context item is not optional in this framework. Do not skip it because it feels un-coachey.
2 · Self-assessment, not a 360
This instrument is the coachee’s view. Blind spots belong in Johari or a Portraits cycle, not stuffed into a self-score.
- A high self-score on ‘I develop people’ is a hypothesis. Ask for names.
- Use it as a spine for the programme, then triangulate.
3 · Make it the spine
Session notes, goals and the closing report use the cluster names. Sponsors already know them. You do not get extra credit for a new model.
- OPM 27 and European ECF sit in the same toolkit for other organisations.
- Custom instruments exist when the organisation has its own framework. Likert only, on purpose.
Three insights
1
Do not translate their framework
Public-sector buyers have spent years installing a language. Coaching that arrives with a different one creates translation work they will not do.
2
Self-score is a start
The ten items are a conversation map. They are not a talent decision. Pair with 360 when the programme needs other voices.
3
The report should be readable in their pack
If a board or a People committee cannot see their own competency names, the coaching was a side project.
50-minute session
- 0′+10m
Why this framework
It is theirs. You are not installing a new one.
- 10′+20m
Read the clusters
One high, one low. Evidence, not feelings about ‘being a leader’.
- 30′+15m
Write one goal in their words
A Compass goal that a sponsor would recognise.
- 45′+5m
Decide on 360
If the self-score is the only voice, say so. Book Portraits or do not.
In the room
Questions from the interpretation guide. Ask them after the score, not instead of it.
- How well does your competency profile match the demands of your current grade and the grade you aspire to?
- What feedback have you received in performance reviews that connects to these competency areas?
- If you could only develop one cluster over the next year, which would have the greatest impact on your effectiveness?
- How do the values of public service connect to the competencies you rate highest?
Use Civil Service 10, OPM 27 or ECF as the engagement spine
Professional includes the toolkit. 14-day trial, no card theatre.