Foreign, Commonwealth & Development Office (FCDO) Diplomatic Service Selection Success Profiles and Civil Service Assessment Syllabus

In the STAR technique, why is the 'Action' the most important component?

Because it describes what YOU personally did, the choices you made and why. Assessors score the individual's behaviour, so 'I' statements (not 'we') and clear reasoning carry most of the marks.

In the STAR technique, what should the 'Result' component include?

The outcome of your actions, ideally quantified or evidenced, your specific contribution to that outcome, and any reflection or learning gained.

What is the recommended rough time/word balance across STAR components in a behaviour answer?

Keep Situation and Task brief (context only, around 20-25%) and spend the majority (around 60-70%) on Action, with a clear Result to close. The bulk of evidence and scoring sits in Action and Result.

What is a strengths-based question and how does it differ from a behaviour (STAR) question?

A strengths-based question explores what you enjoy and do naturally (e.g. 'Do you prefer starting tasks or finishing them?'), assessing motivation and energy. Unlike STAR, it does not require a past example and is answered spontaneously and authentically.

Why are strengths-based questions generally asked in quick succession and answered instinctively?

Because authentic strengths show in spontaneous responses. Over-rehearsing makes answers sound performed; assessors look for genuine, consistent patterns of energy and engagement across many short questions.

What is a 'learned behaviour' versus a 'strength', and why does the distinction matter?

A learned behaviour is something you can do well but find draining; a strength is something you do well and that energises you. Roles aligned to strengths predict sustained performance and engagement, which is why FCDO assesses for them.

What is 'evidence selection' when preparing for a Success Profiles assessment?

Choosing the most relevant, recent, and impactful examples from your experience that best demonstrate the specific behaviours and levels being assessed, then mapping each example to the indicators it evidences.

What is 'competency mapping' (behaviour mapping) in application preparation?

The process of matching your experiences and achievements against the required behaviours and their effective indicators, ensuring each assessed behaviour has at least one strong, distinct example covering its key indicators.

Why should you avoid reusing the same example for multiple behaviours in an application?

Reusing one example risks thin or repetitive evidence and signals limited breadth. Distinct examples per behaviour demonstrate a wider range of relevant experience and let you cover more effective indicators.

What core skill does a verbal reasoning test measure in Civil Service assessment?

The ability to read a passage of text and evaluate statements logically as True, False, or Cannot Say, based solely on the information given, without using outside knowledge or assumptions.

In verbal reasoning, what distinguishes a 'False' answer from a 'Cannot Say' answer?

'False' means the passage directly contradicts the statement. 'Cannot Say' means the passage neither confirms nor contradicts it, so there is insufficient information to judge. Avoid using prior knowledge to decide.

What is the golden rule for answering Civil Service verbal reasoning items?

Base every answer only on the information contained in the passage, treating it as the sole source of truth, even if you personally know it to be outdated or factually wrong.

What core skills does a numerical reasoning test measure?

Interpreting data in tables, charts, and graphs, and performing calculations such as percentages, ratios, proportions, and rates of change, usually under time pressure (often with a calculator permitted).

How do you calculate a percentage change between an old value and a new value in numerical reasoning?

$\text{percentage change} = \frac{\text{new} - \text{old}}{\text{old}} \times 100\%$. A positive result is an increase; a negative result is a decrease.

How do you find the original (pre-increase) value when given a value after an $x\%$ increase?

Divide by the growth factor: $\text{original} = \frac{\text{new value}}{1 + \frac{x}{100}}$. For a decrease of $x\%$, divide by $1 - \frac{x}{100}$ instead.

In numerical reasoning, how do you express a part as a percentage of a total?

$\text{percentage} = \frac{\text{part}}{\text{total}} \times 100\%$.

How do you convert a ratio such as $3:5$ into the fraction and percentage that the first part represents of the whole?

Add the parts ($3+5=8$), so the first part is $\frac{3}{8} = 0.375 = 37.5\%$ of the whole.

What is the Civil Service Judgement Test (CSJT) and what does it assess?

A situational judgement test presenting realistic workplace scenarios with possible responses. It assesses your judgement and alignment with Civil Service values and behaviours, not technical knowledge.

What are the four Civil Service core values that underpin judgement in the CSJT?

Integrity, Honesty, Objectivity, and Impartiality. Effective responses in the judgement test reflect these values and the Civil Service Code.

In a typical Civil Service Judgement Test, how are you usually asked to evaluate the response options?

You typically rate the effectiveness of each response (e.g. on a scale from 'highly effective' to 'highly ineffective') or rank/select the most and least effective actions for the scenario.

What is the recommended approach to choosing answers in the Civil Service Judgement Test?

Pick responses that are constructive, value-driven, escalate appropriately, balance competing priorities, and reflect the behaviours expected at the role's level, rather than avoidant, aggressive, or rule-breaking options.

What are 'work-based scenarios' or casework simulations in FCDO selection?

Exercises presenting a realistic in-tray or case of diplomatic/policy material where you analyse information, prioritise, make recommendations, and justify decisions, demonstrating behaviours under realistic constraints.

In a casework or in-tray simulation, what behaviours are most commonly assessed?

Making Effective Decisions, Delivering at Pace, Managing a Quality Service, and Seeing the Big Picture, through prioritisation, sound judgement, and clear justification of actions under time pressure.

What is the key skill of prioritisation in an in-tray/casework exercise?

Distinguishing urgent versus important items, identifying risks and dependencies, and justifying the order of actions, rather than simply attempting everything in the time given.

What is a policy or briefing exercise in FCDO assessment, and what is its typical output?

An exercise where you analyse evidence on a policy issue and produce a concise written brief, submission, or recommendation for a senior official or minister, demonstrating clear analysis and judgement.

What are the hallmarks of an effective policy briefing in a Civil Service exercise?

A clear recommendation up front, concise and structured analysis, balanced consideration of options/risks, awareness of stakeholders and the wider context, and writing pitched appropriately for a senior or ministerial audience.

In FCDO selection, what is assessed in the interview and presentation stage?

A blend of behaviour-based (STAR) questions, strengths-based questions, and often a prepared or short-notice presentation, assessing Communicating and Influencing alongside the role's other key behaviours.

What are good practices for delivering a presentation in an FCDO assessment?

Structure clearly with a signposted beginning, middle, and end; tailor content and tone to the audience; keep to time; convey a clear key message; and handle follow-up questions calmly and concisely.

What do group and stakeholder exercises in FCDO selection primarily assess?

Working Together, Communicating and Influencing, and Leadership, observed through how you collaborate, contribute ideas, listen, manage disagreement, and build consensus with others or with role-played stakeholders.

What behaviours should you balance to perform well in a group or stakeholder exercise?

Contribute substantively and assertively while actively listening, inviting and building on others' input, managing conflict constructively, and keeping the group focused on the shared objective, neither dominating nor staying passive.