What Is the New Capability Framework in the Public Sector?

What Is the New Capability Framework in the Public Sector?

As part of the Civil Service Renewal Plan 2030, the Civil Service is transforming how it recruits talent to build a future-ready workforce. The goal is to attract, empower, and develop a diverse group of people with the skills and motivation to deliver excellence. Moving beyond the old competency model, the new framework focuses on a more person-centered approach, exploring your values and motivations to foster an innovative, professional, and agile Civil Service.

What similarities exist between competency and capability interviews?

The core structure of the interview remains familiar. You’ll be assessed across four key capability dimensions, each divided into two subsections. You’ll answer a competency question for each subsection, and you can use the same example for both.

Here’s a breakdown of the four capability dimensions:

1. Building Future Readiness
   • Focuses on how future-oriented you are, your willingness to embrace change, and your ability to lead it.
2. Leading and Empowering
   • Assesses how you achieve results through others and foster a culture of excellence.
3. Evidence-Informed Delivery
   • Explores your ability to manage large workloads with shifting priorities and challenges, all while staying focused on quality and outcomes.
4. Communication and Collaboration
   • Examines how well you work across teams, build relationships, and drive results through effective collaboration.

What are the key differences between competency and capability interviews?

The updated framework introduces key changes:

1. New “Potential” Bracket
   • Previously, you either passed or failed a competency. Now, if you lack experience in a specific area, you can still succeed by demonstrating transferable skills or showing the ability to learn quickly.
2. Broader, Holistic Questions
   • In addition to competency questions, the panel will ask two broader questions under each capability to understand you more holistically.

These questions will focus on:

• Skills, Strengths, and Knowledge
  Example questions:
  • What strengths have you developed that prepare you for this role?
  • Which areas do you feel least confident in, and why?
  • What skills helped you succeed in this example?
  • How have you developed your knowledge in X?
• Values, Motivation, and Interests
  Example questions:
  • What part of your work excites you the most, and why?
  • What values guided your approach in this scenario?
  • How do your values align with those of the Civil Service?
  • What motivated you to take action in this example?

What’s the Goal?

The new capability framework isn’t just about assessing technical ability—it’s about finding individuals who are aligned with the Civil Service’s mission, values, and vision. This approach ensures that the public sector remains innovative, adaptable, and ready to meet the challenges of the future.

Conclusion

If you’re preparing for an interview, reflect on your skills, experiences, and values to showcase your potential and alignment with this forward-thinking framework.

For more details on the capability framework go to https://www.publicjobs.ie/en/information-hub/capability-framework. Do you need support navigating the interview? Contact me on https://interviewtechniques.ie/contact/

About the Author

Laura McGrath is a qualified executive coach, EMCC Certified with over 20 years’ experience in executive search and recruitment.  She’s the owner of Interview Techniques, a leading provider of interview and career coaching services and has been a guest lecturer with Trinity College Dublin and TU Dublin.  She’s given master interview classes with numerous departments in the Public Sector and has been on Public Sector interview panels. For a consultation, please call 087 669 1192 or go to https://interviewtechniques.ie/contact/