Staring at a blank text box on the Civil Service Jobs portal? You aren’t alone.
Of all the Civil Service Success Profiles behaviours, “Seeing the Big Picture” is often the hardest to write. It feels vague. It feels corporate. And worst of all, you usually only have 250 words to prove you have it.
If you are applying for roles at AO, EO, or HEO level, you might be thinking: “I just do my job, how do I see the big picture?”
This guide will break down exactly what recruiters are looking for, how to structure your answer using the STAR method, and give you two full 250-word examples you can use as inspiration.
What Does “Seeing the Big Picture” Actually Mean?
In the UK Civil Service, this behaviour isn’t about being a philosopher or predicting the future. It is about alignment.
Recruiters want to know that you understand how your specific daily tasks fit into the wider goals of the Department or the Government. They want to see that you are not working in a silo.
According to the official Civil Service Success Profiles, “Seeing the Big Picture” is about having an in-depth understanding and knowledge of how your role fits with and supports organisational objectives and the wider public needs.
The Difference by Grade
The expectations change drastically depending on the grade you are applying for. You must tailor your example to the level of the role.
- For Junior Grades (AA/AO/EO): At this level, you are not expected to set national policy. Instead, you need to show that you understand why your work matters. Do you understand how your administrative task impacts the public? Do you seek to understand the reasons behind changes in your team?
- Key focus: Understanding the impact of your own work on the team and the customer.
- For Management Grades (HEO/SEO): Here, the bar is raised. You need to show that you understand the political, economic, or social impact of your work. Do you consider the long-term implications? Do you understand how your project aligns with the Minister’s priorities?
- Key focus: Aligning activities with wider departmental priorities and anticipating future trends.
The Golden Rule: The STAR Method
To stay within the strict 250-word limit, you must use the STAR method. This is the industry standard for competency-based questions. If you don’t use it, you will likely fail the sift.
- S – Situation (10% of word count): Briefly set the scene. What was the problem?
- T – Task (10% of word count): What was your specific responsibility?
- A – Action (60% of word count): This is the most important part! What did you do? Not “we,” but “I.”
- R – Result (20% of word count): What was the outcome? Use numbers if possible.
Example 1: Administrative Officer (AO) / Executive Officer (EO) Level
Use this style if you are applying for operational, support, or junior management roles.
The Scenario: You noticed a process in your office was inefficient and didn’t serve the customer well.
The Statement:
(Situation) In my previous role as a Customer Support Administrator, I noticed that our team was manually entering data for new client registrations, which caused a backlog of 3 days. This delay was negatively impacting our customer satisfaction scores and did not align with the company’s strategic goal of “Digital First” service.
(Task) I recognized that to support the wider business objective of improving public trust, we needed a faster, more accurate system. I took ownership of finding a solution that would reduce errors and speed up processing.
(Action) I researched the capabilities of our current software and realized we could automate the initial data entry. I drafted a proposal showing how this change would free up 10 hours of staff time per week, allowing the team to focus on complex queries—a key priority for our department head. I presented this to my manager, highlighting not just the time saved, but how this improved the end-user experience. I also took time to explain the benefits to my colleagues to ensure they understood how this change supported our team targets.
(Result) The automation was implemented, reducing the backlog from 3 days to 4 hours. This directly contributed to a 15% increase in customer satisfaction that quarter. By understanding that my administrative task was the “front door” to the organization, I ensured my work supported the wider goal of efficient, modern public service.
Why this example works:
- It links to strategy: It mentions the “Digital First” goal. This shows you read the company strategy.
- It shows ownership: You didn’t just complain about the backlog; you researched a solution.
- It considers the team: You mentioned explaining the benefits to colleagues, which shows you understand the “human” side of the big picture.
Example 2: HEO / SEO Level
Use this style if you are applying for policy, project management, or team leader roles.
The Scenario: You had to make a decision that balanced conflicting needs or considered external factors (like new laws or economic changes).
The Statement:
(Situation) While leading a project to update our internal IT guidance, I became aware of upcoming changes to GDPR legislation that were being debated in Parliament.
(Task) Although my immediate deadline was to publish the guidance quickly, I realized that releasing it without considering the upcoming legislative changes would result in rework later and potential compliance risks for the Department. I needed to ensure our work was future-proof and aligned with the government’s wider data security strategy.
(Action) I paused the immediate rollout and consulted with the Legal and Policy teams to understand the implications of the new bill. I scanned the wider political landscape to anticipate when the changes would come into force. I then re-drafted the guidance to include “future-proofing” clauses. I communicated the delay to stakeholders, explaining that while this slowed us down now, it protected the Department’s reputation and resources in the long term. I also organized a briefing for my team to explain how these external legislative changes impacted our day-to-day work.
(Result) The guidance was published two weeks late but was fully compliant with the new laws that passed the following month. This saved the department an estimated £5,000 in re-printing costs and ensured we maintained the highest standards of data integrity, a key pillar of the Civil Service Code.
Why this example works:
- It looks outwards: It references “Parliament” and “GDPR legislation.” This proves you are looking outside your office walls.
- It balances risk: You showed you could trade off a short-term delay for a long-term gain. This is exactly what HEOs and SEOs are paid to do.
- It mentions reputation: Protecting the Department’s reputation is a huge part of “Seeing the Big Picture” at senior levels.
How to Brainstorm Your Own Examples
If the examples above don’t fit your experience, don’t worry. You likely have a “Big Picture” example hidden in your past work. Use these prompts to find it:
1. The “Why” Prompt
Think of a time you changed a process. Ask yourself: Why did I change it?
- Was it to save money? (Economic Big Picture)
- Was it to help the environment? (Social Big Picture)
- Was it to comply with a new law? (Political Big Picture)
- Was it to improve the customer experience? (Strategic Big Picture)
2. The “Stakeholder” Prompt
Think of a time you had to work with another team or department.
- Did you have to compromise on your goals to help them achieve theirs?
- Did you have to explain how your work impacted them?
- Understanding that your team is just one piece of the puzzle is a classic “Big Picture” trait.
3. The “External Factor” Prompt
Think of a time an outside event changed your work.
- Did a change in the economy force you to cut a budget?
- Did a new competitor force you to change your product?
- Did a change in government policy force you to alter a project?
- Describing how you reacted to these external forces is a great way to score high marks.
Common Mistakes to Avoid
When reviewing thousands of applications, Civil Service sifters see the same mistakes over and over again. Avoid these to stand out.
Mistake 1: Being Too Small
- Bad: “I organized the filing cabinet because it was messy.”
- Good: “I reorganized the filing system to ensure we were compliant with data protection laws, reducing the risk of a security breach.”
- The Fix: Always link your task to a bigger risk or benefit.
Mistake 2: Ignoring the “Action”
Many candidates spend 150 words describing the problem (Situation) and only 50 words on what they did (Action).
- The Fix: Keep your Situation and Task to 2-3 sentences max. The “Action” is where you earn your points.
Mistake 3: Using “We” Instead of “I”
- Bad: “We decided to change the policy.”
- Good: “I proposed a change to the policy…”
- The Fix: The recruiter is hiring you, not your team. Even if it was a team effort, focus on your specific contribution. Did you lead the meeting? Did you write the proposal? Did you spot the error?
3 Tips for Nailing the Word Count
Writing 250 words is harder than writing 1000. You have to be ruthless.
- Cut the Adverbs: You don’t need to say “I passionately and carefully analyzed.” Just say “I analyzed.” It saves words and sounds more professional.
- Focus on “Why”: Don’t just say what you did. Say why it mattered to the organisation. Use phrases like “aligned with departmental goals” or “supporting the wider objective.”
- Don’t Waffle on the Situation: Keep the background story to one sentence. Spend your words on the Action.
Final Thoughts
Writing a “Seeing the Big Picture” statement is about connecting the dots. Show them that you aren’t just a cog in a machine, but that you understand how the machine works and why your part matters.
The Civil Service needs people who can look up from their desks and see the horizon. Whether you are applying to be a Work Coach at the DWP or a Policy Advisor at the Home Office, demonstrating this mindset is your ticket to the interview.
Good luck with your application!
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