The 2024 Capability Framework Explained

If you have applied for a civil service job in the past year or two and found yourself staring at a document called the “Capability Framework” wondering how it connects to the tests and interview you are about to face, you are not alone. The framework replaced the old Competency Wheel in February 2024, and the changeover happened quietly enough that many candidates are still working off outdated prep materials or forum posts written under the old model.

This post covers what the 2024 Capability Framework actually is, which grades it covers, how it shapes each stage of the selection process, and what it means for your preparation.

What is the 2024 Capability Framework and why did PAS introduce it?

The Civil Service Capability Framework was introduced in February 2024 and rolled out across large-volume civil service campaigns from that point. It replaced the Civil Service Competency Model, sometimes called the Competency Wheel, which had been the basis for recruitment and performance conversations for years.

The shift is more than a name change. The old model was focused largely on competencies - specific, observable behaviours you could evidence with a STAR-format example. The new framework takes a broader view of the whole person. According to publicjobs.ie, it assesses candidates across seven elements:

Behaviours
Skills
Strengths
Knowledge
Values
Motivation
Interests

The idea is that someone’s potential, strengths, and motivation matter alongside their track record of past behaviour. In practice, this changes the tone of interviews. PAS describes the Capability Framework interview as a two-way dialogue rather than a traditional competency grilling. You may still be asked about past behaviour, but you are just as likely to be asked what energises you about the work or how you approach problems you have never faced before.

One important caveat: not every active competition uses the new framework. PAS informs candidates in advance which model applies to their competition. If you are applying now, check your candidate booklet carefully rather than assuming.

Which grades does the framework cover?

The 2024 Capability Framework applies across six grades in the civil service:

Clerical Officer (CO)
Executive Officer (EO)
Administrative Officer (AO)
Higher Executive Officer (HEO)
Assistant Principal Officer (APO)
Principal Officer (PO)

Each grade has its own capability profile on publicjobs.ie, with behaviours and expectations calibrated to what that level of role actually demands. An EO is expected to demonstrate capability at a different depth than a Principal Officer. When you are preparing, you should be reading the profile for your specific grade, not the generic overview.

What are the four dimensions of the framework?

The framework organises capabilities into four dimensions. These are the headings you will see in the grade profiles on publicjobs.ie:

1. Building Future Readiness Adapting to change, developing yourself and others, thinking ahead rather than just managing the present.

2. Leading and Empowering Supporting and motivating people, taking initiative, building effective teams and relationships.

3. Evidence Informed Delivery Using data, analysis, and sound judgement to make decisions and deliver results. This dimension has a strong connection to the numerical and analytical tests at Stage 1.

4. Communicating and Collaborating Communicating clearly in writing and in person, working across teams and organisations, managing stakeholders.

These four dimensions run through everything: the situational judgement test at Stage 1, the job simulation exercise, and the Stage 3 capability interview. The scenarios you face in testing are built around real work situations at your grade, and they are being scored against these capabilities, not just generic office-skills logic.

If you want to understand how each dimension maps to specific SJT scenarios, the Capability Framework behind every SJT scenario goes through that in detail.

How does the Capability Framework connect to the tests?

This is where it gets practical, and where a lot of candidates miss something important.

The Stage 1 online tests typically include verbal reasoning, numerical reasoning, and a situational judgement test. The situational test is not a generic SJT of the kind you would find in a UK-style assessment. The scenarios are specific to the Irish civil service context and the behaviours they are testing map to the Capability Framework dimensions for your grade.

Generic prep tools built for the UK market (and there are several well-known ones) use SHL-style situational judgement tests where you typically pick one best answer. The publicjobs SJT, in contrast, uses a ranked-answer format: you are asked to rank a set of responses from most to least appropriate. The scoring reflects how closely your instincts match the capability profile for your grade.

The first time I sat an SJT I ranked on instinct, treating it like a common-sense quiz. That approach cost me. The ranked format is subtle. A response that looks reasonable in isolation can score poorly if you have ranked it higher than one that more directly reflects the values in the framework - things like evidence-based decision making, collaboration, and supporting rather than overriding colleagues.

The job simulation exercise at Stage 2 (sometimes called the e-tray or inbox exercise) is another point where the framework is directly in play. You read background briefing documents and respond to emails as if you are an officer in the role. The responses you are asked to evaluate, and the written response you produce, are assessed against the same capability dimensions. For more detail on what that exercise looks like, the job simulation test guide covers the format, timing, and structure in full.

Does the framework change how I should approach the interview?

Yes. Under the old Competency Wheel model, the received wisdom was to prepare five or six polished STAR examples and map them to the competency headings. That approach still has value, but the Capability Framework interview is designed to probe more broadly.

PAS describes it as exploring motivation and strengths alongside past behaviour. You should be ready to talk about what kind of work gives you energy, how you approach unfamiliar situations, and what you are actively working to develop - not just what you did in a previous role.

The practical exercise at Stage 3 (held in person at Chapter House, Abbey Street, Dublin 1) also tests analytical and written ability under time pressure. That is grounded in the Evidence Informed Delivery dimension.

For practical help with building STAR answers that are explicitly mapped to each dimension, mapping your answers to the Capability Framework competencies walks through worked examples in the Irish Civil Service context.

FAQ

Is the Capability Framework the same as the old Competency Wheel?

No. The 2024 Capability Framework replaced the Civil Service Competency Model (the Competency Wheel) in February 2024. The new framework assesses seven elements including strengths, motivation, and values, not just observable competency behaviours. Some competitions still run under the old model, so check your candidate booklet.

What capabilities are assessed at Executive Officer level?

The EO capability profile on publicjobs.ie covers all four dimensions: Building Future Readiness, Leading and Empowering, Evidence Informed Delivery, and Communicating and Collaborating. The specific behaviours and the depth of evidence expected are calibrated for the EO grade. Read the EO profile directly on publicjobs.ie rather than relying on a general overview.

Does the Capability Framework affect the numerical test?

The numerical reasoning test is not scored against the Capability Framework directly - it is primarily a cognitive ability measure. Candidates have reported that it is pass/fail gating rather than contributing to the Order of Merit ranking, though PAS does not publish pass marks officially and this can vary by competition. Check your candidate booklet for the rules that apply to your specific competition.

Can I use the sample tests on publicjobs.ie to practice for the capability-based SJT?

The sample tests give you a feel for the format, but they do not fully replicate the ranked-answer experience. The sample SJT on publicjobs.ie does not allow you to practise ranking responses the way the real test works, which means you are not building the instincts that actually matter. Practice that mirrors the real Irish format, including ranked-answer SJTs built around the Capability Framework dimensions, is what you are missing if you rely only on the official samples or on UK-focused prep tools.

Where to start tonight

If you are preparing for an EO, HEO, or AO competition running under the 2024 Capability Framework, the most useful thing you can do before your Stage 1 tests is practise ranked-answer situational judgement in a Civil Service Ireland context. Generic UK-format practice builds the wrong instincts.

PublicServicePathway’s free taster lets you try the format with no card required: start the free taster here. The full bank of SJT scenarios, euro-denominated numerical practice, and interview prep mapped to the Capability Framework starts at €39/month or €149/year - you only pay for the weeks you actually need.

Check the pricing page if you want to see what is included.

The 2024 Capability Framework Explained for Job Applicants