0.1 Why have the behaviours been changed?

The fundamentals of the behaviours have not been changed. They are still asking for essentially the same things.

 What has changed is that: * the behaviours are now more structured, with each behaviour split into three ‘strands’ * the language has been revised so that it is clearer, and appropriately encompasses the broad range of skills and experience required within GORS now and in future * ‘Level 1’ or ‘Potential to reach Level 2’ have been removed. All new GORS members enter at Level 2 or above * Level 2 is separated into ‘minimum requirements’ and ‘experienced’. This retains the profession’s ability to bring in new staff as before while maintaining the same standards it has always had at each grade

0.2 Should interviewers ask questions on every strand within each of the behaviours assessed?

In interviews, candidate’s responses often cut across several strands when responding to questioning. The strands can help when asking follow-up questions to identify where more information may be helpful. The interviewer, along with the panel, should use their usual judgement as whether the overall response is sufficient.

0.3 Do the descriptions for lower grades apply to higher grades?

Yes. All behaviours are cumulative. Candidates and interviewers should look at the requirements lower grades (including pre-GORS) to ensure that these are being suitably addressed in both applications and interviews. Vacancy holders should also bear this in mind when drafting job specifications. 

0.4 How does this work for the SCS?

There is a separate Senior Civil Service (SCS) Capability Framework for badged analysts. The table below shows an approximate mapping from the SCS analyst behaviours to the GORS behaviours.

	Knowledge and application of OR	Achieving impact with analysis	Sustaining and developing OR
Accountable for quality, methodology and process of analysis	X	X
Communicating, influencing and consulting to ensure analysis is at the heart of decision making		X	X
Building analytical capability and capacity to deliver			X
Setting strategic analytical direction	X	X	X
Professional Accreditation and Continuous Professional Development			X

0.5 What does this all mean for the interview process?

The process itself has not changed. Interviewers should take the same approach as before, using the behaviours document as a guide to the kind of questions to ask in each area.

0.6 What has happened to GORS Level 1/ Potential to reach Level 2’?

These no longer exist. All GORS members now join as Level 2 or higher.

0.7 What is the difference between GORS Level 2 (minimum) and Level 2 (experienced)?

These are the same grade. The former is a requirement to join GORS, the latter is an expectation of progress after some time in the Civil Service. Members will be assessed against the latter in due course under the process set out by their GORS HoP.

0.8 How do people move from GORS Level 2 (minimum) to Level 2 (experienced)?

For members joining at Level 2, some will be assessed as ‘experienced’ on entry. For those assessed at Level 2 (minimum) the GORS Head(s) of Profession within each department are responsible for setting out this process. Ideally, an experienced external GORS member who is at minimum GORS Level 3 should be involved in this process.

Vacancy managers advertising roles on promotion should ensure that candidates have reached at least Level 2 (experienced).

0.9 What ‘other elements’ of Success Profiles will/should be tested?

This is down to the vacancy holder. It could be any of the others – Civil Service behaviours, Experience, Strengths, etc. For details of GORS recruitment via the mainstream or Fast Stream, please contact GORS CMU.