In a NSW Government capability framework interview, the panel asks behavioural questions tied to the focus capabilities listed in the role description — for example "Commit to customer service" at Adept level — and rates your examples against the behaviours the NSW Public Sector Capability Framework describes for that level. To prepare, find the focus capabilities and their levels in the role description, prepare two examples for each, and pitch every example at the level stated, not below it.
This guide explains the framework (revised in 2026), how focus capabilities are assessed, how the five levels change your answers, and gives a worked example, as of October 2026. For Australian interviews generally, see our job interview tips for Australia.
What is the NSW Public Sector Capability Framework?
The NSW Public Sector Capability Framework is the common language NSW agencies use to write role descriptions, recruit, manage performance and plan careers. It is managed by the Office of the Public Service Commissioner. The current edition is version 3 (2026). According to the factsheet on the revised framework, published in January 2026:
- it keeps the same 20 capabilities across 5 groups: Personal Attributes, Relationships, Results, Business Enablers and People Management
- it keeps 5 levels: Foundational, Intermediate, Adept, Advanced and Highly Advanced
- the framework was first published in 2013, and the revision strengthens customer service, embeds cultural capability, and modernises the Technology capability, including responsible use of digital tools such as automation and artificial intelligence
- agencies should update existing role descriptions by 29 January 2027, and are encouraged to use the revised framework for new recruitment during 2026.
That means your role description may use the original or the revised wording. Prepare from whatever the role description says, and read the behavioural indicators in the current framework for the same capability and level.
The 20 capabilities and practice questions
The capabilities in Personal Attributes, Relationships and Results apply to all roles; Business Enablers apply to most roles; People Management applies only to roles with manager responsibilities. Specialist roles may also list occupation-specific capabilities (for example, ICT roles use the Skills Framework for the Information Age). The practice questions are ones we wrote, not official questions.
| Group | Capabilities | Practice question (ours) |
|---|---|---|
| Personal Attributes | Display resilience and courage; Act with integrity; Manage self; Value diversity and inclusion | "Tell us about a time you raised a concern that others didn't want to hear." |
| Relationships | Communicate effectively; Commit to customer service; Work collaboratively; Influence and negotiate | "Describe a time you used feedback from customers to change how a service worked." |
| Results | Deliver results; Plan and prioritise; Think and solve problems; Demonstrate accountability | "Give an example of a time priorities changed suddenly. How did you re-plan your work?" |
| Business Enablers | Finance; Technology; Procurement and contract management; Project management | "Tell us about a project you kept on track when a key risk emerged." |
| People Management | Manage and develop people; Inspire direction and purpose; Optimise business outcomes; Manage reform and change | "Describe how you led a team through a change it didn't initially support." |
What are focus capabilities and how are they assessed?
A NSW role description sets out the capabilities the role needs, each at a level, and identifies the focus capabilities: the most important capabilities for the role, as the Recruitment and Selection Guide puts it. Under the Government Sector Employment (General) Rules 2014, as amended in September 2019, recruiters must assess the focus capabilities, knowledge and experience for the role; they do not need to assess every capability, as the NSW legal requirements page explains.
The Recruitment and Selection Guide 2025 adds several points that shape your interview:
- Two assessments per focus capability. Each focus capability should be assessed using a minimum of two capability-based assessments, such as the interview, work sample exercises, cognitive ability tests or personality questionnaires.
- An interview is always required. The guide says an interview is needed for all employment decisions in the NSW Public Service.
- Structured behavioural interviews are recommended. All candidates get the same questions and are rated against the same standards on a common rating scale. Assessors may use probing questions to clarify your answer.
- Talent pools. Since the 2019 rule changes, talent pools can last up to 18 months, so a good interview can lead to an offer for a similar role later.
For online tests and assessment centres: take the assessment yourself and follow the employer's rules — use CoPilot Interview to practise beforehand.
How do capability levels change your answer?
The framework says levels show a progressive increase in complexity and skill from Foundational to Highly Advanced, with behaviours at each level building on those below. In practice, the same question needs a broader example at a higher level. Our guidance:
- Foundational and Intermediate — show that you do your own work well: you follow process, keep customers informed, solve problems within your area and know when to escalate.
- Adept — show ownership and improvement: you use data or feedback to change how something works and collaborate across teams to get it done.
- Advanced — show influence across the organisation: you shape systems, policies or partnerships and advise senior stakeholders.
- Highly Advanced — show organisation-wide or sector-wide leadership, culture and strategy.
Example capability-based interview answer
Example we wrote for illustration. Focus capability: Commit to customer service, Adept. Question: "Tell us about a time you used customer feedback to improve a service."
Situation: "I was a senior customer officer in a regional NSW agency. Complaints about our online permit renewals had doubled in three months, and our call centre was taking the overflow."
Task: "My manager asked me to find out why and recommend a fix within six weeks."
Actions: "I pulled three months of complaint and call data and grouped it by cause. Most complaints came from one step where customers had to upload documents in a format our system rejected without explanation. I ran short phone interviews with eight customers who had complained, including two older customers and one who used a screen reader, and worked with our digital team to change the error message and accept two more file types. I also wrote a one-page guide for call centre staff."
Result: "Permit complaints fell back to their previous level within two months, and the call centre recorded fewer renewal calls. We now review complaint data at the start of each month, which is a process I set up."
Why it fits Adept: it uses customer data and feedback, involves people with lived experience, collaborates with another team and leaves a lasting improvement. At Intermediate, resolving the individual complaints well would be enough; at Advanced, the panel would expect influence on wider policy or partnerships.
How to prepare for a NSW Government interview
- Read the role description and list each focus capability with its level.
- Read the behavioural indicators for those capabilities and levels in the current framework.
- Write two STAR examples per focus capability, at least one from the last two years. Our selection criteria interview guide shows how to structure them.
- Use the official tools. The framework pages include a Capability Discovery Tool and a Capability Application Tool with practice interview questions.
- Prepare for probing. Expect "What did you personally do?" and "What would you do differently?"
- Rehearse out loud. Answers that read well on paper often run long when spoken.
Applying for a federal role instead? See our APS interview guide, which covers the Integrated Leadership System. For more question practice, try our behavioural interview questions for Australia.
To rehearse, CoPilot Interview's Mock Interview builds questions from your CV and the role description, reads each one aloud, and scores your spoken answer out of 10 with what worked, what to fix and a model answer. Start in the browser with our AI mock interview; the free plan includes 15 minutes a day with no account.
Practise answering at the right capability level
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How many capabilities are in the NSW Public Sector Capability Framework?
There are 20 capabilities in 5 groups: Personal Attributes, Relationships, Results, Business Enablers and People Management. People Management applies only to roles with manager responsibilities.
What are focus capabilities in a NSW role description?
They are the capabilities most important for the role. NSW rules require recruiters to assess the focus capabilities, knowledge and experience, and the Recruitment and Selection Guide recommends at least two capability-based assessments for each focus capability.
What are the NSW capability levels?
Foundational, Intermediate, Adept, Advanced and Highly Advanced. Each level describes more complex behaviours than the one before, so your example should match the level shown in the role description.
Did the NSW Capability Framework change in 2026?
Yes. A revised version 3 was released in January 2026. It keeps the same 20 capabilities and 5 levels but strengthens customer service, cultural capability and technology. Agencies should update role descriptions by 29 January 2027.
Is an interview always required for NSW Public Service jobs?
Yes. The NSW Recruitment and Selection Guide says an interview is needed for all employment decisions in the NSW Public Service, and recommends structured behavioural interviews.
How should I practise for a NSW capability-based interview?
Write two STAR examples for each focus capability, check them against the behavioural indicators for your level, and rehearse out loud. CoPilot Interview's free Mock Interview scores each spoken answer out of 10.