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STAR method examples for NSW Government jobs

Written by the team at JobMatcha · Last checked 20 September 2026

An interview panel of three people listening to a candidate in a Sydney office

Applying for a NSW Government job through I Work for NSW is different from many other job applications.

You will usually submit a resume, a short cover letter and answers to one or two targeted questions. Your application is assessed against the NSW Public Sector Capability Framework, so the role description matters just as much as the job ad.

This guide explains how to use the STAR method for NSW Government jobs, how to find the focus capabilities, what capability levels such as Adept mean, how to write targeted questions, and how your written examples can help you prepare for the behavioural interview.

The short version

How NSW Government recruitment works

NSW public sector recruitment is capability-based and built on merit. I Work for NSW says a typical application has three parts.

1. Your resume

Your resume should be clear, concise and up to date, with your most recent job first. Focus on the experience that is relevant to the role you are applying for.

Do not assume the panel will automatically see how your previous experience connects to the new job. If the role needs project work, stakeholder communication, customer service, planning or problem solving, make those parts of your experience easy to find.

2. Your cover letter

Your cover letter should be brief. I Work for NSW says a good cover letter is usually no more than 300 words. That means you do not have room to repeat your entire resume.

Use the cover letter to connect your experience to the role and show evidence of the focus capabilities. A useful cover letter should help the panel answer three questions:

3. Your targeted questions

You may also be asked to answer one or two targeted questions. The job ad sets the word limit.

Some targeted questions ask you to describe a specific experience. For example: "Describe a time when you had to explain complex information to people who did not share your background knowledge."

Other questions may ask why you want the role, or how your experience relates to it. Read the wording carefully before choosing a structure. If the question asks for an example, STAR is usually useful. If the question asks why you want the role, answer that question directly rather than forcing it into STAR.

What happens after the written application?

After the application stage come capability-based assessments. This usually includes a behavioural interview, where the panel asks you to expand on examples from your experience. Some roles may also include work-sample tasks or other assessments.

This is why preparing good examples for your written application is useful. The same stories can help you prepare for the interview.

The NSW Public Sector Capability Framework

NSW public sector roles use the NSW Public Sector Capability Framework. The 2026 framework has 20 capabilities in five groups.

Personal attributes

Relationships

Results

Business enablers

People management. These apply to roles that manage people.

What do the capability levels mean?

Each capability has five levels: Foundational, Intermediate, Adept, Advanced and Highly Advanced.

The role description sets the level required for each capability. For example, "Communicate effectively, Adept" expects more than "Communicate effectively, Foundational". Do not look only at the capability name. Look at the level as well.

Under each level, the framework provides behavioural indicators. These describe what effective performance looks like at that level. Use those indicators as a checklist when choosing and checking your examples.

What are focus capabilities?

The focus capabilities are the capabilities the panel places most emphasis on for that role. Your targeted questions will often relate closely to them.

Find the focus capabilities before you start writing. Then make sure your strongest examples show them. Do not simply copy the capability names into your application. The panel needs evidence.

How to find the focus capabilities in a role description

Open the role description for the job. Find the section that lists the capabilities. Write down the focus capability, the required level, and the behavioural indicators at that level. For example:

Communicate effectively. Level: Adept.

Then read the behavioural indicators and ask yourself: "what have I done that shows these behaviours?"

Do not begin with "what impressive story can I tell?" Begin with "what example proves this capability?" A smaller example where your actions are clear can be stronger than a large project where the panel cannot tell what you personally did.

How to use the behavioural indicators

The behavioural indicators help you understand what the panel may be looking for. They are not simply keywords to copy.

After you write your example, go back to the behavioural indicators and ask:

You do not need to squeeze every indicator into one response. Use them to check the quality of your evidence.

The STAR method

STAR stands for Situation, Task, Action and Result. It gives your example a clear structure.

Situation. Briefly explain the context. What was happening? Give the panel enough information to understand the example. Do not spend half your answer telling the history of the project.

Task. Explain what you needed to achieve. What was your responsibility? What problem did you need to solve? Again, keep this fairly short.

Action. This should usually be the largest part of your answer. Explain what you personally did, and be specific. Instead of "I communicated with stakeholders", explain: "I met separately with the operational team and the supplier, identified their main concerns, then prepared a revised implementation plan that addressed both." The second version gives the panel evidence. It also shows judgement.

Result. Explain what happened because of your actions. A result might include a deadline being met, a problem being resolved, a process improving, a complaint being resolved, an error being prevented, money being saved, a project being completed, or a better service outcome. Use a number when you genuinely have one. Do not invent one just because you think every STAR result needs a statistic.

How much should you write in each part?

There is no fixed formula, but the Action section should usually receive the most space. A useful shape is:

One of the most common problems in STAR answers is too much background. Applicants explain the Situation in detail, then run out of space when they reach the part the panel really needs to assess. If you need to cut words, cut background before you cut evidence.

How to write an I Work for NSW cover letter

I Work for NSW says a good cover letter is brief, usually no more than 300 words. That is not much space. Do not try to explain your whole career. A simple structure is:

Opening. State the role and briefly explain why your experience is relevant. For example: "I am applying for the Project Officer role because my experience in stakeholder communication, reporting and coordinating competing priorities closely matches the requirements of the position."

Middle. Give evidence of one or two important focus capabilities. You can use a shortened STAR example. You do not need to label the sections Situation, Task, Action and Result. The structure should simply make the evidence clear.

Closing. Briefly connect your experience back to the role. Do not use the final paragraph only for generic statements such as "I am passionate, hardworking and enthusiastic." Use the limited space to tell the panel something useful.

How to answer a targeted question, step by step

Step 1: read the question twice

Identify every part of the question. For example: "Describe a time when you had to explain complex information to people with different levels of knowledge. What did you do and what was the outcome?"

This asks for a real example, complex information, different audiences, your actions, and the outcome. Your response needs to cover all of these.

Check the focus capabilities in the role description. Which capability appears to connect most closely to the question? Then read the behavioural indicators at the required level.

Step 3: choose the best example

Do not automatically choose the biggest project you have worked on. Choose the example that proves the capability most clearly. A smaller project where your own decisions and actions are obvious can be stronger.

Step 4: write the Action first if you are stuck

If you do not know how to begin, start with "what did I actually do?" Write the actions as rough notes. Then add the Situation and Task. This can stop you wasting too many words on background.

Step 5: explain your judgement

Do not only list tasks. Where relevant, explain why you chose a particular approach.

Weak: "I contacted each stakeholder."

Stronger: "I contacted each stakeholder separately before the meeting because the issue was sensitive and I wanted to understand their concerns before discussing a solution as a group."

The second version shows more about how you think.

Step 6: finish with the result

Ask: what changed? What improved? What did we achieve? What problem was avoided? What happened because of what I did?

Worked example 1: Communicate effectively, Adept

Sample question: "Describe a time you had to explain complex information to people who did not share your background knowledge."

Situation. In my previous role, our unit replaced a paper process with an online form. Hundreds of community members used it, including people with limited English or little confidence using computers.

Task. I needed to help people use the new system without creating an increase in errors or complaints.

Action. I reviewed the original instructions and found several steps that assumed too much technical knowledge. I rewrote them in plain English and created a short visual guide showing each stage. I ran three drop-in help sessions for staff who supported customers. When users continued to have difficulty, I recorded where they became stuck and used that information to improve the instructions.

Result. Within a month, more than 90 per cent of forms were being completed correctly the first time. The revised instructions became the standard version used by the team.

Why this works. The applicant does more than claim to be a good communicator. The example shows different audiences, adjustment of communication, feedback and a clear result.

Worked example 2: Think and solve problems, Adept

Sample question: "Tell us about a time you found and fixed a problem that others had missed."

Situation. While reconciling monthly reports, I noticed a discrepancy that had been carried forward for several months.

Task. The reports were due to senior management and I needed to find the cause without delaying the deadline.

Action. I traced the figures back through previous reporting periods and identified the point where the discrepancy first appeared. I checked the source records and found a duplicated data entry. Rather than only correcting the figure, I documented how the error had occurred and proposed an additional verification step. I briefed my manager with the evidence and recommendation before making the correction.

Result. The reports were completed on time and the error was corrected at its source. The new check prevented the same problem during the following reporting periods.

Why this works. The applicant shows investigation, analysis, judgement and prevention. They do not simply fix the error. They work out why it happened and improve the process.

Worked example 3: Work collaboratively, Intermediate

Sample question: "Describe a time you worked with others to reach a shared goal."

Situation. My team and an external contractor were delivering a community event together, with a fixed public date.

Task. I needed to coordinate the logistics between both groups so tasks were not duplicated or missed.

Action. I created a shared checklist showing each task, deadline and person responsible. I organised short progress meetings twice a week so problems could be identified early. When a supplier withdrew at short notice, I worked with the contractor to identify alternatives and divide the work needed to confirm a replacement that day.

Result. The event went ahead on schedule for more than 200 attendees. Both groups used the same shared planning process for the next event.

Why this works. The applicant shows collaboration through actions. They share information, clarify responsibilities and respond to a problem with the other team.

Worked example 4: Manage self, Adept

Sample question: "Give an example of a time you stayed effective under real pressure."

Situation. A colleague took unexpected leave during the week a major submission was due.

Task. I agreed to complete several of their outstanding sections while continuing to meet my own deadlines.

Action. I listed all outstanding tasks and ranked them according to deadline and risk. I completed the highest-risk item first and sent my manager a short progress update each day so priorities stayed clear. One section required specialist knowledge I did not have, so I asked an experienced colleague to review it rather than risk lowering the quality.

Result. The complete submission was delivered on time and my other critical deadlines were also met.

Why this works. The example does not simply show that the applicant worked hard. It shows prioritisation, judgement, communication, and knowing when to seek help.

Worked example 5: Project management, Adept

Sample question: "Describe a project you coordinated where you had to manage deadlines, risks and different stakeholders."

Situation. I coordinated the introduction of a new booking process across three service locations.

Task. The process needed to be introduced within six weeks without interrupting normal customer service.

Action. I created a project schedule showing the main tasks, owners and deadlines. I met with staff from each location to identify risks and differences in their existing processes. I kept a simple risk log and reviewed it during weekly meetings. When one location fell behind because staff training had been delayed, I reorganised the training schedule and arranged an additional session so the overall implementation date could still be met.

Result. The new process was introduced at all three locations by the planned date, without interrupting normal service.

Why this works. The example shows planning, monitoring, risk management and adjustment when circumstances change. The applicant's own role is also clear.

Worked example 6: Manage and develop people, Adept

Sample question: "Tell us about a time you helped improve the performance of someone you managed."

Situation. A new team member produced accurate work but regularly missed internal deadlines, because they were spending too much time checking minor details.

Task. As their supervisor, I needed to help them improve their time management without reducing the quality of their work.

Action. I met with them privately and asked them to talk me through how they approached each task. We identified the stages where they were spending the most time. I clarified which checks were essential and which were optional, then agreed on smaller milestone times for their next three pieces of work. I reviewed progress with them after each one and adjusted the plan as their confidence improved.

Result. Within six weeks, they were meeting the normal deadlines while maintaining the same level of accuracy. We later used the same milestone approach with another new team member.

Why this works. The answer shows active management, rather than simply telling someone to work faster. The applicant identifies the cause, gives clear expectations, supports improvement and monitors the result.

NSW-specific tips

Match the level. A Highly Advanced capability expects more than a Foundational capability. Use an example that matches the level in the role description. Do not exaggerate a routine example to make it sound more senior.

Cover the focus capabilities across your application. Look at your resume, cover letter and targeted questions together. Make sure your strongest evidence covers the focus capabilities.

Use the role description's words. If the role description uses terms such as "stakeholders", "deliver results" or "plan and prioritise", it is fine to use the same language when it honestly describes your experience. Do not simply copy words without evidence.

Respect the word limit. The ad sets the limit for targeted questions. Use the space carefully. Specific evidence is more useful than long background information.

Keep your examples real. Do not increase the size of a project, change a result or invent a number to make an example sound stronger. You may be asked to explain the details later.

Know the full story. Your written answer may only contain a short version of the experience. At interview, you may be asked why you chose your approach, what went wrong, what you learned or what you would do differently. Know the experience, not just the paragraph you wrote.

Common NSW application mistakes

Mistake 1: writing a generic cover letter

Weak: "I am a hardworking and motivated professional who would be an excellent addition to your organisation." This could be sent to almost any employer.

Stronger: "My experience coordinating stakeholder communication, preparing reports and managing competing deadlines closely matches the requirements of the Project Officer role." The stronger version gives the panel something specific to assess.

Mistake 2: repeating the capability instead of proving it

Weak: "I communicate effectively with a wide range of stakeholders."

Stronger: "I coordinated weekly updates between operational staff, senior managers and an external supplier during a six-week implementation project, changing the level of detail for each audience." The second version provides evidence.

Mistake 3: spending too many words on the Situation

Weak: two long paragraphs explaining how the project started, before the applicant explains what they did.

Stronger: give enough context for the panel to understand the situation, then move to your actions.

Mistake 4: using "we" for everything

Weak: "We developed a new process, spoke to stakeholders and delivered the project." The panel cannot see your contribution.

Stronger: "Our team introduced a new process. I coordinated the stakeholder consultation, prepared the implementation schedule and monitored the issues raised during rollout." The team is still acknowledged, but your work is clear.

Mistake 5: listing actions without explaining judgement

Weak: "I sent emails, arranged meetings and prepared a report."

Stronger: "I met with the operational teams before finalising the report, because their feedback showed that two of the proposed changes would create delays during peak periods." The second version shows why the action mattered.

Mistake 6: no clear result

Weak: "The project was completed."

Stronger: "The project was completed by the agreed date and the new process reduced the average handling time by 15 per cent." Use a number if you genuinely have one. If not, give a clear outcome.

Mistake 7: choosing an example below the required level

If the capability is required at Advanced level, a simple routine example may not show enough complexity. Read the behavioural indicators and choose an example that better reflects the level.

Mistake 8: answering a targeted question with an opinion

Weak: "I believe communication is very important in government."

Stronger: give the specific example the question asks for.

Mistake 9: ignoring part of the question

If the question asks what you did, how you involved stakeholders and what the result was, cover all three. Do not answer only the part you find easiest.

Mistake 10: ignoring the word limit

More words do not automatically mean more evidence. Choose the most relevant information and stay within the limit set in the ad.

How your written answers prepare you for the behavioural interview

Behavioural interviews ask you to give examples from your experience. That makes your written STAR examples useful preparation.

Before the interview, take each example from your application and expand your notes. Know:

Do not memorise your written response word for word. Know the story well enough to explain it naturally. The panel may ask follow-up questions that were not covered in your application.

Frequently asked questions

Does NSW Government still use selection criteria? NSW Government uses a capability-based approach. You usually submit a resume and cover letter and answer one or two targeted questions, all assessed against the NSW Public Sector Capability Framework. Always check the role description.

What are targeted questions? Targeted questions ask you to provide evidence or information that is particularly relevant to the role. Some ask for a specific example. Others may ask why you want the role. The ad sets the word limit.

What are focus capabilities? Focus capabilities are the capabilities the panel places most emphasis on for the role. They are listed in the role description.

What is a capability level? Each capability has one of five levels: Foundational, Intermediate, Adept, Advanced and Highly Advanced. The level describes the standard of performance expected.

What does Adept mean? Adept is one of the five capability levels. If a focus capability is required at Adept level, read the behavioural indicators at Adept level and choose examples that demonstrate those behaviours.

What are behavioural indicators? Behavioural indicators describe what effective performance looks like at each capability level. Use them to help choose and check your examples.

How long should a targeted question answer be? The job ad sets the word limit. Follow the limit shown for the role you are applying for.

How long should an I Work for NSW cover letter be? I Work for NSW says a good cover letter is brief, usually no more than 300 words. Use that space to connect your experience to the role.

Should I use STAR in my cover letter? STAR can help structure a short example in your cover letter. You do not need to label each section.

Should I use STAR for every targeted question? No. Use STAR when the question asks for a specific example, or something you have done. If the question asks why you want the role, answer that directly.

Can I use the same example for more than one capability? Yes, if the example genuinely demonstrates more than one capability. However, using different examples can show a broader range of experience.

Should I use the same examples in the interview? You can. Your written examples are useful interview preparation. Be ready to explain them in more detail.

What if I am changing careers? Focus on the capabilities rather than only your job title. If your previous work demonstrates communication, planning, problem solving, project work, customer service or another capability required by the role, explain that evidence clearly. Our guide on how to explain transferable skills shows how.

What if I cannot think of a perfect example? Do not wait for a perfect story. Choose the example that gives the clearest evidence of the capability and your own contribution.

Final checklist before you submit

Before submitting your NSW Government application, check:

If you can answer yes to these questions, your application is ready to submit.

Sources

Capability names are © State of New South Wales (Office of the Public Service Commissioner) 2026, licensed under Creative Commons Attribution 4.0.

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Every care has been taken to make this guide accurate at the time it was written. It was last checked on 20 September 2026. Requirements change, and they differ between employers, states and individual roles. This guide is a starting point, not advice. The job advertisement, the role description and the responsible authority decide what applies to you. Please confirm anything you rely on before you act on it.

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