Professional Behaviours and Valuing People

5CO03 – Professional Behaviours and Valuing People – Grading grid – Version 1

Assessment criteria Fail (1) Low pass (2) Pass (3) High pass (4)
Task 1 – [Task description]
AC 1.1
Appraise what it means to be a people
professional.
Insufficient definition and explanation and
appraisal of a people professional. With no
application of real examples, wider reading
insights and the CIPD profession map in
terms of professional and personal values.
Insufficient explanation of this definition and
personal values, such as
fairness, honesty,
exclusivity, and the concept of professional
integrity
.
Acceptable definition, explanation and
appraisal of the term ‘professional’ and the
requirements of a people professional.
Acceptable application of real examples,
wider reading insights and the CIPD profession
map in terms of professional and personal
values.
Acceptable explanation of this definition and
personal values, such as
fairness, honesty,
exclusivity, and the concept of professional
integrity
.
Presentation and layout are to an acceptable
standard in line with the assessment brief, with
some improvement required.
Good definition, explanation and appraisal
of the term ‘professional’ and the
requirements of a people professional.
Good application of real examples, such as
your own role, wider reading insights and the
CIPD profession map in terms of professional
and personal values.
Good explanation of this definition and
personal values, such as
fairness, honesty,
exclusivity, and the concept of professional
integrity
.
Presentation and layout are of a good
standard in line with the assessment brief.
Confident definition, explanation and
appraisal of the term ‘professional’ and the
requirements of a people professional.
Confident application of real examples, such
as your own role, wider reading insights and
the CIPD profession map in terms of
professional and personal values.
Confident and evidenced explanation of this
definition and personal values, such as
fairness, honesty, exclusivity, and the concept
of professional integrity.
Presentation is of a high professional standard.
AC 1.2
Recognise how personal and ethical
values can be applied in the context of
people practice.
Insufficient explanation of what is meant by
ethical values and
insufficient wider
reading/academic insights.
Insufficient examples of your own personal
values e.g.,
equality, valuing others, or
fairness
.
Insufficient recognition of how these affect
your work and working relationships.
Acceptable discussion of what is meant by
ethical values and
acceptable wider
reading/academic insights.
A
brief outline of three examples of your own
personal values e.g.,
equality, valuing others,
or fairness.
Acceptable recognition of how these affect
your work and working relationships. How
aligned are your personal values to
organisational values? What can you do if
they are different?
Presentation and layout are to an acceptable
standard in line with the assessment brief, with
some improvement required
Good discussion of what is meant by ethical
values and
some wider reading insights.
A
good discussion on at least three examples
of your own personal values e.g.,
equality,
valuing others, or fairness
.
Good recognition of how these affect your
work and working relationships.
How aligned
are your personal values to organisational
values? What can you do if they are
different?
Presentation and layout are of a good
standard in line with the assessment brief.
Confident discussion of what is meant by
ethical values and wider reading/academic
insights clearly
referenced.
A supported discussion at least three
examples of your own personal values e.g.,
equality, valuing others, or fairness. Clear
context provided.
Confident recognition of specific ways that
these affect your work and working
relationships.
How aligned are your personal
values to organisational values? What can
you do if they are different?
Presentation is of a high professional standard.
(This section covers 3 criteria)
Drawing on work or personal examples, analyse
how you would/have:
AC 1.3 Insufficient explanation of a contextual
example where you have contributed to
Acceptable explanation of a contextual
example where you have contributed to
Good explanation of a contextual example
where you have contributed to discussions
Confident explanation of a contextual
example where you have contributed to

 

Contribute confidently to discussions in a
clear, engaging and informed way to
influence others.
discussions and demonstrated that you are
engaging and well informed.
Insufficient reference to application of good
people practice.
discussions and demonstrated that you are
engaging and well informed.
Examples could include being courageous in
speaking up, ensuring key
processes are
followed or
improving practices in HR, L&D
and OD.
Acceptable range of strengths and
weaknesses included.
Presentation and layout are to an
acceptable
standard in line with the assessment brief, with
some improvement required.
and demonstrated that you are engaging
and well informed.
Examples could include being courageous in
speaking up, ensuring key
processes are
followed or
improving practices in HR, L&D
and OD.
Good range of strengths, weaknesses and
final judgement on the approaches used.
Presentation and layout are of a
good
standard in line with the assessment brief
discussions and demonstrated that you are
engaging and well informed.
Examples could include being courageous in
speaking up, ensuring key
processes are
followed or
improving practices in HR, L&D
and OD.
Confident range of strengths, weaknesses and
final judgement on the approaches used.
Includes evidence of the use of wider reading
references to support approaches and
analysis.
Presentation is of a
high professional standard.
AC 1.4
Reflect how you have taken responsibility
for your work/actions, including recognising
and rectifying mistakes.
Insufficient explanation of a contextual
example where you have
taken
responsibility for your work/actions, with
insufficient reflection, that includes
recognising and rectifying mistakes.
Acceptable explanation of a contextual
example where you have
taken responsibility
for your work/actions, with
some reflection,
that includes recognising and rectifying
mistakes.
An example could be leading a project but
overpromising and spending longer/more
money.
Acceptable explanation of any mistakes and
how these were rectified.
Presentation and layout are to an
acceptable
standard in line with the assessment brief, with
some improvement required.
Good explanation of a contextual example
where you have
taken responsibility for your
work/actions, with
good reflection, that
includes recognising and rectifying mistakes
An example could be leading a project but
overpromising and spending longer/more
money.
Good explanation of any mistakes and how
these were rectified.
Includes
some insight into what you learned
from these mistakes.
Presentation and layout are of a
good
standard in line with the assessment brief.
Confident explanation of a contextual
example where you have
taken responsibility
for your work/actions, with
insufficient
reflection, that includes recognising and
rectifying mistakes.
An example could be leading a project but
overpromising and spending longer/more
money.
Confident explanation of any mistakes and
how these were rectified.
Includes
valuable insight into what you
learned from these mistakes.
Includes evidence of the use of wider reading
references to underpin approaches and
reflection.
Presentation is of a
high professional standard.
AC 1.5
Recognise when and how you would raise
matters which conflict with ethical values
or legislation.
Insufficient explanation of a contextual
example where you have
raised concerns
regarding conflicts with ethical values or
legislation.
Insufficient references to organisational
policies or leadership approaches.
Acceptable explanation of a contextual
example where you have
raised concerns
regarding conflicts with ethical values or
legislation.
Examples could include discrimination,
harassment, or unfair dismissal processes.
Acceptable references to organisational
policies or leadership approaches such as
Whistleblowing, CIPD values and Code of
Conduct.
Presentation and layout are to an acceptable
standard in line with the assessment brief, with
some improvement required.
Good explanation of a contextual example
where you have
raised concerns regarding
conflicts with ethical values or legislation.
Examples could include discrimination,
harassment, or unfair dismissal processes.
Good references to organisational policies or
leadership approaches such as
Whistleblowing, CIPD values and Code of
Conduct, as well as references to key
legislation such as The Equality Act 2010 or
Employment Rights Act 1996.
Includes some reflection on the conversation,
including some techniques and impacts.
Presentation and layout are of a good
standard in line with the assessment brief.
Confident explanation of a contextual
example where you have
raised concerns
regarding conflicts with ethical values or
legislation.
Examples could include discrimination,
harassment, or unfair dismissal processes.
Confident references to organisational policies
or leadership approaches such as
Whistleblowing, CIPD values and Code of
Conduct, as well as references to key
legislation such as The Equality Act 2010 or
Employment Rights Act 1996.
Includes confident reflection on the
conversation, including some techniques and
impacts.

 

Includes evidence of the use of wider reading
references to underpin approaches and
analysis.
Presentation is of a
high professional standard.
AC 2.1
Argue the human and business benefits of
people feeling included, valued, and fairly
treated at work linking to related theory.
Insufficient argument for ethical people
practice underpinned with
insufficient
supporting theory.
Insufficient discussion on the business and
human benefits of people at work feeling
included, valued, and fairly treated.
Acceptable argument for ethical people
practice underpinned with
some supporting
theory, such as Rock, Maslow, and Pink.
Acceptable discussion on the business and
human benefits of people at work feeling
included, valued, and fairly treated. E.g.,
What does Pink say about motivation and
reward? How does this support your
argument?
You could consider job satisfaction or
enhanced worker well-being, reduced
sickness or increased retention.
You
could apply the CIPD Insight report here.
Presentation and layout are to an acceptable
standard in line with the assessment brief, with
some improvement required.
Good argument for ethical people practice
underpinned with supporting theory, such as
Rock, Maslow, and Pink.
Good discussion on the business and human
benefits of people at work feeling included,
valued, and fairly treated. E.g.,
What does
Pink say about motivation and reward? How
does this support your argument?
Includes a good workplace example such as
job satisfaction or enhanced worker well
being, reduced sickness or increased
retention.
You
could apply the CIPD Insight report here.
Presentation and layout are of a good
standard in line with the assessment brief.
Confident and robust argument for ethical
people practice underpinned with supporting
theory, such as Rock, Maslow, and Pink.
Confident and well supported discussion on
t
he business and human benefits of people at
work feeling included, valued, and fairly
treated. E.g.,
What does Pink say about
motivation and reward? How does this
support your argument?
Includes a confident workplace example such
as job satisfaction or enhanced worker well
being, reduced sickness or increased
retention.
Includes evidence, in the form of wider
reading references, to support your argument,
such as
the CIPD Insight report.
Presentation is of a high professional standard.
(This section covers two criteria)
Using your own example of providing a people
practice solution to meet a particular need, or
a hypothetical example such as introducing a
new policy or reward initiative,
comment on
how you would/have:
AC 2.2
Design an impactful solution based on
feedback and engagement with others.
Insufficient example of a solution that meets
a particular need.
Insufficient commentary on how you would
have ensured the design was informed by
others.
Acceptable identification of an example of a
solution that
meets a particular need, with
some insight into the
need and reasons for the
solution.
Acceptable commentary on how you
would/have ensured the design was informed
by others.
An example of this could be introducing
flexible working in response to an
engagement survey and benchmarking
research.
Some consideration of who was/would be
impacted by the solution.
Presentation and layout are to an acceptable
standard in line with the assessment brief, with
some improvement required.
Good identification of an example of a
solution that
meets a particular need, with
good insight into the need and clear reasons
for the solution.
Good commentary on how you would/have
ensured the design was informed by others.
An example of this could be introducing
flexible working in response to an
engagement survey and benchmarking
research.
Clear consideration of who was impacted by
the solution, with an explanation of
stakeholders and benefits.
Presentation and layout are of a good
standard in line with the assessment brief.
Confident identification of an example of a
solution that
meets a particular need, with
confident insight into need and supported
reasons for the solution.
Confident commentary on how you
would/have ensured the design was informed
by others.
An example of this could be introducing
flexible working in response to an
engagement survey and benchmarking
research.
Confident consideration and analysis of who
was impacted by the solution, with an
explanation of stakeholders and benefits.
Presentation is of a high professional standard.

 

AC 2.3
Evaluate the impact of the solution to
influence and engage people within an
organisation.
Insufficient explanation of how you
evaluated/would evaluate the impact of
the solution, to measure levels of
engagement with, and how well it met the
needs of, those it was aimed at.
Acceptable explanation of how you
evaluated/would evaluate the impact of the
solution, to measure levels of engagement
with, and how well it met the needs of, those it
was aimed at.
Good explanation of how you
evaluated/would evaluate the impact of the
solution, to measure levels of engagement
with, and how well it met the needs of, those
it was aimed at
.
Includes
some insight into whether objectives
have been met, how the solution was
managed and whether the employees
accepted the solution.
Presentation and layout are of a good
standard in line with the assessment brief.
Confident explanation of how you
evaluated/would evaluate the impact of the
solution, to measure levels of engagement
with, and how well it met the needs of, those it
was aimed
.
Includes
clear insight into whether objectives
have been met, how the solution was
managed and whether the employees
accepted the solution.
Ends with a final judgement.
Presentation is of a high professional standard.
Task 2 – [Task description]
AC 3.1
Explore how the role of a people
professional is evolving and the
implications this has for the continuing
professional development.
Insufficient definition and explanation of the
concepts of CPD and Reflective Practice.
Insufficient exploration of how the role of a
people professional is changing.
Insufficient exploration of the impact these
changes have on our CPD.
Insufficient explanation of key
characteristics of good-practice CPD.
Acceptable definition and explanation of the
concepts of CPD e.g., “
a combination of
approaches, ideas and techniques that will
help you manage your own learning and
growth”
(CIPD) and Reflective Practice.
Acceptable exploration of how the role of a
people professional is changing. e.g.:
People practice moving from admin
to strategy
The people professional is more
people-focused and tech-savvy
More specialisms and job titles e.g.,
Chief Happiness Officer, Chief Heart
Officer, Lead People Data Scientist
etc.
Acceptable exploration of the impact these
changes have on CPD e.g., the activities,
duration and/or technology.
Acceptable explanation of some key
characteristics of a good-practice CPD.
Presentation and layout are to an
acceptable
standard in line with the assessment brief, with
some improvement required.
Good definition and explanation of the
concepts of CPD e.g., “
a combination of
approaches, ideas and techniques that will
help you manage your own learning and
growth”
(CIPD) and Reflective Practice.
Good exploration of how the role of a people
professional is changing, with some of your
own workplace examples. e.g.:
People practice moving from admin
to strategy
The people professional is more
people-focused and tech-savvy
More specialisms and job titles e.g.,
Chief Happiness Officer, Chief Heart
Officer, Lead People Data Scientist
etc.
Good exploration of the impact these
changes have on CPD, e.g., the activities,
duration and/or technology.
Good explanation of some key
characteristics of a good-practice CPD.
You could link this back to the CIPD
profession map.
Presentation and layout are of a good
standard in line with the assessment brief
Confident definition and explanation of the
concepts of CPD e.g., “
a combination of
approaches, ideas and techniques that will
help you manage your own learning and
growth”
(CIPD) and Reflective Practice.
Confident exploration of how the role of a
people professional is changing, with some of
your own workplace examples. e.g.:
People practice moving from admin
to strategy
The people professional is more
people-focused and tech-savvy
More specialisms and job titles e.g.,
Chief Happiness Officer, Chief Heart
Officer, Lead People Data Scientist
etc.
Confident exploration of the impact these
changes have on CPD, including some
impact on your own CPD, e.g., the activities,
duration and/or technology.
Confident explanation of some key
characteristics of a good-practice CPD.
Includes evidence of the use of wider reading
references, including the
CIPD profession
map.
Presentation is of a high professional standard.
AC 2.4 & 3.2
Reflect on your own approach to working
inclusively and building positive working
relationships with others.
Incomplete Self-assessment e.g.:
Less than three CIPD Profession Map
core behaviours included.
(Ethical
Practice, Valuing People, and
Working Inclusively)
Insufficient scores applied
Insufficient reasoning for the scores
Less than
two pieces of feedback regarding
strengths and weaknesses as a people
Complete Self-assessment which includes:
At least three CIPD Profession Map
core behaviours included.
(Ethical
Practice, Valuing People, and
Working Inclusively)
Scores
Reasoning for the scores
Two pieces of feedback regarding strengths
and weaknesses as a people professional.
Complete Self-assessment which includes:
At least three CIPD Profession Map
core behaviours included.
(Ethical
Practice, Valuing People, and
Working Inclusively)
Scores
Reasoning for the scores
Two pieces of feedback regarding strengths
and weaknesses as a people professional.
Complete Self-assessment which includes:
At least three CIPD Profession Map
core behaviours included.
(Ethical
Practice, Valuing People, and
Working Inclusively.)
Scores
Reasoning for the scores
Two pieces of feedback regarding strengths
and weaknesses as a people professional.

 

Further information
Please note: the examples given above are for guidance but not an exhaustive list. Therefore, if a learner selects to use examples not included above but in line with the criteria they
should be graded accordingly.

 

professional. (This can be from peers, line
managers or customers).
(This can be from peers, line managers or
customers).
Presentation and layout are to an acceptable
standard in line with the assessment brief, with
some improvement required.
(This can be from peers, line managers or
customers).
Good summary of self-assessment and
feedback.
Presentation and layout are of a good
standard in line with the assessment brief.
(This can be from peers, line managers or
customers).
Confident summary of self-assessment and
feedback.
Presentation is of a high professional standard.
AC 3.2 & 3.3
Assess your strengths, weaknesses and
development areas based on self
assessment and feedback from others.
Formulate a range of formal and/or
informal continuing professional
development (CPD) activities to support
your learning journey.
Insufficient identification of weaker areas;
with less than three development
objectives.
Incomplete PDP.
Insufficient explanation of how you plan to
meet these objectives in terms of the
specific development activities e.g.,
reading a book, attending a seminar,
leading a project, being mentored etc.
Acceptable identification of weaker areas;
with at least three development objectives.
Complete PDP.
Acceptable explanation of how you plan to
meet these objectives in terms of the specific
development activities e.g.,
reading a book,
attending a seminar, leading a project, being
mentored etc.
E.g., if one of your objectives is to improve
communication skills, your development
activities could include watching a specific
Ted Talk and coaching.
Presentation and layout are to an acceptable
standard in line with the assessment brief, with
some improvement required.
Good identification of weaker areas; with at
least three development objectives.
Complete PDP.
Good explanation of how you plan to meet
these objectives in terms of the specific
development activities e.g.,
reading a book,
attending a seminar, leading a project, being
mentored etc.
E.g., if one of your objectives is to improve
communication skills, your development
activities could include watching a specific
Ted Talk and coaching
Good justification included.
Presentation and layout are of a good
standard in line with the assessment brief.
Confident identification of weaker areas; with
at least three development objectives.
Complete PDP.
Confident explanation of how you plan to
meet these objectives in terms of the specific
development activities e.g.,
reading a book,
attending a seminar, leading a project, being
mentored etc.
E.g., if one of your objectives is to improve
communication skills, your development
activities could include watching a specific
Ted Talk and coaching.
Includes details of specific resources and
references where appropriate.
Confident justification included.
Presentation is of a high professional standard.
AC 3.4
Reflect on the impact of your continuing
professional development activities on own
behaviour and performance
Insufficient reflection i.e., less than six entries
over a period of at least six months.
Some/all the following omitted:
Dates
What you did
Why you completed this activity
What you learnt from the activity
How you will use this in the future
Acceptable reflection i.e., at least six entries
over a period of at least six months.
Some insight into the following:
Dates
What you did
Why you completed this activity
What you learnt from the activity
How you will use this in the future
Presentation and layout are to an acceptable
standard in line with the assessment brief, with
some improvement required.
Good reflection i.e., a good range of entries
over a period of at least six months.
Good insight into the following:
Dates
What you did
Why you completed this activity
What you learnt from the activity
How you will use this in the future.
Presentation and layout are of a good
standard in line with the assessment brief.
Confident reflection i.e., a wider range of
entries over a period of at least six months.
Detailed discussions relating to the following:
Dates
What you did
Why you completed this activity
What you learnt from the activity
How you will use this in the future.
Presentation and layout are of a high
professional standard.