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 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 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.