5CO03

5CO03

Professional behaviours

and valuing people

Learner Assessment Brief

Version 2021. 1 February 2021

 

Level 5 Associate Diploma in

▪ People Management

▪ Organisational Learning and Development

 

Please write clearly in block capitals.

Centre number

Learner number

Learner surname

Learner other names

 

Assessor name

Assessor signature

 

 

Internal quality assurer name

Internal quality assurer signature

 

 

Assignment start date

Assignment end date

Assignment submission date

Assignment re-submission date for

centre marking (only one re-submission

allowed)

 

Level 5 Associate Diploma

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5CO03

Professional behaviours

and valuing people

This unit focuses on how applying core professional behaviours such as ethical practice, courage

and inclusivity can build positive working relationships and support employee voice and well-being.

It considers how developing and mastering new professional behaviours and practice can impact

performance.

 

CIPD’s insight

Rotten apples, bad barrels and sticky situations: unethical workplace

behaviour (April 2019)

Workplace ethics has been an increasing focus for businesses, policy makers and regulatory

bodies in recent years. In the wake of corporate scandal, talk often turns to how organisations can

change their culture and manage unethical behaviour. But, to make a much-needed change, we

need to understand why unethical behaviour occurs in the first place. With this knowledge,

business leaders and people professionals can take meaningful action to tackle it.

This report Rotten apples, bad barrels and sticky situations: a review of unethical workplace

behaviour, provides evidence-based, practical lessons that people professionals and leaders can

use to minimise the likelihood of unethical behaviour in their workplace.

https://www.cipd.co.uk/knowledge/culture/ethics/ethical-behaviour

Gifford, J., Green, M. and Barends, E. (2019) Rotten apples, bad barrels and sticky situations:

an evidence review of unethical workplace behaviour [online]. Research report. London: CIPD.

 

Diversity and inclusion in the workplace (May 2020)

Understand what diversity and inclusion mean in the workplace and how an effective D&I strategy

can support business. Promoting and supporting diversity in the workplace is an important aspect

of good people management – it’s about valuing everyone in the organisation as an individual.

However, to reap the benefits of a diverse workforce it’s vital to have an inclusive environment

where everyone feels able to participate and achieve their potential. While UK legislation – covering

age, disability, race, religion, gender and sexual orientation among others – sets minimum

standards, an effective diversity and inclusion strategy goes beyond legal compliance and seeks to

add value to an organisation, contributing to employee well-being and engagement.

https://www.cipd.co.uk/knowledge/fundamentals/relations/diversity/factsheet

Miller, J. and Green, M. (2020) Diversity and inclusion in the workplace [online]. Factsheet.

London: CIPD.

 

 

 

Level 5 Associate Diploma

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Case study

You are currently you are working in the People Practice Team and are working on your CIPD

qualification. Your Line Manager is running a break-out session at one of the CIPD Conferences,

showcasing the work of various organisations. The focus of the presentation is on how personal

and ethical values can be applied, including the key role of people practice professionals in

contributing to (if not driving) discussions to influence others with confidence and conviction. The

presentation also aims to explore issues around the human and business benefits of inclusive

behaviours ensuring that people are fairly treated at work. In addition, the presentation is designed

to highlight examples of how this can build positive working relationships and lead to performance

improvement.

Preparation for the Tasks:

▪ At the start of your assignment you are encouraged to plan your assessment work with

your Assessor and where appropriate agree milestones so that they can help you monitor

your progress.

▪ Refer to the indicative content in the unit to guide and support your evidence.

▪ Pay attention to how your evidence is presented, remember you are working in the People

Practice Team.

▪ Ensure that the evidence generated for this assessment remains your own work.

You will also benefit from:

▪ Completing and acting on formative feedback from your Assessor.

▪ Reflecting on your own experiences of learning opportunities and continuous professional

development.

▪ Reading the CIPD Insight, Fact Sheets and related online material on these topics.

 

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Task One – Conference Presentation on

ethical practice in business

Your manager has asked you to prepare a presentation in readiness for delivery to colleagues on

the importance of ethical practice and the business case for such people practices. Your

Presentation Pack must include presentation slides, the evidence you have gathered, and presenter

notes. It is expected that your presentation pack is aimed at the appropriate audience and is of

business format.

You should ensure that your presentation includes a review of the various influences on ethical

practice as well as details of a robust business case for the ethical people practices. You also need

to provide a Briefing paper as a handout for delegates covering the main points of the presentation

in an accessible, easy to read way.

Your presentation should include the following and should refer to the CIPD Profession Map

wherever appropriate:

1) Define the term professional and explain the requirements of a people professional. (1.1)

2) To help explain what is meant by ethical values, give at least three examples of your own

personal values and how this affects how you work and develop working relationships. (1.2)

3) Drawing upon work or personal examples, analyse how you could/have

– Contributed to discussions to ensure people practices are applied.

– How you can effectively communicate to engage and influence others.

– How you might raise issues with situations such as organisational policies or the

approach to leadership that conflict with legislation or ethical values. (1.3, 1.5)

4) Drawing on relevant theory provide a robust argument that includes both the business and

human benefits of people at work feeling included, valued and that they are being treated

fairly (2.1)

5) Identify a people practice initiative that has been put in place in response to some form of

internal or external feedback, set out the purpose of this initiative and explain how you would

evaluate the impact of this initiative paying particular attention to levels of engagement within

the organisation. (2.2, 2.3)

 

Your evidence must consist of:

▪ Briefing document (approximately 1,000 words, refer to CIPD word count policy)

▪ Presentation pack (approximately 1,250 words, refer to CIPD word count policy)

– Slide deck

– Presenter notes

 

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Task Two – CPD portfolio

The purpose of this task is to evidence your approach to Continuous professional development as a

people practice professional in conjunction with the CIPD Profession Map. The task combines a

number of activities which should be presented as a CPD portfolio.

As an introduction to your portfolio it is important to set the scene to your personal learning journey.

Activity 1 – The Context of Professional Development (3.1)

Explain the following;

▪ How the role of a people professional is changing?

▪ What impact are these changes having on our CPD?

▪ What are the key characteristics of a good-practice CPD?

Activity 2 – Self Assessment

The first stage of your CPD should be to understand where you’ve come from, where you are and

where you want to be.

▪ Using the Standards from the CIPD Professional Map, carry out a self-assessment of your

competency against the core behaviours identified, a suggested format is provided. this can

be in any format, but evidence is required to support this activity took place (an example

template is provided in Appendix 1).

▪ From this Self-assessment, plus other forms of feedback identify your strengths and

weaknesses setting personal development objectives to be included within a Professional

Development Plan (3.2).

▪ You now need to consider how you can meet these development objectives, to complete

your PDP. Consider the range of learning opportunities available to you and for each

development objectives decide on the most appropriate initiative to support your learning

journey. (3.3)

Activity 3 – Reflective practice

A key element of our PD is reflecting on our everyday experiences to learn from these, capturing

what went well or mot so well and how we can learn from such situations.

Your reflections should focus on the following scenarios.

▪ Identify times when you have taken responsibility for your work/actions, paying particular

attention to recognising any mistakes you might have made, how you rectified these

mistakes and what you believe you learnt from these experiences. (1.4).

▪ Identify at least two examples that highlight your approach to working inclusively, plus how

you have built positive working relationships with others. Your reflections need to focus on

what you did, and the skills and behaviours demonstrated. (2.4)

Activity 4 – assessing the impact of your learning and CPD.

The final part of our CPD is to measure the overall impact of our learning. To achieve this, you need

to think about and capture the impacts, covering positive as well as negative. What was the impact

on you, your team, your colleagues, your customers, your stakeholders, the organisation or your

 

 

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department? To support this assessment, you will need to complete a record of your learning for the

last 12 months (3.4).

 

Your evidence must consist of:

▪ A CPD portfolio including a Personal Development plan and record of your learning.

(approximately 1,000 words refer to CIPD work count policy).

 

Appendix 1

Task 1 – Self-Assessment against Profession map standard.

Profession Map Standard

Perform well Score 30

Perform satisfactorily

Score 20

Requires further

development Score 10

Reason for judgement

1 Make responsible choices about your work, applying

professional principles and

values

 

2 Consider the purpose and implications of actions,

decisions and people

practices for all

stakeholders

 

3 Raise concerns about people practices and

policies which are not

consistent with values or

legislation

 

4 Provide explanations and reasons for the choices you

make and the advice you

provide

 

5 Demonstrate professionalism and

consistency in what you say

and do in order to build

trust

 

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Assessment Criteria Evidence Checklist

Use this as a checklist to make sure that you have included the required evidence to meet the task.

Please enter the evidence title and where it can be referred to. An example has been provided for

you.

Task 1 – Conference Presentation on ethical

practice in business

Assessment criteria

Evidenced

Y/N Evidence reference

1.1 Appraise what it means to be a people

professional.

Y Presentation deck – slide?

Briefing note (Section ?)

1.2 Recognise how personal and ethical

values can be applied in the context of

people practice.

 

1.3 Contribute confidently to discussions in a

clear, engaging and informed way to

influence others.

 

1.5 Recognise when and how you would raise

matters which conflict with ethical values

or legislation.

 

2.1 Argue the human and business benefits of

people feeling included, valued, and fairly

treated at work linking to related theory.

 

2.2 Design an impactful solution based on

feedback and engagement with others.

 

2.3 Evaluate the impact of the solution to

influence and engage people within an

organisation.

 

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Task 2 – CPD Portfolio

Assessment criteria Evidenced

Y/N Evidence reference

3.1 Explore how the role of a people

professional is evolving and the

implications this has for the continuing

professional development

CIPD Portfolio

3.2 Assess your strengths, weaknesses and

development areas based on self-

assessment and feedback from others.

 

3.3 Formulate a range of formal and/or

informal continuing professional

development (CPD) activities to support

your learning journey.

 

1.4 Reflect how you have taken responsibility

for your work/actions, including

recognising and rectifying mistakes.

 

2.4 Reflect on your own approach to working

inclusively and building positive working

relationships with others.

 

3.4 Reflect on the impact of your continuing

professional development activities on

own behaviour and performance.

 

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Declaration of Authentication

Declaration by learner

 

I can confirm that this assessment is all my own work and where I have used

materials from other sources, they have been properly acknowledged.

 

Learner name:

Learner signature:

Date:

Declaration by Assessor

 

I confirm that I am satisfied that to the best of my knowledge, the work produced is

solely that of the learner.

 

Assessor name:

Assessor signature:

Date:

 

Level 5 Associate Diploma

11

5CO03

Professional behaviours and

valuing people

Assessment Criteria marking descriptors.

Assessors will mark in line with the following assessment criteria (AC) marking descriptors, and will

indicate where the learner sits within the marking band range for each AC.

Assessors must provide a mark from 1 to 4 for each assessment criteria within the unit. Assessors

should use the mark descriptor grid as guidance so they can provide comprehensive feedback that

is developmental for learners. Please be aware that not all the mark descriptors will be present in

every assessment criterion, so assessors must use their discretion in making grading decisions.

The grid below shows the range for each unit assessment result based on total number of marks

awarded across all assessment criteria.

To pass the unit assessment learners must achieve a 2 (Low Pass) or above for each of the

assessment criteria.

The overall result achieved will dictate the outcome the learner receives for the unit, provided

NONE of the assessment criteria have been failed or referred.

Please note that learners will receive a Pass or Fail result from the CIPD at unit level. Referral

grades can be used internally by the centre.

Overall mark Unit result

0 to 25 Fail

26 to 33 Low Pass

34 to 42 Pass

43 to 52 High Pass

 

 

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Marking Descriptors

Mark Range Descriptor

1 Fail Insufficient demonstration of knowledge, understanding or skills (as appropriate) required to meet the AC.

Insufficient examples included, where required, to support answers.

Presentation and structure of assignment is not appropriate and does

not meet the assessment brief.

2 Low Pass Demonstrates an acceptable level of knowledge, understanding or skills (as appropriate) required to meet the AC.

Sufficient and acceptable examples included, where required, to

support answers.

Required format adopted but some improvement required to the

structure and presentation of the assignment.

Answers are acceptable but could be clearer in responding to the task

and presented in a more coherent way.

3 Pass

 

Demonstrates good knowledge, understanding or skills (as

appropriate) required to meet the AC.

Includes confident use of examples, where required, to support each

answer.

Presentation and structure of assignment is appropriate for the

assessment brief.

Answers are clear and well expressed.

4 High Pass Demonstrates a wide range and confident level of knowledge, understanding or skill (as appropriate).

Includes strong examples that illustrate the point being made, that link

and support the answer well.

Answers are applied to the case organisation or an alternative

organisation.

Answers are clear, concise and well argued, directly respond to what

has been asked.

The presentation of the assignment is well structured, coherent and

focusses on the need of the questions.

Includes clear evidence of the use of references to wider reading to

help inform answer.

 

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Marking grid

 

Task two: Assessment criteria Mark 1- 4

3.1 Explore how the role of a people professional is evolving and the

implications this has for the continuing professional development

 

3.2 Assess your strengths, weaknesses and development areas based on

self- assessment and feedback from others.

 

3.3 Formulate a range of formal and/or informal continuing professional

development (CPD) activities to support your learning journey.

 

1.4 Reflect how you have taken responsibility for your work/actions,

including recognising and rectifying mistakes.

 

2.4 Reflect on your own approach to working inclusively and building positive

working relationships with others.

 

3.4 Reflect on the impact of your continuing professional development

activities on own behaviour and performance.

 

Total for this task

 

Total marks for unit

 

Task 1 – Assessment criteria Mark 1 – 4

1.1 Appraise what it means to be a people professional.

1.2 Recognise how personal and ethical values can be applied in the

context of people practice.

 

1.3 Contribute confidently to discussions in a clear, engaging and informed

way to influence others.

 

1.5 Recognise when and how you would raise matters which conflict with

ethical values or legislation.

 

2.1 Argue the human and business benefits of people feeling included,

valued, and fairly treated at work linking to related theory.

 

2.2 Design an impactful solution based on feedback and engagement with

others.

 

2.3 Evaluate the impact of the solution to influence and engage people within

an organisation.

 

Total for this task