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
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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.
Level 5 Associate Diploma
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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
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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
