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3CO03
Core behaviours for people
professionals
Learner Assessment Brief
Assessment ID / CIPD_3CO03_23_01
Level 3
Foundation Certificate in
People Practice
•
Version 1 – Released June 2023
•
Expires June 2024
•
Study Centre information only: Last moderation window is September 2024
Please write clearly in block capitals.
Centre number:
1
Centre name:
1
8
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Prime L&D
Learner number (1st 7 digits of CIPD
Membership number):
Learner surname:
Learner other names:
Unit code:
3CO03
Unit title:
Core behaviours for people professionals
Assessment ID:
CIPD_3CO03_23_01
Assessment start date:
Assessment submission date:
First resubmission date for centre
marking – if applicable:
Second resubmission date for centre
marking – if applicable:
Declared word count:
Version 1 – Released June 2023
2
Level 3 Foundation Certificate in People Practice
3CO03
Core behaviours for people
professionals
This unit introduces the core behaviours for people professionals, focusing on ethical practice to
create value. It considers how certain ways of thinking and acting should be universally consistent,
even in new and challenging situations, to promote a sense of wellbeing and inclusivity in the
organisation.
CIPD’s insight
HR and standards (December 2022)
This factsheet explains what British and International standards in HR are and why they matter. It
introduces the British and International HR standards already published or under development and
outlines the CIPD involvement in their development. Whether or not organisations have a
dedicated HR team, they will at some point need guidance on ethical and effective human
resource management practice in areas such as workforce planning, recruitment, inclusion and
diversity, learning and development, and human capital reporting. British and International
standards provide such guidance. International experts develop them, in collaboration with key
stakeholders. These standards advocate responsible people management practices and support
the organisations that adopt them to improve their organisational resilience and sustainability.
https://www.cipd.co.uk/knowledge/strategy/hr/standards-factsheet
Equality, diversity and inclusion (EDI) in the workplace (November 2022)
Promoting and delivering EDI in the workplace is an essential aspect of good people management.
To reap the benefits of EDI, it’s about creating working environments and cultures where every
individual can feel safe, a sense of belonging and is empowered to achieve their full
potential. Whilst legal frameworks vary across different countries, in the UK the Equality Act 2010
provides legal protection for nine protected characteristics: age, disability, gender reassignment,
marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual
orientation. However, an effective EDI strategy goes beyond legal compliance and seeks to take
an intersectional approach adding value to an organisation, contributing to the wellbeing and
equality of outcomes and impact on all employees. This includes: accent, age, caring
responsibilities, colour, culture, visible and invisible disability, gender identity and expression,
mental health, neurodiversity, physical appearance, political opinion, pregnancy and
maternity/paternity and family status and socio-economic circumstances amongst other personal
characteristics and experiences. This factsheet explores what workplace equality inclusion and
diversity (EDI) means, and how an effective strategy is essential to an organisation’s business
objectives. It looks at the rationale for action and outlines steps organisations can take to
implement and manage a successful EDI strategy, from recruitment, selection, retention,
communication and training to addressing workplace behaviour and evaluating progress.
https://www.cipd.co.uk/knowledge/fundamentals/relations/diversity/factsheet#6428
Ethical practice and the role of people professionals (August 2022)
Scandals involving workplace harassment and poor treatment of workers have highlighted what
can happen when ethics aren’t integral to the way organisations operate. With unique access to
Version 1 – Released June 2023
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Level 3 Foundation Certificate in People Practice
staff throughout their careers, as well as opportunities to influence an organisation’s strategy and
the way it manages its workforce, people professionals are uniquely placed to support embedding
principled decision-making into daily practice. Ethics are at the heart of professionalism. To create
cultures of transparency and trust, practitioners should demonstrate strong standards of integrity
when advising business leaders.
This factsheet explores what ethical practice means and why it matters in an organisational
context. It outlines the trade-offs involved in upholding ethical values and the challenges faced by
people professionals. Finally, it looks at the profession’s role in creating ethical organisational
cultures.
https://www.cipd.co.uk/knowledge/culture/ethics/role-hr-factsheet
Ethics at work: an employer’s guide
Ethical values provide the moral compass by which we live our lives and make decisions: ‘doing
the right thing’ because it’s the right thing to do. However, there are several reasons why unethical
behaviour continues to happen in the workplace, from individual actions and choice to industrywide indiscretions and compromising decisions.
In this guide, we discuss the red flags to watch out for, along with practical tips and resources to
safeguard your organisation and people against ethical breaches and misconduct. The guide
draws on – and complements – the latest CIPD research, and features nine areas of action
employers can prioritise to ensure they behave ethically. If you’re an employer or manager looking
to foster and encourage ethical behaviour in your organisation, you’ll find the practical advice you
need in this guide.
https://www.cipd.co.uk/knowledge/culture/ethics/ethics-work-guide
Please note that the purpose of this insight is to link you to CIPD’s research and evidence within the subject
area, so that you can engage with the latest thinking. It is not provided to replace the study required as part
of the learning or as formative assessment material.
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.
▪
Make sure 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 continuing professional
development.
▪
Reading the CIPD Insight, Fact Sheets and related online material
on these topics.
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Level 3 Foundation Certificate in People Practice
Task One – Ethical practice review
A key responsibility for all ‘professionals’ is to regularly review and develop our performance at
work. This includes reviewing our work and interpersonal behaviours – a particularly important
activity for people professionals.
In this task, you as a people professional (working or student), are asked to answer 4 review
questions about your work behaviours, with a particular focus on ethics, inclusivity and how you
interact with others.
To complete the task, please respond to all four questions below. Your responses should reflect a
sound understanding of ethical and inclusive people practice and include a mix of explanation
(description/discussion) along with examples, as required by the question.
1) Explain one ethical principle and one professional value that you consider to be important,
and which underpin your behaviour at work (or in your studies). For each of these, provide
a real example of HOW they inform your approach to work. (AC1.1)
2) Describe, with examples, two ways in which you as a people professional conform (or, in
future employment, would conform) with ethics related legislation. (AC1.2)
3) For each of the three contexts (a, b, c) below, describe one example of how you have
behaved in a way that was inclusive and respectful to others, and one way in which you
could further enhance your behaviour. (AC2.1)
a) contributing your views and opinions
b) clarifying problems or issues
c) working effectively as part of a team
4) Explain why it is important for a people practice professional to stay up-to-date with
developments in the world of work and people practice and recommend two methods you
have found most effective for this purpose. (AC2.2)
Your evidence must consist of:
▪
A written response, clearly responding to the four questions above. (Approximately 1250
words, refer to CIPD word count policy).
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Level 3 Foundation Certificate in People Practice
Task One – Ethical practice paper
Explain one ethical principle and one professional value that you consider to be important, and which
underpin your behaviour at work (or in your studies). For each of these, provide a real example of HOW
they inform your approach to work. (AC1.1) If you use secondary sources you should include your short
references in the narrative here. Wordcount: Approximately 300 words.
Type here…
Describe, with examples, two ways in which you as a people professional conform (or, in future
employment, would conform) with ethics related legislation. (AC1.2) If you use secondary sources you
should include your short references in the narrative here. Wordcount: Approximately 300 words.
Type here…
▪
For each of the three contexts (a, b, c) below, describe one example of how you have behaved in
a way that was inclusive and respectful to others, and one way in which you could further
enhance your behaviour. (AC2.1)
a)
contributing your views and opinions
b)
clarifying problems or issues
c)
working effectively as part of a team
If you use secondary sources you should include your short references in the narrative here. Wordcount:
Approximately 300 words.
Type here…
Explain why it is important for a people practice professional to stay up-to-date with developments in
the world of work and people practice and recommend two methods you have found most effective for
this purpose. (AC2.2) If you use secondary sources you should include your short references in the narrative
here. Wordcount: Approximately 300 words.
Type here…
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Level 3 Foundation Certificate in People Practice
Task Two – Professional Development
This task continues your professional review by requiring you to consider the impact of your
chosen CPD activities on your performance and behaviours.
To complete the task, you are asked to provide a record of how you have proactively maintained
and upgraded your knowledge and skills over the last 12 months, along with a review of the impact
of these activities.
Your record should be presented as an attachment to your assignment, either in the form of a
formal/structured CPD Record or as pages from the CIPD ‘My CPD Reflections’ tool. (AC2.3)
Your record(s) must include the following:
▪
A description of three CPD activities, undertaken within the last 12 months, that you
consider having impacted on your work performance or behaviours.
The three ‘activities’ may be anything that supported your development, for example:
planned/formal development activities such as learning events or programmes;
unplanned/informal activities such as researching online, watching a video, or reading a
book; or work-based activities such as participating in a particular work project or simply
putting yourself in a work role or position that you knew would stretch and develop you.
▪
And for each of these three activities, a reflection on how they have impacted your
work performance or behaviours.
For example: did you gain a greater understanding of, or more knowledge about,
something and if so, how has that impacted your behaviour? How are you, or is your
performance, different because of the learning undertaken? Was the activity worth doing in
terms of its impact on your behaviour or performance? Did the activity make you aware of,
or perhaps generate, other development needs? What conclusions did you draw from this
for further activities?
Your evidence must consist of:
Your evidence must consist of one of the following:
▪
▪
A formal/structured CPD Record, edited to include just the three selected activities OR,
A report (or reports) from the CIPD ‘My CPD Reflections’ tool, covering the three selected
activities (please note: CIPD pre-populated question text is excluded from word count).
(Approximately 750 words, refer to CIPD word count policy)
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Level 3 Foundation Certificate in People Practice
Task Two – Professional Development Record
Demonstrate proactive approaches to developing, recording and reflecting on your professional
knowledge, skills and experiences. (AC 2.3) If you use secondary sources you should include your short
references in the narrative here.Wordcount: Approximately 800 words.
Type here…
References
Please provide your full long reference list here if you have used secondary sources. The Harvard method
is preferable.
LONG REFERENCES
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Level 3 Foundation Certificate in People Practice
Assessment Criteria Evidence Checklist
You may find the following checklist helpful to make sure that you have included the required
evidence to meet the task. This is not a mandatory requirement as long as it is clear in your
submission where the assessment criteria have been met.
Task 1 – Professional Review
Assessment criteria
Evidenced
Y/N
Evidence reference
Evidenced
Y/N
Evidence reference
1.1 Explain ethical principles and professional
values including how these can inform
approaches to work.
1.2 Specify ways in which you conform
consistently with relevant regulation and
law within the context of ethics and
professional practice.
2.1 Summarise ways of demonstrating
respectful and inclusive working, in
relation to:
•
contributing your views and
opinions
•
clarifying problems or issues
•
working effectively as part of a team.
2.2 Recommend ways in which you can show
inquisitiveness about issues and
developments in the people profession
and the wider world of work.
Task 2 – Professional Development
Assessment criteria
2.3 Demonstrate proactive approaches to
developing, recording and reflecting on
your professional knowledge, skills and
experiences.
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Level 3 Foundation Certificate in People Practice
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*
*This should be the date on which you
submit your assessment
Version 1 – Released June 2023
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Level 3 Foundation Certificate in People Practice
3CO03
Core behaviours for people
professionals
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 9
Fail
10 to 12
Low Pass
13 to 16
Pass
17 to 20
High Pass
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Level 3 Foundation Certificate in People Practice
Marking Descriptors
Mark Range
1
Fail
Descriptor
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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Level 3 Foundation Certificate in People Practice
Marking grid and feedback for learner
Unit 3CO03: Assessor Feedback to Learner
Centre number
Centre name
Learner number (1st 7 digits
of CIPD Membership number)
Learner surname
Learner other names
Please enter your centre number here
Please enter your centre name here
Please enter the learner number here. Must be 1st 7
digits of CIPD membership number
Please enter learner surname here
Please enter learner other names here e.g., first name
and middle name(s)
TASK 1
AC
Number
1.1
Assessment Criteria
Explain ethical principles and professional values including how
these can inform approaches to work.
Please enter your Assessor feedback here
Please enter your Assessor feedback here for resubmission 1 (if
applicable)
Please enter your Assessor feedback here for resubmission 2 (if
applicable)
1.2
Specify ways in which you conform consistently with relevant
regulation and law within the context of ethics and professional
practice.
Please enter your Assessor feedback here
Please enter your Assessor feedback here for resubmission 1 (if
applicable)
Please enter your Assessor feedback here for resubmission 2 (if
applicable)
2.1
Mark
1-4
Enter
mark
here
Enter
mark
here
Enter
mark
here
Enter
mark
here
Enter
mark
here
Enter
mark
here
Summarise ways of demonstrating respectful and inclusive
working, in relation to:
•
•
•
contributing your views and opinions
clarifying problems or issues
working effectively as part of a team
Please enter your Assessor feedback here
Enter
mark
here
Version 1 – Released June 2023
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Level 3 Foundation Certificate in People Practice
Please enter your Assessor feedback here for resubmission 1 (if
applicable)
Please enter your Assessor feedback here for resubmission 2 (if
applicable)
2.2
Recommend ways in which you can show inquisitiveness about
issues and developments in the people profession and the wider
world of work.
Please enter your Assessor feedback here
Please enter your Assessor feedback here for resubmission 1 (if
applicable)
Please enter your Assessor feedback here for resubmission 2 (if
applicable)
Total marks for Task 1:
Total marks for Task 1 (resubmission 1 if applicable):
Total marks for Task 1 (resubmission 2 if applicable):
Enter
mark
here
Enter
mark
here
Enter
mark
here
Enter
mark
here
Enter
mark
here
Enter
total
marks
here
Enter
total
marks
here
Enter
total
marks
here
TASK 2
AC
Number
2.3
Assessment Criteria:
Demonstrate proactive approaches to developing, recording and
reflecting on your professional knowledge, skills and experience.
Please enter your Assessor feedback here
Please enter your Assessor feedback here for resubmission 1 (if
applicable)
Please enter your Assessor feedback here for resubmission 2 (if
applicable)
Total marks for Task 2:
Mark
1-4
Enter
mark
here
Enter
mark
here
Enter
mark
here
Enter
total
marks
here
Version 1 – Released June 2023
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Level 3 Foundation Certificate in People Practice
Total marks for Task 2 (resubmission 1 if applicable):
Total marks for Task 2 (resubmission 2 if applicable):
Total marks for UNIT:
Enter total unit
marks here
Total marks for UNIT
(resubmission 1 if applicable):
Enter total unit
marks here
Total marks for UNIT
(resubmission 2 if applicable):
Enter total unit
marks here
Enter
total
marks
here
Enter
total
marks
here
Grade: Enter
grade
here
Grade (resubmission 1 Enter
if applicable): grade
here
Grade (resubmission 2 Enter
if applicable): grade
here
Assessor Feedback Summary:
Please enter your summary and developmental points for the learner here. Please use a
different font colour for any resubmission comments.
Assessor name:
Assessor signature:
I confirm that I am
satisfied that to the best
of my knowledge, the
work produced is solely
that of the learner.
Date:
IQA name:
IQA signature:
Date:
Please enter your Assessor name here
Please enter your Assessor signature here
Please enter date here
Please enter your IQA name here
Please enter your IQA signature here
Please enter date here
Version 1 – Released June 2023
15
Unit 3CO03
Core Behaviours for People
Professionals
WORKBOOK
2 | Page
Contents
LO1………………………………………………………………………………………………………………………………………………………………………….3
Understand insightful approaches to supporting and maintaining ethics and
professional practice…………………………………………………………………………………………………………………………………… 3
AC 1.1 Consider how ethical principles and professional values inform approaches
to work…………………………………………………………………………………………………………………………………………………………….4
Business Ethics is business critical (Slide 8)………………………………………………………………………………. 4
Ethical principles (Slide 10)………………………………………………………………………………………………………………….. 8
Professional Values (Slide 15)…………………………………………………………………………………………………………….. 12
AC 1.1 ASSIGNMENT QUESTION………………………………………………………………………………………………………. 16
AC1.2 Specify ways in which you conform consistently with relevant regulation
and law within the context of ethics and professional practice……………………………………..17
UK Legislation – Equality Act 2010 (Slide 200………………………………………………………………………….. 17
Codes of Practice (Slide 21)………………………………………………………………………………………………………………….19
AC 1.2 ASSIGNMENT QUESTION……………………………………………………………………………………………………… 21
LO2……………………………………………………………………………………………………………………………………………………………. 22
Be able to promote respect and inclusive working underpinned by professional
courage and a passion for learning……………………………………………………………………………………………. 22
AC2.1 Summarise ways of demonstrating positive working relationships……………….23
This means: People Professionals need to model and promote respectful and
inclusive working through their:……………………………………………………………………………………………………. 23
speech, use of evidence, accepting differences, listening, and valuing
•
individual characteristics…………………………………………………………………………………………………………………….23
Building Good Work Relationships (Slide 28)………………………………………………………………………….23
Building Inclusive workplaces (Slide 31)…………………………………………………………………………………….. 27
Trust – the key barrier to great teamwork (Slide 37)…………………………………………………………….. 31
RESPECT – What it is and why it is important (Slide 40)…………………………………………………..34
The importance of problem-solving skills in today’s workplace (Slide 43)………………36
Problem-solving Cycle (Slide 46)…………………………………………………………………………………………………… 38
AC 2.1 ASSIGNMENT QUESTION……………………………………………………………………………………………………..42
© Copyright notice
3 | Page
LO1
Understand insightful
approaches to supporting and
maintaining ethics and
professional practice.
© Copyright notice
4 | Page
AC 1.1 Consider how ethical principles and professional values
inform approaches to work.
This means: This is about you defining ethical principles and
professional values, giving examples of each and then
explaining:
• WHY they are so important for People Professionals
and
• HOW these shape what you do and how you do it as a
People Professional.
Business Ethics is business critical (Slide 8)
How To Uphold Business Ethics in the Workplace
Indeed Editorial Team, Updated 20 April 2023
https://uk.indeed.com/career-advice/career-development/business-ethics
What are business ethics?
Business ethics are a set of principles that determine what is right, wrong and
appropriate in the workplace. A company’s business ethics influence conduct for all
employees.
●
●
This includes interpersonal relationships in the company and external
relationships with clients.
Business ethics aims to ensure a consistent moral attitude within the
company, from executive-level management to new hires. Following
business ethics in the workplace ensures everyone gets respectful and fair
treatment.
The importance of business ethics in the workplace
There are many important reasons for maintaining and upholding business ethics
in the workplace. Following this standard of business ethics ensures long-term
success within the company.
●
Strong business ethics often create an overall positive working environment
that improves employee retention and productivity. They also improve
respect among employees, leading to more collaboration and
communication between colleagues.
When managers follow the company’s business ethics, they treat employees fairly.
As a result, teams are more inclined to follow their lead.
●
This minimises disciplinary and distrust issues among employees and
management. Overall, business ethics lead to an increase in leadership and
respect within a company.
© Copyright notice
5 | Page
Fundamental business ethics
There are many fundamental business ethics important to a company. Here are
the 6 most important business ethics in a typical workplace:
1. Fairness
All employees, from the entry-level to the executives, must commit themselves to
fairness in the workplace. Fairness ensures that all employees treat each other
equally, regardless of their status, tenure, race or age.
●
A company that believes in the fair treatment of workers makes certain they
don’t take advantage of each other. To maintain fairness, employees must
also be open-minded and understand when it’s necessary to confront the
unfair treatment of their fellow employees.
2. Respect
All employees should have respect for themselves and their co-workers. You can
observe self-respect in how others communicate and present themselves. People
with a good degree of self-respect take pride in their work and also conduct
themselves with professionalism.
●
Employees must also show respect for their co-workers’ opinions and beliefs.
You can do this by thinking before you speak and actively listening to others
in a way that maintains a reverence for their thoughts and ideas.
3. Honesty
Honesty includes telling the truth, being transparent, and taking ownership of your
words, work and actions. If you are part of a team project, you should make sure all
your team members receive credit for their work.
●
Should you make a mistake, own up to it as soon as possible and do what
you can to make things right. Honesty also means that colleagues should
not attempt to mislead or lie to each other through partial truths or secrecy.
An honest working environment is one without gossip, rumours or secrecy.
4. Accountability
Accountability means taking responsibility for your actions. This behaviour
encourages ownership of projects, proactive communication among employees
and recognising that your colleagues depend on your work.
●
You can improve accountability in the workplace by setting clear
expectations when starting a project or new process. When all employees
are aware of the expectations set for them, it becomes easier for them to
understand what they are accountable for.
5. Loyalty
Loyalty includes being loyal to the company and its mission. It involves promoting
a positive image of your employer and organisation, especially to clients,
co-workers, family and friends outside the company and on social media.
© Copyright notice
6 | Page
●
Employees should also be loyal to each other, as establishing trust can lead
to more open communication and productivity. However, employees should
not uphold loyalty to the company above other principles.
6. Integrity
Integrity means doing what is right and honest, even under the most difficult
situations. This means doing the right thing in any situation, even when it is not
helpful to you personally.
●
People with integrity place the good of their team and the company above
their own desires. They abide by all business ethics set by a company.
How to maintain business ethics in the workplace
In order to maintain business ethics in the workplace, employees must monitor
and practice them. Here are some ways to improve and encourage business ethics
in the workplace:
1. Have a code of conduct
Companies should have a code of conduct document which establishes the ethical
standards of the company and its employees. Many companies give a copy of this
document to employees when they join the company.
●
●
Employees can review the code of conduct when determining the best way
to maintain business ethics in a given situation. The code of conduct should
also be visible on the company’s website and managers should reference it
during employee evaluations.
Utilising the code of conduct in this way helps employees understand that
upholding business ethics is a continuous and important process.
2. Report any conflicts of interests
Many organisations have a policy regarding receiving gifts from clients or other
external parties. Some may even have rules about part-time work, freelance
opportunities and other side jobs.
●
●
These rules ensure employees operate within the limitations of conflicts of
interest. When an employee is unfamiliar with or disregards the rules for
reporting conflict of interests, it can affect their integrity.
There should be a simple method for reporting conflicts of interest that
employees feel comfortable and safe using.
3. Respect co-workers
Showing respect to all co-workers in the office is extremely important in
maintaining business ethics. You can express respect for your colleagues by
treating them professionally.
●
Emp
