Demonstrate deep, thorough understanding of the topic. Highly insightful. Connects topics to the reading, research, and own experience.

– Demonstrates deep, thorough understanding of the topic. Highly insightful. Connects topics to the reading, research, and own experience. Supports opinions with multiple specific examples of cited evidence. When reporting on own progress, provides a thorough, detailed description and analysis. Asks specific questions, solicits specific feedback.

– You can use valid and documented sources related to the assignment.

– These are sources through which you can search for the answer, but I do not want there to be copies of the answer from these sources. There is no similarity in the solution. I want my own solution.

– When the solution is completed, add the references & quotes for every answer in the APA method.

– I want the source of scientific articles and journals

– References at least 15

– I want the solution to be finished within the specified time.

– Please no plagiarism when solving the assignment.

– Follow the instructions in the attached documents.

-Follow the word count to be the same for each section, I need both sections in different files.

Requirements: Sufficient answers | .doc file

3CO03 – Core behaviours for people professionals – Grading grid – June 23 V1 Assessment criteria Fail (1) Low pass (2) Pass (3) High pass (4) Task 1 – A written response addressing all the assessment criteria below (approximately 1250 words – +/- 10%). You may use bullet points to add emphasis to your responses and it is expected that you will use the assessment criteria number as headings to help guide the reader through. AC1.1 Explain ethical principles and professional values including how these can inform approaches to work. Insufficient explanation of one ethical principle and one professional value and explain why you consider them to be important. No or insufficient example of HOW they inform your approach to work. Two examples in total. This could include (but not limited to) discussing core behaviours such as valuing people. Presentation and structure of assignment is not appropriate and is insufficient to meet the assessment brief. Acceptable explanation of one ethical principle and one professional value and explain why you consider them to be important. For each of these (the ethical principle and the professional value), provide an Acceptable real example of HOW they inform your approach to work. Two examples in total. This could include (but not limited to) discussing core behaviours such as valuing people. Format is acceptable but some improvement is required to the structure and presentation of the assessment. Good explanation of one ethical principle and one professional value and explain why you consider them to be important. For each of these (the ethical principle and the professional value), provide a Good real example of HOW they inform your approach to work. Two examples in total. This could include (but not limited to) discussing core behaviours such as valuing people. Good use of appropriate terminology and concepts. Links to PP expressed or implied in part. Presentation and layout are of a good standard in line with the assessment brief. Confident explanation of one ethical principle and one professional value and explain why you consider them to be important. For each of these (the ethical principle and the professional value), provide a Confident real example of HOW they inform your approach to work. Two examples in total. This could include (but not limited to) discussing core behaviours such as valuing people. Links to PP are clearly expressed. Answers are contextualised with clear work-based examples or/and evidence of wider reading. Presentation and layout are of a confident professional standard in line with the assessment brief. AC 1.2 Specify ways in which you conform consistently with relevant regulation and law within the context of ethics and professional practice. Insufficient description, with examples of relevant legislation, of two ways in which you as a people professional conform (or, in future employment, would conform) with ethics related legislation eg Equality Act 2010, or GDPR 2018. Presentation and structure of assignment is not appropriate and is insufficient to meet the assessment brief. Acceptable description, with examples of relevant legislation, of two ways in which you as a people professional conform (or, in future employment, would conform) with ethics related legislation eg Equality Act 2010, or GDPR 2018. Answers could be clearer in responding to the task. Format is acceptable but some improvement is required to the structure and presentation of the assessment. Good description, with examples of relevant legislation, of two ways in which you as a people professional conform (or, in future employment, would conform) with ethics related legislation eg Equality Act 2010, or GDPR 2018. Links to PP expressed or implied in part. Presentation and layout are of a good standard in line with the assessment brief. Confident description, with examples of relevant legislation, of two ways in which you as a people professional conform (or, in future employment, would conform) with ethics related legislation eg Equality Act 2010, or GDPR 2018. Links to PP are clearly expressed. Answers are contextualised with clear work-based examples or/and evidence of wider reading. Presentation and layout are of a confident professional standard in line with the assessment brief.

AC 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. Insufficient summary of ways to demonstrate respectful and inclusive working, when contributing views and opinions. For example, a description including one or more of (but not limited to): speaking calmly and clearly, use of supporting facts and details, ensuring others understand your views, explaining in a different way when confusion arises. Accepting differing viewpoints as pieces of information, not as criticism or challenge. Insufficient inclusion of one way in which you could further enhance your behaviour when contributing views and opinions. Insufficient summary of ways to demonstrate respectful and inclusive working, when clarifying problems and issues. For example, a description including one or more of (but not limited to): using listening skills to ensure problems or issues are fully understood; checking other opinions; checking details and facts; the role of assumptions; reflecting your understanding of the issue to others. Insufficient inclusion of one way in which you could further enhance your behaviour when clarifying problems and issues. Insufficient summary of ways to demonstrate respectful and inclusive working, when working effectively as part of a team. For example, a description including one or more of (but not limited to): valuing difference in individual characteristics and how Acceptable summary of ways to demonstrate respectful and inclusive working, when contributing views and opinions. For example, a description including one or more of (but not limited to): speaking calmly and clearly, use of supporting facts and details, ensuring others understand your views, explaining in a different way when confusion arises. Accepting differing viewpoints as pieces of information, not as criticism or challenge. Acceptable inclusion of one way in which you could further enhance your behaviour when contributing views and opinions. Acceptable summary of ways to demonstrate respectful and inclusive working, when clarifying problems and issues. For example, a description including one or more of (but not limited to): using listening skills to ensure problems or issues are fully understood; checking other opinions; checking details and facts; the role of assumptions; reflecting your understanding of the issue to others. Acceptable inclusion of one way in which you could further enhance your behaviour when clarifying problems and issues. Acceptable summary of ways to demonstrate respectful and inclusive working, when working effectively as part of a team. For example, a description including one or more of (but not limited to): valuing difference in individual characteristics and how Good summary of ways to demonstrate respectful and inclusive working, when contributing views and opinions. For example, a description including one or more of (but not limited to): speaking calmly and clearly, use of supporting facts and details, ensuring others understand your views, explaining in a different way when confusion arises. Accepting differing viewpoints as pieces of information, not as criticism or challenge. Good inclusion of one way in which you could further enhance your behaviour when contributing views and opinions. Good summary of ways to demonstrate respectful and inclusive working, when clarifying problems and issues. For example, a description including one or more of (but not limited to): using listening skills to ensure problems or issues are fully understood; checking other opinions; checking details and facts; the role of assumptions; reflecting your understanding of the issue to others. Good inclusion of one way in which you could further enhance your behaviour when clarifying problems and issues. Good summary of ways to demonstrate respectful and inclusive working, when working effectively as part of a team. For example, a description including one or more of (but not limited to): valuing difference in individual characteristics and how Confident summary of ways to demonstrate respectful and inclusive working, when contributing views and opinions. For example, a description including one or more of (but not limited to): speaking calmly and clearly, use of supporting facts and details, ensuring others understand your views, explaining in a different way when confusion arises. Accepting differing viewpoints as pieces of information, not as criticism or challenge. Confident inclusion of one way in which you could further enhance your behaviour when contributing views and opinions. Confident summary of ways to demonstrate respectful and inclusive working, when clarifying problems and issues. For example, a description including one or more of (but not limited to): using listening skills to ensure problems or issues are fully understood; checking other opinions; checking details and facts; the role of assumptions; reflecting your understanding of the issue to others. Confident inclusion of one way in which you could further enhance your behaviour when clarifying problems and issues. Confident summary of ways to demonstrate respectful and inclusive working, when working effectively as part of a team. For example, a description including one or more of (but not limited to): valuing difference in individual characteristics and how this benefits the team; demonstrating respect and empathy for others within a work context; models of team development and teamworking. Confident inclusion of one way in which you could further enhance your behaviour when working effectively as part of a team. Links to PP are clearly expressed. Answers are contextualised with clear work-based examples or/and evidence of wider reading.

this benefits the team; demonstrating respect and empathy for others within a work context; models of team development and teamworking. Insufficient inclusion of one way in which you could further enhance your behaviour when working effectively as part of a team. Presentation and structure of assignment is not appropriate and is insufficient to meet the assessment brief. this benefits the team; demonstrating respect and empathy for others within a work context; models of team development and teamworking. Acceptable inclusion of one way in which you could further enhance your behaviour when working effectively as part of a team. Answers could be clearer in responding to the task. Format is acceptable but some improvement is required to the structure and presentation of the assessment. this benefits the team; demonstrating respect and empathy for others within a work context; models of team development and teamworking. Good inclusion of one way in which you could further enhance your behaviour when working effectively as part of a team. Answers are clear and well expressed. Links to PP expressed or implied in part. Presentation and layout are of a good standard in line with the assessment brief. Presentation and layout are of a confident professional standard in line with the assessment brief. AC2.2 Recommend ways in which you can show inquisitiveness about issues and developments in the people profession and the wider world of work. Insufficient explanation of why it is important for a people practice professional to stay up-to-date with developments in the world of work. Insufficient number of recommendations you have found most effective for this purpose that could include (but not limited to): questioning, formal and informal investigation and research, keeping up to date with professional journals, blogs, newsfeeds, latest books and articles, keeping in touch with competitor activities. Presentation and structure of assignment is not appropriate and is insufficient to meet the assessment brief. Acceptable explanation of why it is important for a people practice professional to stay up-to-date with developments in the world of work. Acceptable recommendation of two methods you have found most effective for this purpose that could include (but not limited to): questioning, formal and informal investigation and research, keeping up to date with professional journals, blogs, newsfeeds, latest books and articles, keeping in touch with competitor activities. Answers could be clearer in responding to the task. Format is acceptable but some improvement is required to the structure and presentation of the assessment. Good explanation of why it is important for a people practice professional to stay up-to-date with developments in the world of work. Good recommendation of two methods you have found most effective for this purpose that could include (but not limited to): questioning, formal and informal investigation and research, keeping up to date with professional journals, blogs, newsfeeds, latest books and articles, keeping in touch with competitor activities. Answers are clear and well expressed. Links to PP expressed or implied in part. Presentation and layout are of a good standard in line with the assessment brief. Confident explanation of why it is important for a people practice professional to stay up-to-date with developments in the world of work. Confident recommendation of two methods you have found most effective for this purpose that could include (but not limited to): questioning, formal and informal investigation and research, keeping up to date with professional journals, blogs, newsfeeds, latest books and articles, keeping in touch with competitor activities. Links to PP are clearly expressed. Answers are contextualised with clear work-based examples or/and evidence of wider reading. Presentation and layout are of a confident professional standard in line with the assessment brief. Task 2 – In this task, you are required to provide a written account/CPD Record covering at least 3 activities, (i.e., descriptions of 3 activities, with related reflections on impact for each activity), undertaken over the last year. Your evidence must consist of one of the following: A formal/structured CPD Record

(template provided on the hub) to include 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 +/-10%) AC 2.3 Demonstrate proactive approaches to developing, recording, and reflecting on your professional knowledge, skills, and experiences. Little or no description of three CPD activities, undertaken within the last 12 months, that you consider having impacted on your work performance or behaviours. And for each of these three activities, little or no reflection on how they have impacted your work performance or behaviours. Presentation and structure of assignment is not appropriate and is insufficient to meet the assessment brief. Acceptable description of three CPD activities, undertaken within the last 12 months, that you consider having impacted on your work performance or behaviours. 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? Answers could be clearer in responding to the task. Format is acceptable but some improvement is required to the Acceptable description of three CPD activities, undertaken within the last 12 months, that you consider having impacted on your work performance or behaviours. 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? Answers are clear and well expressed. Presentation and layout are of a good standard in line with the assessment brief. Confident description of three CPD activities, undertaken within the last 12 months, that you consider having impacted on your work performance or behaviours. 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? Confident use of appropriate terminology and concepts. Includes strong examples that illustrate the point being made, that link and support the answer well. Presentation and layout are of a high professional standard in line with the assessment brief.

Further information Please note 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. structure and presentation of the assessment.

CPD Reflective log NAME: COHORT: COVERING THE PERIOD FROM: TO: Key dates WHAT did you do? (Training, learning, development activity) WHY did you do it? (The knowledge, skills, behaviour you wanted to address) SO WHAT? What did you learn from this? STATE THE IMPACT How have/will you use this knowledge/skill? Any further action? Future development need? (statutory/mandatory training, customer satisfaction, improved business results, personal learning needs)

• Version 1 – Released June 2023 • Expires June 2024 • Study Centre information only: Last moderation window is September 2024 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 2 Please write clearly in block capitals. Centre number: Centre name: 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:

Level 3 Foundation Certificate in People Practice Version 1 – Released June 2023 3 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 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

Level 3 Foundation Certificate in People Practice Version 1 – Released June 2023 4 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 industry-wide 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.

Level 3 Foundation Certificate in People Practice Version 1 – Released June 2023 5 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).

Level 3 Foundation Certificate in People Practice Version 1 – Released June 2023 6 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)

Level 3 Foundation Certificate in People Practice Version 1 – Released June 2023 7 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 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 Evidenced Y/N Evidence reference 2.3 Demonstrate proactive approaches to developing, recording and reflecting on your professional knowledge, skills and experiences.

Level 3 Foundation Certificate in People Practice Version 1 – Released June 2023 8 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

Level 3 Foundation Certificate in People Practice Version 1 – Released June 2023 9 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

Level 3 Foundation Certificate in People Practice Version 1 – Released June 2023 10 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.

Level 3 Foundation Certificate in People Practice Version 1 – Released June 2023 11 Marking grid and feedback for learner Unit 3CO03: Assessor Feedback to Learner Centre number Please enter your centre number here Centre name Please enter your centre name here Learner number (1st 7 digits of CIPD Membership number) Please enter the learner number here. Must be 1st 7 digits of CIPD membership number Learner surname Please enter learner surname here Learner other names Please enter learner other names here e.g., first name and middle name(s) TASK 1 AC Number Assessment Criteria Mark 1-4 1.1 Explain ethical principles and professional values including how these can inform approaches to work. Please enter your Assessor feedback here Enter mark here Please enter your Assessor feedback here for resubmission 1 (if applicable) Enter mark here Please enter your Assessor feedback here for resubmission 2 (if applicable) Enter mark here 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 Enter mark here Please enter your Assessor feedback here for resubmission 1 (if applicable) Enter mark here Please enter your Assessor feedback here for resubmission 2 (if applicable) Enter mark here 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 Please enter your Assessor feedback here Enter mark here

Level 3 Foundation Certificate in People Practice Version 1 – Released June 2023 12 Please enter your Assessor feedback here for resubmission 1 (if applicable) Enter mark here Please enter your Assessor feedback here for resubmission 2 (if applicable) Enter mark here 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 Enter mark here Please enter your Assessor feedback here for resubmission 1 (if applicable) Enter mark here Please enter your Assessor feedback here for resubmission 2 (if applicable) Enter mark here Total marks for Task 1: Enter total marks here Total marks for Task 1 (resubmission 1 if applicable): Enter total marks here Total marks for Task 1 (resubmission 2 if applicable): Enter total marks here TASK 2 AC Number Assessment Criteria: Mark 1-4 2.3 Demonstrate proactive approaches to developing, recording and reflecting on your professional knowledge, skills and experience. Please enter your Assessor feedback here Enter mark here Please enter your Assessor feedback here for resubmission 1 (if applicable) Enter mark here Please enter your Assessor feedback here for resubmission 2 (if applicable) Enter mark here Total marks for Task 2: Enter total marks here Total marks for Task 2 (resubmission 1 if applicable): Enter total

Level 3 Foundation Certificate in People Practice Version 1 – Released June 2023 13 marks here Total marks for Task 2 (resubmission 2 if applicable): Enter total marks here Total marks for UNIT: Enter total unit marks here Grade: Enter grade here Total marks for UNIT (resubmission 1 if applicable): Enter total unit marks here Grade (resubmission 1 if applicable): Enter grade here Total marks for UNIT (resubmission 2 if applicable): Enter total unit marks here Grade (resubmission 2 if applicable): Enter 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: Please enter your Assessor name here Assessor signature: I confirm that I am satisfied that to the best of my knowledge, the work produced is solely that of the learner. Please enter your Assessor signature here Date: Please enter date here IQA name: Please enter your IQA name here IQA signature: Please enter your IQA signature here Date: Please enter date here

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