Unlock success in your CIPD Level 3 (3CO03) Core Behaviours for People Professionals assignment. This comprehensive CIPD 3CO03 Assignment Example guide provides in-depth analysis and practical examples covering essential topics: ethical practice, professional values, legal compliance (GDPR, Health & Safety), effective teamwork, and continuous professional development (CPD). This resource meticulously addresses all Assessment Criteria (AC 1.1, 1.2, 2.1, 2.2, 2.3). Explore real-world applications relevant to the people profession and care sector, exemplified by Nuvascare Ltd. Perfect for CIPD students seeking a high-quality, well-researched assignment example.

(AC 1.1)

Q1. Ethical working is very important to Nuvascare. Tell us what you understand by the terms ‘ethical principles’ and ‘professional values’ and give us an example of how one of your values has informed your behaviour at work. Make sure you give us the full context of your example (what type of work, what value, how it informed your behaviour).

Understanding Ethical Principles and Professional Values

Ethical principles are fundamental moral beliefs and rules that guide individuals and organizations in distinguishing right from wrong. They serve as a moral compass, ensuring that actions and decisions are aligned with broader societal welfare and human rights (CIPD, n.d.a). For people professionals, these principles—such as honesty, integrity, respect, and fairness—are essential when handling sensitive employee information and making decisions that impact individuals’ livelihoods and well-being (CIPD, n.d.b). Ethical practice involves not just following rules, but role-modelling ethical behaviour and applying principles consistently in decision-making, even in challenging situations.

Professional values are the core standards and beliefs that define a particular profession and guide the conduct of its members. The CIPD Profession Map highlights three core professional values: principles-led, evidence-based, and outcomes-driven (CIPD, n.d.c). Being principles-led means acting with integrity and upholding ethical standards, ensuring decisions are morally sound. Being evidence-based involves using data, research, and critical thinking to inform decisions rather than relying solely on intuition. Finally, being outcomes-driven focuses on achieving positive and sustainable results for individuals, organizations, and wider society (CIPD, n.d.d). These values provide a framework for applying ethical principles within the people profession, ensuring that practices are morally justifiable and beneficial to all stakeholders.

Example of a Value Informing Behaviour at Work

In my previous role as a Customer Service Representative in a retail environment, the professional value of integrity significantly informed my behaviour. My primary responsibility was to assist customers with product inquiries and resolve complaints. Integrity in this role meant ensuring transparency and honesty in all interactions, even when it meant admitting a mistake or delivering unwelcome news.

On one occasion, a customer returned a product claiming it was faulty, but upon inspection, it appeared to be user-damaged. Company policy stated that user-damaged items were not eligible for a full refund. While it would have been easier to simply deny the refund, my commitment to integrity guided me to handle the situation differently.

I calmly explained the company’s policy, transparently showing the customer the specific clause in the terms and conditions (CIPD, n.d.b). I then offered a partial refund as a gesture of goodwill, explaining that while a full refund wasn’t possible due to the damage, we valued their custom and wanted to find a mutually agreeable solution. I also provided them with information on how to prevent similar issues in the future.

This approach, driven by integrity, ensured that I upheld company policy while treating the customer with respect and fairness. It built trust, as the customer appreciated the transparent explanation and the effort to find a compromise. For Nuvascare, a company that values honesty, kindness and openness, demonstrating integrity in interactions with both internal and external stakeholders is crucial for building a trustworthy and ethical care environment.

(AC 1.2)

Q2. As a provider of care, we are rigorous about complying with relevant regulation and law. Tell us about two ways you have previously complied with relevant regulation and law in your work or studies within the context of ethics and professional practice.

Compliance with Regulation and Law in Professional Practice

Compliance with relevant regulation and law is a cornerstone of ethical and professional practice, particularly in sectors like care where the well-being of individuals is paramount. Adhering to legal frameworks not only ensures an organization operates within legal boundaries but also reinforces ethical principles such as fairness, respect, and responsibility (CIPD, n.d.e).

Example 1: Data Protection Act 2018 and GDPR

In my role as a Customer Service Representative, I regularly handled sensitive customer information. Compliance with the Data Protection Act 2018 and the General Data Protection Regulation (GDPR) was therefore a critical aspect of my daily tasks. These regulations mandate how personal data should be collected, processed, stored, and protected, emphasizing principles such as lawfulness, fairness, and transparency (CIPD, n.d.f). I ensured compliance by:

• Minimizing data collection: Only collecting necessary information from customers for specific purposes, such as processing an order.
• Ensuring data accuracy: Verifying customer details during interactions and updating records as needed to maintain data integrity.
• Maintaining confidentiality: Accessing customer data only when required for my duties and never sharing it with unauthorized individuals, ensuring physical and digital security.

For instance, when a customer requested their personal data to be updated or deleted, I followed the established protocols to process their request promptly and accurately, in line with their rights under GDPR. This demonstrated not only legal compliance but also an ethical commitment to respecting individuals’ privacy. For Nuvascare, handling sensitive patient and employee data necessitates rigorous adherence to these data protection laws to maintain trust and avoid legal repercussions.

Example 2: Health and Safety at Work etc. Act 1974

During my time working in a warehouse environment as part of a university summer job, compliance with the Health and Safety at Work etc. Act 1974 was crucial. This Act places a duty on employers to ensure the health, safety, and welfare of their employees, and also places responsibilities on employees to take reasonable care for their own safety and that of others (HSE, n.d.). My compliance was demonstrated through:

• Following safety procedures: Always wearing appropriate Personal Protective Equipment (PPE), such as safety boots and high-visibility vests, in designated areas.
• Operating equipment safely: Strictly adhering to operational guidelines for machinery like pallet trucks, ensuring I understood load limits and safe operating speeds.
• Reporting hazards: Promptly identifying and reporting any potential hazards, such as spills or damaged equipment, to a supervisor. For example, I once reported a loose railing on a mezzanine floor, which was then quickly repaired, preventing a potential accident.

By consistently adhering to these safety protocols, I contributed to a safe working environment for myself and my colleagues, reflecting an ethical commitment to well-being and a professional understanding of my responsibilities. In a care setting like Nuvascare, where employees interact directly with vulnerable individuals, strict adherence to health and safety regulations is a fundamental ethical obligation to protect both staff and clients.

(AC 2.1)

Q3. Our people practice team are a happy and inclusive group of people, who respect each other and work well together. The team values are that everyone is willing to: a) contribute their views and opinions, b) clarify problems or issues, c) work effectively as part of the team. Provide three examples summarising how you demonstrated the behaviour.

Demonstrating Effective Teamwork Behaviours

Effective teamwork is vital for the success of any organization, fostering a collaborative environment where diverse perspectives are valued and collective goals are achieved. The ability to contribute constructively, clarify issues, and work cohesively within a team are core behaviours for people professionals (CIPD, n.d.g).

a) Contributing Views and Opinions In a university group project focused on developing a marketing strategy, I actively contributed my views and opinions. During initial brainstorming, the team was struggling to identify a unique selling proposition. I had conducted preliminary research on competitor strategies and observed a gap in the market for eco-friendly packaging. I presented this insight, supported by data on consumer preferences for sustainable products, suggesting we position our product as environmentally conscious.

I articulated my reasoning clearly, explaining the potential for market differentiation. This led to a constructive discussion, and ultimately, the team decided to incorporate the eco-friendly aspect into our strategy, which proved to be a strong differentiator in our final presentation. My willingness to voice a well-researched opinion enriched the team’s approach and led to a more innovative outcome.

b) Clarifying Problems or Issues During my volunteer work at a local community center, I was part of a team organizing a charity event. A significant problem arose when there was a miscommunication regarding the booking of the main event hall; two different teams had inadvertently booked it for the same evening. Recognizing the urgency, I took the initiative to clarify the problem. I spoke individually with representatives from both teams to understand their perspectives and booking details.

I then facilitated a brief meeting between the two team leads, presenting the objective facts of the double booking. By clearly outlining the issue and ensuring everyone had the same understanding, we were able to move past blame and focus on solutions. This clarification process allowed the teams to collaboratively explore alternatives, eventually leading to one team rescheduling their event, thus resolving the conflict amicably.

c) Working Effectively as Part of the Team In my part-time role at a busy café, working effectively as part of the team was crucial for smooth operations, especially during peak hours. One particular evening, we were short-staffed, and the queue was growing rapidly. Instead of focusing solely on my assigned task of taking orders, I proactively looked for ways to support my colleagues. I noticed the barista was overwhelmed, so I helped by grinding coffee beans and preparing milk, anticipating their next need.

I also helped clear and wash some of the used mugs during a brief lull in orders, even though it wasn’t my primary responsibility. This flexible and supportive approach meant that the entire team could manage the increased workload more efficiently. By stepping outside my immediate role and actively contributing to the overall team effort, we were able to serve all customers promptly and maintain a positive atmosphere, demonstrating how individual flexibility and mutual support are key to effective teamwork.

(AC 2.2)

Q4. Professional development is key to the effectiveness of our people practice team and we would like to know how you approach your professional development. Please tell us about your two favourite methods for keeping-up-to-date with issues and developments in the people profession and how you make use of the information you gain from these two methods.

Approach to Professional Development

Continuous professional development (CPD) is essential for people professionals to remain effective, adapt to evolving workplace demands, and contribute strategically to organizational success (CIPD, n.d.h). My approach to professional development is proactive and multifaceted, focusing on both formal and informal learning opportunities to ensure I stay current with industry trends and best practices.

My two favourite methods for keeping up-to-date with issues and developments in the people profession are:

1. Engaging with Professional Bodies and Online Resources (e.g., CIPD Knowledge Hub) I regularly engage with professional bodies like the CIPD, particularly their Knowledge Hub (CIPD, n.d.i), which provides a wealth of resources, including factsheets, research reports, and webinars, covering a broad spectrum of people practice topics.

• How I make use of the information: I use these resources to stay informed on legislative changes, such as updates to the Equality Act or data protection regulations, which is crucial for ensuring compliance and advising on best practices. For example, reading a CIPD factsheet on recent amendments to flexible working legislation allows me to understand the implications for employees and employers. I also monitor emerging trends, such as employee well-being strategies or diversity and inclusion initiatives, to anticipate challenges and opportunities for the organization.

2. Participating in Webinars, Online Courses, and Professional Networks I actively seek out webinars and online courses offered by professional organizations and participate in professional networking groups, such as LinkedIn groups or local HR meetups.

• How I make use of the information: I use these platforms to develop specific skills, such as conflict resolution techniques or advanced communication strategies, which directly enhance my professional capability. Networking with other professionals allows me to gain diverse perspectives and understand how different organizations approach similar challenges. For instance, hearing how another HR professional successfully implemented a new onboarding program could provide valuable insights for improving such processes at Nuvascare. Engaging in discussions during webinars or within professional networks also helps me test my understanding of concepts and gain feedback, leading to a deeper level of learning.

Both methods complement each other, providing a robust framework for continuous learning. Engaging with professional content keeps me informed, while interactive learning and networking help me apply that knowledge and develop practical skills. This continuous cycle of learning and application ensures that my professional practice remains current, effective, and aligned with the evolving needs of the people profession, directly benefiting an organization like Nuvascare by bringing up-to-date knowledge and best practices to the team.

CPD Record – Question 5 (AC2.3)

COVERING THE PERIOD FROM: February 2024 TO February 2026

Date of activity	What activity did you complete?	What did you learn from the activity?	How has it impacted your work behaviour or performance?
October 2024	Online Course: Data Protection and GDPR in HR (CIPD Learning Hub)	Gained a comprehensive understanding of the principles of GDPR and the Data Protection Act 2018, including lawful bases for processing, individual rights, and employer responsibilities. Learned practical steps for ensuring data privacy and security in HR operations.	This learning significantly enhanced my ability to handle sensitive employee data with confidence and compliance. I now proactively identify potential data protection risks and implement measures to mitigate them, ensuring all data processing activities align with legal requirements and ethical standards. This has led to more secure data management practices and increased trust in my handling of confidential information.
August 2025	Webinar: Fostering an Inclusive Workplace Culture (Industry Expert Webinar Series)	Explored various strategies for promoting diversity, equity, and inclusion (DEI) within organizations. Learned about unconscious bias, inclusive communication techniques, and the importance of creating psychological safety. Gained insights into developing and implementing effective DEI initiatives.	This activity broadened my perspective on the importance of inclusive practices beyond legal compliance. I now actively seek to apply inclusive language and consider diverse perspectives in all my interactions and recommendations. This has improved my ability to contribute to a more respectful and equitable work environment, fostering better collaboration and understanding within teams.

References to CIPD 3CO03 Assignment Example

• CIPD. (n.d.a) Ethical practice. Available at: https://www.cipd.org/en/the-people-profession/the-profession-map/explore-the-profession-map/core-behaviours/ethical-practice/ 
• CIPD. (n.d.b) Ethical practice and the role of people professionals. Available at: https://www.cipd.org/en/knowledge/factsheets/ethics-role-hr-factsheet/ 
• CIPD. (n.d.c) Professional values and purpose. Available at: https://www.cipd.org/en/the-people-profession/the-profession-map/explore-the-profession-map/professional-values-purpose/ 
• CIPD. (n.d.d) Outcomes-driven. Available at: https://www.cipd.org/en/the-people-profession/the-profession-map/explore-the-profession-map/professional-values-purpose/outcomes-driven/ 
• CIPD. (n.d.e) Employment law. Available at: https://www.cipd.org/uk/knowledge/employment-law/ 
• CIPD. (n.d.f) Data Protection and GDPR in the Workplace. Available at: https://www.cipd.org/uk/knowledge/factsheets/data-protection-factsheet/ 
• CIPD. (n.d.g) Core behaviours. Available at: https://www.cipd.org/en/the-people-profession/the-profession-map/explore-the-profession-map/core-behaviours/ 
• CIPD. (n.d.h) What is Continuing Professional Development (CPD). Available at: https://www.cipd.org/en/learning/cpd/about/ 
• CIPD. (n.d.i) Knowledge hub. Available at: https://www.cipd.org/en/knowledge/ 
• HSE. (n.d.) Health and Safety at Work etc Act 1974. Available at: https://www.hse.gov.uk/legislation/hswa.htm