Description

5OS065Assessment
Level
Associate Walkthrough
Diploma
Learning
Outcome 3 Asked Questions
5CO03
Frequently

Guidance session

Aim of this session

Walkthrough session to guide you through Learning Outcome 3.

Overview of each question/assessment criteria in Learning Outcome 3.

Learning Outcome 2

AC 3.1
AC: Identify the range of stakeholders and the involvement they have in leadership and
management development initiatives.
Q: Identify two stakeholders and explain their involvement in leadership and management development
initiatives in your organisation (or an organisation with which you are familiar)
• Answers should identify two stakeholders and focus on what they could be involved in and why this
would be important.
• Answers must be based on your organisation (or an organisation with which you are familiar).

• Answers should both identify and explain.

AC 3.2
AC: Evaluate the indicators of successful leadership and management development initiatives.
Q: Evaluate the extent and nature of the methods used by your own organisation (or an organisation
with which you are familiar) to evaluate the impact of its leadership and management development
activity. Drawing on your reading explain how this might be improved. Justify your answer.

• Answers must focus on how impact is measured and to what degree this is completed.
• An evaluation is required, answers must include more detail, and be more critical, than a description.

• A minimum of two measures are required.
• Answers must be based on your organisation (or an organisation with which you are familiar).

AC 3.3
AC: Assess the impact and importance that leadership and management development initiatives have on
organisational culture, strategy, reputation and performance.
Q: Assess two specific business benefits that can accrue to organisations which invest in first-rate, up-todate, evidence-led leadership and management development programmes.

• Answers must focus on the benefit to the organisation and show how this results from investing in
specific first-rate, up-to-date, evidence-led leadership and management development programmes.
• Two specific business benefits are required.

End

5OS065Assessment
Level
Associate Walkthrough
Diploma
Learning
Outcome 2 Asked Questions
5CO03
Frequently

Guidance session

Aim of this session

Walkthrough session to guide you through Learning Outcome 2.

Overview of each question/assessment criteria in Learning Outcome 2.

Learning Outcome 2

AC 2.1
AC: Identify the role people professionals and learning development specialists have in
supporting leadership and management development initiatives.
Q: Drawing on your wider reading, identify two different ways in which the people management team in
your organisation (or an organisation with which you are familiar) could support established leadership
and management practices and programmes.
• Answers should focus on initiatives and interventions, looking at what activities a people professional
can put in place to enhance leadership and management practices and programmes that are already in
place (established).
• Two different examples must be included.

• Reference must be made to your organisation (or an organisation with which you are familiar) and
include evidence of wider reading.

AC 2.2
AC: Evaluate a range of approaches that are available for effective leadership and
management development.
Q: Drawing on your wider reading evaluate two different approaches to leadership and management
development that you would like to see adopted or further developed in your organisation (or an
organisation with which you are familiar). Justify your answer.

• Answers must evaluate two different approaches to leadership and management development and
discuss why you would like to see them adopted or further developed in your organisation (or an
organisation with which you are familiar).
• Refer to the indicative content for examples of key approaches.
• Answers must be justified, so a rationale is required.

AC 2.3

AC: Discuss why equality, diversity and inclusion should be an integral component of
leadership and management development initiatives.
Q: Discuss your organisation’s (or an organisation with which you are familiar) current approaches to
leadership and management development in terms of their effectiveness in consistently meeting core
equality, diversity and inclusion (EDI) objectives. Justify your answer.
• Answers should not only discuss your organisation’s (or an organisation with which you are familiar)
current approaches to leadership and management development but also specifically discuss their
effectiveness in consistently meeting core equality, diversity and inclusion (EDI) objectives.

End

5OS065Assessment
Level
Associate Walkthrough
Diploma
Learning
Outcome 1 Asked Questions
5CO03
Frequently

Guidance session

Aim of this session

Walkthrough session to guide you through Learning Outcome 1.

Overview of each question/assessment criteria in Learning Outcome 1.

Learning Outcome 1

AC 1.1
AC: Explain the external factors that drive the need for leadership and management within the
organisation.
Q: Explain how recent, current and potential future trends in your industry’s business environment are
combining to underpin the case for a review of current leadership and management development
activities or programmes. Illustrate your answer with specific examples.
• Answers should explain a minimum of 3 trends to include recent, current and potential future trends
and why they signify the case for a review of current leadership and management development
activities or programmes.
• Answer must include specific examples.

AC 1.2
AC: Explain the meanings of leadership and management and the interdependent nature of
their functions.
Q: Explain the meanings of ‘leadership development’ and ‘management development’ making a clear
distinction between these two functions.
• Answers must focus on the meaning of ‘leadership development’ and ‘management development’ and
include separate explanations for each.

• Answers must also include a clear distinction between these two functions.

AC 1.3

AC: Explain the contrasting styles and characteristics of leaders and managers.

Q: Drawing on published models of contrasting leadership and management styles, explain the prevalent
current approach in your organisation (or an organisation with which you are familiar).
• Answers must show a contrast; therefore, more than one style is required.
• Answers must explain using published models of contrasting leadership and management styles and
the prevalent current approach in your organisation (or an organisation with which you are familiar).

AC 1.4
AC: Compare the different knowledge, skills and behaviours required for leadership and
management in organisations.
Q: Compare the knowledge, skills and behaviours of leaders and managers in your organisation (or an
organisation with which you are familiar) and identify the areas they most need to improve in. Justify
your answer.
• Answers to provide 5-6 different skills, knowledge and behaviours for managers and leaders (10-12 in
total) from your organisation (or an organisation with which you are familiar).
• Answers should draw out similarities and differences.
• These may overlap and answers should show comparisons between leader and manager.
• Answers must identify the areas they most need to improve in and provide justification.

End

5OS06
Leadership and management
development
Learner Assessment Brief
Assessment ID / CIPD_5OS06_24_01

Level 5 Associate Diploma in

People Management
▪ Organisational Learning and Development
•

Level 5 Associate Diploma

5OS06
Leadership and management
development
This unit builds on the fundamentals of learning and development. It focuses on developing
leaders and managers to ensure that they have the necessary knowledge, skills and experience to
drive a working environment which is cohesive, diverse, innovative and high-performing. It builds
awareness of the right tools and approaches to facilitate development which will ultimately
impact organisational effectiveness.

Preparation for the Tasks:
•

At the start of your assessment, you are encouraged to plan your 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.

•

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 as well as
key research authors on the subject.

2

Level 5 Associate Diploma

Scenario
You are asked by your Senior Management Team (SMT) to draft a briefing paper for them about
leadership and management development in your own organisation (or an organisation with which
you are familiar). You will be evaluating what currently happens, making recommendations for
improvement and justifying these. Your briefing paper needs to be objective and evidence-based,
drawing on your own organisational knowledge and observations, as well as authoritative
published sources.
At an initial meeting with your SMT you were asked to structure your paper around the following
ten specific questions. Provide answers to each of these, aiming in each case to do so in around
390 words so that the total length of your assessment is 3900 words in length (+ /- 10% excluding
references). You should answer each of the questions as fully as possible and you should take care
to justify all the points you make.

Task
Question 1 (AC 1.1)
Explain how recent, current and potential future trends in your industry’s business environment
are combining to underpin the case for a review of current leadership and management
development activities or programmes. Illustrate your answer with specific examples.
Question 2 (AC 1.2)
Explain the meanings of ‘leadership development’ and ‘management development’ making a clear
distinction between these two functions.
Question 3 (AC 1.3)
Drawing on published models of contrasting leadership and management styles, explain the
prevalent current approach in your organisation (or an organisation with which you are familiar).
Question 4 (AC 1.4)
Compare the knowledge, skills and behaviours of leaders and managers in your organisation (or an
organisation with which you are familiar) and identify the areas they most need to improve in.
Justify your answer.
Question 5 (AC 2.1)
Drawing on your wider reading, identify two different ways in which the people management
team in your organisation (or an organisation with which you are familiar) could support
established leadership and management practices and programmes.

3

Level 5 Associate Diploma

Question 6 (AC 2.2)
Drawing on your wider reading evaluate two different approaches to leadership and management
development that you would like to see adopted or further developed in your organisation (or an
organisation with which you are familiar). Justify your answer.

Question 7 (AC 2.3)
Discuss your organisation’s (or an organisation with which you are familiar) current approaches to
leadership and management development in terms of their effectiveness in consistently meeting
core equality, diversity and inclusion (EDI) objectives. Justify your answer.

Question 8 (AC 3.1)
Identify two stakeholders and explain their involvement in leadership and management
development initiatives in your organisation (or an organisation with which you are familiar)

Question 9 (AC 3.2)
Evaluate the extent and nature of the methods used by your own organisation (or an organisation
with which you are familiar) to evaluate the impact of its leadership and management
development activity. Drawing on your reading explain how this might be improved. Justify your
answer.

Question 10 (AC 3.3)
Assess two specific business benefits that can accrue to organisations which invest in first-rate,
up-to-date, evidence-led leadership and management development programmes.

Your evidence must consist of:
•
•

Written responses to each of the ten instructions above.
Approximately 3900 words in total, refer to CIPD word count policy

4

Level 5 Associate Diploma

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.
Assessment criteria
1.1

Explain the external factors that drive
the need for leadership and
management within the organisation.

1.2

Explain the meanings of leadership and
management and the interdependent
nature of their functions.

1.3

Explain the contrasting styles and
characteristics of leaders and managers.

1.4

Compare the different knowledge, skills
and behaviours required for leadership
and management in organisations.

2.1

Identify the role people professionals
and learning development specialists
have in supporting leadership and
management development initiatives.

2.2

Evaluate a range of approaches that are
available for effective leadership and
management development.

2.3

Discuss why equality, diversity and
inclusion should be an integral
component of leadership and
management development initiatives.

3.1

Identify the range of stakeholders and
the involvement they have in leadership
and management development
initiatives.

3.2

Evaluate the indicators of successful
leadership and management
development initiatives.

3.3

Assess the impact and importance that
leadership and management
development initiatives have on
organisational culture, strategy,
reputation and performance.

Evidenced
Y/N

Evidence reference

5

Level 5 Associate Diploma

5OS06
Leadership and management
development
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 19

Fail

20 to 25

Low Pass

26 to 32

Pass

33 to 40

High Pass

6

Level 5 Associate Diploma

Marking Descriptors
Mark Range

Descriptor

1

Fail

The response DOES NOT demonstrate sufficient knowledge,
understanding or skill (as appropriate) to meet the AC.
Insufficient examples included where required to support answer.
Insufficient or no evidence of the use of wider reading to help
inform answer.
Presentation or structure of response is not appropriate and does
not meet the requirement of the question/assessment brief.

2

Low Pass

The response demonstrates an acceptable level of knowledge,
understanding or skill (as appropriate) to meet the AC.
Sufficient acceptable examples included where required to support
answer.
Sufficient evidence of appropriate wider reading to help inform
answer. Satisfactory in-text referencing.
Answer is acceptable but could be clearer in responding to the
question/task and presented in a more coherent way.
Required format adopted but some improvement required to the
structure and presentation of the response.

3

Pass

The response demonstrates a good level of knowledge,
understanding or skill (as appropriate) to meet the AC.
Includes confident use of examples, where required to support the
answer.
Good evidence of appropriate wider reading to help inform
answer. A good standard of in-text referencing.
Answer responds clearly to the question/task and is well expressed.
Presentation and structure of response is appropriate for the
question/task.

4

High Pass

The response demonstrates a wide and confident level of
knowledge, understanding or skill (as appropriate) to meet the AC.
Includes strong examples that illustrate the points being made and
support the answer.
Considerable evidence of appropriate wider reading to inform
answer. An excellent standard of in-text referencing.
Answer responds clearly to the question/task and is particularly well
expressed or argued.
Presentation and structure of response is clear, coherent, and
responds directly to the requirements of the question/task.

7

5OS06
Leadership and Management Development
Unit Guide

________________________________________________________________

Contents
________________________________________________________________

Contents
Contents……………………………………………………………………………………………………………………………….. 2
1.

Unit Aims and Outcomes………………………………………………………………………………………………… 3

2.

Learning Outcomes and Assessment Criteria ……………………………………………………………………. 4

3.

How To Approach The Unit …………………………………………………………………………………………….. 5

4.

Support ………………………………………………………………………………………………………………………… 6

5.

Assessment Questions and Guidance ………………………………………………………………………………. 7

6.

Marking Descriptors and Marking Grid ………………………………………………………………………….. 14

7.

Submitting Your Assessment ………………………………………………………………………………………… 16

8.

Unit Disclaimer and Updates…………………………………………………………………………………………. 17

9.

Appendix …………………………………………………………………………………………………………………….. 18

_______________________________________________________________

1. Unit Aims and Outcomes
________________________________________________________________
About This Unit
This unit builds on the fundamentals of learning and development. It focuses on developing leaders
and managers to ensure that they have the necessary knowledge, skills and experience to drive a
working environment which is cohesive, diverse, innovative and high performing. It builds awareness
of the right tools and approaches to facilitate development which will ultimately impact
organisational effectiveness.
Unit Information
Unit Credits:
Guided Learning Hours (GLH):
Additional Learning Time:
Version:

6
25 hours
35 hours
(24)

Guided learning hours represent viewing recordings, attending live sessions, completing your
eLearning, and support from tutors. Additional learning time includes self-study, research and
assessment preparation and completion.

What You Will Learn
You will develop understanding of the factors that drive the need for leadership and management
development within the organisation and examine the distinctive and interdependent nature of
leadership and management. You will identify the roles, function and styles in which leaders and
managers perform in different contexts and assess the skills and competencies required.
Additionally, you will explore the role learning and development professionals have in supporting
leadership and management development and the importance of ensuring that equality, diversity
and inclusion is an integral part of this. Finally, you will evaluate indicators of successful leadership
programmes, find out about the range of stakeholders involved and assess the impact that
leadership and management development has on the organisation.

____________________________________________________________________________________________________

2. Learning Outcomes and Assessment Criteria
____________________________________________________________________________________________________

Learning Outcome 1

Learning Outcome 2

Understand the relevance of leadership and
management and the knowledge, skills and
behaviours required.

Understand a range of different learning and
development initiatives in developing leaders
and managers

Understand the effectiveness of leadership
and management development initiatives.

Assessment Criteria 1.1

Assessment Criteria 2.1

Explain the external factors that drive the need
for leadership and management within the
organisation.

Assessment Criteria 3.1

Identify the role people professionals and
learning development specialists have in
supporting leadership and management
development initiatives.

Identify the range of stakeholders and the
involvement they have in leadership and
management development initiatives.

Learning Outcome 3

Assessment Criteria 1.2
Explain the meanings of leadership and
management and the interdependent nature of
their functions.
Assessment Criteria 1.3

Assessment Criteria 2.2

Assessment Criteria 3.2

Evaluate a range of approaches that are
available for effective leadership and
management development.

Evaluate the indicators of successful leadership
and management development initiatives.

Assessment Criteria 2.3

Assesment Criteria 3.3

Discuss why equality, diversity and inclusion
should be an integral component of leadership
and management development initiatives.

Assess the impact and importance that
leadership and management development
initiatives have on organisational culture,
strategy, reputation and performance.

Explain the contrasting styles and characteristics
of leaders and managers.
Assessment Criteria 1.4
Compare the different knowledge, skills and
behaviours required for leadership and
management in organisations.

________________________________________________________________

3. How To Approach the Unit
________________________________________________________________
Inside each unit you will find the following sections: Unit Introduction, Your Learning, and Your
Assessment. You should work through each section in order. This is a strategy to allow you to
systematically work through the unit. By taking your time and reading each resource in each section,
it gives you a greater chance of achieving success.
We recommend adopting the below approach:

Plan
Before tackling the assessment, you should plan how you are going to approach it. Read the
assessment brief thoroughly to make sure you have a clear understanding of the nature of the tasks
to be completed. Then, watch the assessment walkthrough videos and read this guide. Don’t forget
you can ask your Programme Tutor any questions if you are unsure. By completing these activities,
you should have a full understanding of what the brief is asking you to do and how you are going to
do it.
Learn
Now you have planned how to tackle the assessment, you should complete each Learning Topic and
the Chapters and Activities within them. This is how you will learn the key knowledge and skills
required to complete the assessment. You should carry out further reading to support your work and
attend any Masterclasses running at that time or watch the recording.
Assess
Write your assessment as you complete Learning Topics. Keep checking with your Programme Tutor
if you have any questions and don’t forget you can submit a draft (ensuring you follow the draft
regulations). You can also attend live sessions or watch the recording for further information on what
is required.
When you have completed all your learning and written your assessment, you should begin your
preparations to submit it. Check that your work is fit for submission before uploading via the
Assessment Submission link.

________________________________________________________________

4. Support
________________________________________________________________
For this unit you will have access to the following support:
•
•
•

Course Site Content
Videos and Live Communications
Contacting Your Programme Tutor

Information around this process can be found in your programme guide and on the course site.
Course Site Content
Access this unit and work through the Unit Introduction, Your Learning
and Your Assessment sections.
You should read the assessment brief, use this guide for support and then
work your way through each learning topic writing your assessment as you
go. Don’t forget to carry out further reading to support your work.
Videos and Live Communications
If you have a question or want to seek further advice, you should watch
the video walkthroughs and attend live sessions.
You can also post in Student Discussion Board (in the CIPD Resources
Library) to connect with other students. Remember you must adhere to
the guidelines, which can be found in a pinned post on the discussion
board.
Contact Your Programme Tutor
Contact your Programme Tutor via the Contact Your Tutor section in the
Unit. Your Programme Tutor is a subject matter expert and can provide
you with expert advice around the assessment, knowledge of HR and L&D
theory and how you can practically apply that in your assessment and
workplace.

____________________________________________________________________________________________________

5. Assessment Questions and Guidance
____________________________________________________________________________________________________
Assessment Type
Task
Written responses to each of the ten
instructions

Style of Writing
Professionally presented answers,
with in-text Harvard Referencing to
support them

Word Count
3,900 words (+/- 10%)

Submit
One word document with front cover
sheet attached and signed.

Assessment Questions and Guidance
Answer the below questions in your assessment. They have been taken directly from the Assessment Brief.

Section 1
• 10 Assessment Criteria.
Evidence required:
➢ Written responses to each of the ten instructions
➢ Assessment Criteria as headings for each answer.
➢ Professionally presented answers, with in-text Harvard Referencing to support them.
➢ End Reference list.
➢ 3,900 (+/-10%) words in total.
AC Assessment Criteria
Assessment Question
Indicative content
1.1

1.2

Explain the external
factors that drive the need
for leadership and
management within the
organisation.

Explain the meanings of
leadership and
management and the

Explain how recent,
current and potential
future trends in your
industry’s business
environment are
combining to underpin the
case for a review of
current leadership and
management development
activities or programmes.
Illustrate your answer with
specific examples.
Explain the meanings of
‘leadership development’
and ‘management

The impact of external pressures,
frequency of change, increased
competition and customer choice, political
interventions, changes to working
methods and EDI. Stages and maturity of
organisational development

Assessment Guidance
Answers should explain a minimum of 3
trends to include recent, current and
potential future trends and why they
signify the case for a review of current
leadership and management development
activities or programmes.
Answer must include specific examples.
Explain – Make something clear to
someone by describing or giving a detailed
account of a process, decision, or way of
doing something

Distinction between leadership and
management function and relationship
with others, differing and contrasting
roles and functions of leadership and

Answers must focus on the meaning of
‘leadership development’ and
‘management development’ and include
separate explanations for each.

interdependent nature of
their functions.

1.3

1.4

Explain the contrasting
styles and characteristics
of leaders and managers.

Compare the different
knowledge, skills and
behaviours required for
leadership and
management in
organisations.

development’ making a
clear distinction between
these two functions.

management in context to power,
authority and control.

Drawing on published
models of contrasting
leadership and
management styles,
explain the prevalent
current approach in your
organisation (or an
organisation with which
you are familiar).

Approaches to leadership and
management, autocratic, democratic,
laissez-faire, mainstream leadership and
management behavioural theories, for
example: traits, situational, contingent,
path-goal, transformational,
transactional, participative, charismatic.

Compare the knowledge,
skills and behaviours of
leaders and managers in
your organisation (or an
organisation with which
you are familiar) and
identify the areas they
most need to improve in.
Justify your answer.

Soft and hard approaches in context,
emotional intelligence and resilience,
sensitivity to events, relevant
professional knowledge and
competencies, analytical, problem-solving
and decision-making skills, attribution
theory and cognitive biases, ability to
lead and manage people. Drive positive
EDI agendas. Ethical, moral and value
driven governance, awareness and

Answers must also include a clear
distinction between these two functions.
Explain – Make something clear to
someone by describing or giving a detailed
account of a process, decision, or way of
doing something
Answers must show a contrast; therefore,
more than one style is required.
Answers must explain using published
models of contrasting leadership and
management styles and the prevalent
current approach in your organisation (or
an organisation with which you are
familiar).
Explain – Make something clear to
someone by describing or giving a detailed
account of a process, decision, or way of
doing something
Answers to provide 5-6 different skills,
knowledge and behaviours for managers
and leaders (10-12 in total) from your
organisation (or an organisation with
which you are familiar).
Answers should draw out similarities and
differences.

promotion of wellbeing approaches.

These may overlap and answers should
show comparisons between leader and
manager.
Answers must identify the areas they
most need to improve in and provide
justification.
Compare – Identify similarities and
differences for an activity, leading to an
informed conclusion based upon evidence
available.

2.1

Identify the role people
professionals and learning
development specialists
have in supporting
leadership and
management development
initiatives.

Drawing on your wider
reading, identify two
different ways in which the
people management team
in your organisation (or an
organisation with which
you are familiar) could
support established
leadership and
management practices and
programmes.

The role people professionals and learning
and development specialists have in
supporting and developing leadership and
management development initiatives, for
example, establishing learning and
development needs; training needs
analysis, gap analysis, design and delivery
of learning and development
interventions for leadership and
management; identifying, assessing and
supporting L&D for potential leaders and
managers; providing advice on individual
and group development.

Answers should focus on initiatives and
interventions, looking at what activities a
people professional can put in place to
enhance leadership and management
practices and programmes that are
already in place (established).
Two different examples must be included.
Reference must be made to your
organisation (or an organisation with
which you are familiar) and include
evidence of wider reading.
Identify – Ascertain the origin, nature or
definitive characteristics of something.

2.2

Evaluate a range of
approaches that are

Drawing on your wider
reading evaluate two

Key approaches used for leadership and
management learning, formal vs informal

Answers must evaluate two different
approaches to leadership and

available for effective
leadership and
management
development.

2.3

Discuss why equality,
diversity and inclusion
should be an integral
component of leadership
and management
development initiatives.

different approaches to
leadership and
management development
that you would like to see
adopted or further
developed in your
organisation (or an
organisation with which
you are familiar). Justify
your answer.

Discuss your organisation’s
(or an organisation with
which you are familiar)
current approaches to
leadership and
management development
in terms of their
effectiveness in
consistently meeting core
equality, diversity and
inclusion (EDI) objectives.
Justify your answer.

approaches; for example, educationalbased programmes, secondments, workbased projects, on- and off-the-job
learning, job rotation, shadow boards,
coaching and mentoring, knowledge
conversation, cognitive vs practical,
collaborative vs individual; peer learning,
learning sets, action learning; 360
feedback, critical incident techniques,
cloud-based, e-learning; skills rehearsal,
simulation; social media, internal vs
external. Use of competency-based
frameworks. Assessment and
development
centres. Leadership and management
self-development. The importance of
reflection in leadership and management
learning. Barriers to leadership and
management learning.
Development of leaders and managers
awareness of community and cultural
change, workforce representation,
approaches to recognise and identify bias
and equity. Aspects of development that
should include Equality, Diversity &
Inclusion, barriers to ED&I initiatives,
areas for attention (such as use of
language, awareness of unconscious bias
technology, cultural norms and
expectations, differences in non-verbal
signals and interpretations, issues with
regard to practical activities, and fonts,
text sizes, use of colour, volume levels,

management development and discuss
why you would like to see them adopted
or further developed in your organisation
(or an organisation with which you are
familiar).
Refer to the indicative content for
examples of key approaches.
Answers must be justified, so a rationale is
required.
Evaluate – Make an appraisal of the value
(or not) of something, its validity,
reliability, applicability

Answers should not only discuss your
organisation’s (or an organisation with
which you are familiar) current
approaches to leadership and
management development but also
specifically discuss their effectiveness in
consistently meeting core equality,
diversity and inclusion (EDI) objectives.
Discuss – Give a detailed account that
addresses a range of views or opinions,
which include contrasting perspectives.

3.1

Identify the range of
stakeholders and the
involvement they have in
leadership and
management development
initiatives.

Identify two stakeholders
and explain their
involvement in leadership
and management
development initiatives in
your organisation (or an
organisation with which
you are familiar)

brightness levels, etc). Corporate social
responsibilities.
Identifying key partnership stakeholders.
Involving and ensuring contributions of
key stakeholders to include sponsors for
initiatives, participants, top and senior
leaders, managers and non-learning and
development professionals.
Demonstrating and communicating aims
and objectives and achievement of
success indicators.

Answers should identify two stakeholders
and focus on what they could be involved
in and why this would be important.
Answers must be based on your
organisation (or an organisation with
which you are familiar).
Answers should both identify and explain.
Identify – Ascertain the origin, nature or
definitive characteristics of something.
Explain – Make something clear to
someone by describing or giving a detailed
account of a process, decision, or way of
doing something

3.2

Evaluate the indicators of
successful leadership and
management development
initiatives.

Evaluate the extent and
nature of the methods
used by your own
organisation (or an
organisation with which
you are familiar) to
evaluate the impact of its
leadership and
management development
activity. Drawing on your
reading explain how this
might be improved. Justify
your answer.

Evaluation processes and methods,
Individual and organisational performance
evidence, effective succession, retention
rates, value-added KPIs, employee
involvement satisfaction indicators,
achievement of KPIs, value-added
measures. Key theories and concepts of
evaluation of learning, for example
Kirkpatrick. Extent to which the
established purposes and identified
learning needs have been met.

Answers must focus on how impact is
measured and to what degree this is
completed.
An evaluation is required, answers must
include more detail, and be more critical,
than a description.
A minimum of two measures are required.
Answers must be based on your
organisation (or an organisation with
which you are familiar).

Evaluate – Make an appraisal of the value
(or not) of something, its validity,
reliability, applicability
3.3

Assess the impact and
importance that leadership
and management
development initiatives
have on organisational
culture, strategy,
reputation and
performance.

Assess two specific
business benefits that can
accrue to organisations
which invest in first-rate,
up-to-date, evidence-led
leadership and
management development
programmes.

Perception vs reality, nature and types of
change possible/likely, measuring effect
of change, positive vs negative impact,
impact on who (individuals, groups,
departments, organisation as a whole,
customer/client perceptions), transitional
vs temporary vs sustained. Increase in
motivation and engagement resulting in
reduced churn, increase in quantity or
quality of organisational outputs, increase
in external positive reporting and media
coverage, increase in internal harmony
and synergy in current and future
projects

Answers must focus on the benefit to the
organisation and show how this results
from investing in specific first-rate, up-todate, evidence-led leadership and
management development programmes.
Two specific business benefits are
required.
Assess – Evaluate or judge the importance
an issue and use available information to
make a reasoned judgment.

________________________________________________________________

6. Marking Descriptors and Marking Grid
________________________________________________________________
Assessors will mark in line with the marking descriptors on the next page and will indicate where you
sit within the marking band range for each Assessment Criteria.
Our markers will provide a mark from 1 to 4 for each assessment criteria within the unit.
Developmental feedback will be provided where an AC is awarded a mark of 1.
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 you must achieve a 2 (Low Pass) or above for each of the assessment
criteria.
Please note that you will receive a Pass or Fail result from the CIPD at unit level on your certificates.

Overall mark

Unit result

0 to 19

Fail

20 to 25

Low Pass

26 to 32

Pass

33 to 40

High Pass

Marking Descriptors
Low Pass
Pass
2
3
Contextualised Marking Descriptor

Grading Band
Mark for AC
Descriptor Category

Fail
1

Demonstration of
knowledge,
understanding or skills

The response DOES NOT
demonstrate sufficient knowledge,
understanding or skill (as
appropriate) to meet the AC.

The response demonstrates an
acceptable level of knowledge,
understanding or skill (as
appropriate) to meet the AC.

The response demonstrates a
good level of knowledge,
understanding or skill (as
appropriate) to meet the AC.

The response demonstrates a wide
and confident level of knowledge,
understanding or skill (as appropriate)
to meet the AC.

Examples

Insufficient examples included
where required to support answer.

Sufficient acceptable examples
included where required to support
answer.

Includes confident use of
examples, where required to
support the answer.

Includes strong examples that
illustrate the points being made and
support the answer.

Presentation or structure of
response is not appropriate and
does not meet the requirement of
the question/assessment brief.

Required format adopted but some
improvement required to the
structure and presentation of the
response.

Presentation and structure of
response is appropriate for the
question/task.

Presentation and structure of
response is clear, coherent, and
responds directly to the requirements
of the question/task.

Answers are NOT acceptable and
need to be clearer in responding to
the task and presented in a more
coherent way.

Answer is acceptable but could be
clearer in responding to the
question/task and presented in a
more coherent way.

Answer responds clearly to the
question/task and is well
expressed.

Answer responds clearly to the
question/task and is particularly well
expressed or argued.

Insufficient or no evidence of the
use of wider reading to help inform
answer.

Sufficient evidence of appropriate
wider reading to help inform
answer. Satisfactory in-text
referencing.

Good evidence of appropriate
wider reading to help inform
answer. A good standard of intext referencing.

Considerable evidence of appropriate
wider reading to inform answer. An
excellent standard of in-text
referencing.

Required format

Answers

Use of references

High Pass
2

You should refer to this marking grid throughout your assessment to provide you guidance for each task. Your final marks will be generated from how well
you demonstrate your knowledge, skills and understand, providing examples, sticking to the required format, the quality of your answers and your use of
references.

________________________________________________________________

7. Submitting Your Assessment
________________________________________________________________
We understand the amount of work and effort that goes into preparing for an assessment submission,
and to help ensure your success, we want to avoid wherever possible having to reject work or having
to refer / fail a submission.
By sense checking your work against the advice below prior to submission, you can maximise your
chances of success. Each submission will be checked for the items in the illustration below before it is
marked. If any item has been missed, it can result in your work being rejected. You will not lose a
submission attempt if your work cannot be marked due to the issues below, however it will delay your
feedback.

Academic Misconduct
We regard any attempt by a student to gain an unfair advantage in assessment as a serious academic
offence that undermines the academic standards of the both the centre and the CIPD.
If suspected of plagiarism, and any other academic offence, you will be required to explain why this
has happened and you may lose attempts, have to work on a new brief or the most serious of penalties
which can be withdrawal from the course.
Make sure you know how to correctly acknowledge other people’s work or opinions by accessing the
Harvard Referencing Guide in the Resources area, or contact you Programme Tutor for further advice
and guidance.

________________________________________________________________

8. Unit Disclaimer and Updates
________________________________________________________________
The information in this Unit Guide is correct at the time of creation and publication.
Each year the CIPD makes changes to the core assessment briefs, and to the specialist and optional
unit assessment briefs every 2nd year. We are required to change the briefs over to ensure that they
are relevant and current. There are plans to change over the relevant assessment briefs each summer,
starting in August 2022.
We will keep you informed of any changes well in advance, and you will have a set period of time to
complete the assessment you are working on before the brief changes over.
Both the CIPD and the centre hold the right to amend the unit, content, brief and supporting materials
if there is a requirement to do so.

________________________________________________________________

9. Appendix
________________________________________________________________
No appendix for this unit and assessment

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