Reward for performance and contribution
How pay and benefits are structured, what they do to behaviour, and the law that constrains both.
Level 5 People Management · 10 assessment criteria
Learning outcome 1
Understand the impact of reward approaches and packages.
- AC1.1explain
Explain the principles of reward and its importance to organisational culture and performance management.
What that asks for: Make it clear how or why something works. Description is enough here — you are not being asked to judge it.
- AC1.2assess
Assess the contribution of extrinsic and intrinsic rewards to improving employee contribution and sustained organisational performance.
What that asks for: Judge the significance or extent of something. Close to evaluate, but the emphasis is on how much it matters.
Learning outcome 2
Understand the importance of different components of reward.
- AC2.1explain
Explain differences between types of grade and pay structures.
What that asks for: Make it clear how or why something works. Description is enough here — you are not being asked to judge it.
- AC2.2explain
Explain how contingent rewards can impact individual, team and organisational performance.
What that asks for: Make it clear how or why something works. Description is enough here — you are not being asked to judge it.
- AC2.3explain
Explain the merits of different types of benefits offered by organisations.
What that asks for: Make it clear how or why something works. Description is enough here — you are not being asked to judge it.
- AC2.4explain
Explain the merits of different types of recognition schemes offered by organisations.
What that asks for: Make it clear how or why something works. Description is enough here — you are not being asked to judge it.
Learning outcome 3
Understand how to develop insight from benchmarking data to inform reward approaches.
- AC3.1assess
Assess the business context of the reward environment.
What that asks for: Judge the significance or extent of something. Close to evaluate, but the emphasis is on how much it matters.
- AC3.2evaluate
Evaluate the most appropriate ways in which benchmarking data can be gathered and measured to develop insight.
What that asks for: Weigh it up and reach a judgement. Both sides, then a position — an answer with no verdict does not meet this.
- AC3.3explain
Explain approaches to job evaluation.
What that asks for: Make it clear how or why something works. Description is enough here — you are not being asked to judge it.
- AC3.4explain
Explain the legislative requirements that impact reward practice.
What that asks for: Make it clear how or why something works. Description is enough here — you are not being asked to judge it.
Learning outcomes and assessment criteria are quoted from the CIPD CIPD Level 5 Associate Diploma in People Management qualification specification, version 2.6 (February 2026), © CIPD. MarkReady is not a CIPD approved centre and is not affiliated with or endorsed by the CIPD.
- 5CO01Organisational performance and culture in practice
- 5CO02Evidence-based practice
- 5CO03Professional behaviours and valuing people
- 5HR01Employment relationship management
- 5HR02Talent management and workforce planning
- 5OS01Specialist employment law
- 5OS02Advances in digital learning and development
- 5OS03Learning and development essentials
- 5OS04People management in an international context
- 5OS05Equality, diversity and inclusion
- 5OS06Leadership and management development
- 5OS07Wellbeing at work
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