Publish
Keep the scope, criteria and preparation guidance understandable.
Program governance
Clear ownership.
Defined boundaries.
Progress at Work is managed as an independent, private employer-recognition program. Its public framework, annual cycle and communication rules define what the recognition can responsibly mean.
Operating model
Governance follows the evidence cycle
Review
Consider current evidence across all four framework areas.
Decide
Keep recognition outcomes within the agreed organization and cycle.
Renew
Require current evidence before recognition continues.
Principles
What guides program decisions
Consistency
Use the same four evidence areas as the basis for each organizational review.
Proportionality
Consider organizational scale and context without lowering the need for coherent evidence.
Privacy awareness
Encourage necessary, aggregated and appropriately protected information.
Transparency
Make the annual scope and limits of recognition clear to applicants and audiences.
Responsibilities
Program and employer roles remain distinct
Program responsibility
- Maintain public guidance
- Define the review route
- Consider submitted evidence
- Set recognition-use expectations
Employer responsibility
- Provide accurate context
- Protect employee information
- Explain evidence limitations
- Use recognition within scope
Independence
Recognition is deliberately limited
Private employer recognition
Progress at Work is not government accreditation, regulatory certification, course accreditation, individual employee certification or a guarantee of organizational performance.
Current guidance
Use published information and direct clarification
The certification, criteria, evidence, badge and renewal pages form the current public guidance set. Application-specific scope, timing and pricing are confirmed directly.
Questions about governance, interpretation or recognition use can be sent before an organization acts on uncertain wording.