Must Be DISTINGUISHED Based On Scoring Guide

CRITERIA

NON-PERFORMANCE

BASIC

PROFICIENT

DISTINGUISHED

Analyze components to include in FFH's (or a selected organization’s) total rewards package.

Does not describe components to include in FFH's (or a selected organization’s) total rewards package.

Describes but does not analyze components to include in FFH's (or a selected organization’s) total rewards package.

Analyzes components to include in FFH's (or a selected organization’s) total rewards package.

Analyzes and summarizes the key narrower and broader components to include in FFH's (or a selected organization’s) total rewards package.

Compare the salary and benefits components with adding an incentive compensation package.

Does not identify the salary and benefits components or incentive compensation package.

Identifies but does not compare the salary and benefits components with adding an incentive compensation package.

Compares the salary and benefits components with adding an incentive compensation package.

Compares the salary and benefits components with adding an incentive compensation package and debates the pros and cons of including incentive compensation.

Explain what legal compliance requirements FFH (or a selected organization) should consider when creating a total rewards package.

Does not identify what legal compliance requirements FFH (or a selected organization) should consider when creating a total rewards package.

Identifies but does not explain what legal compliance requirements FFH (or a selected organization) should consider when creating a total rewards package.

Explains what legal compliance requirements FFH (or a selected organization) should consider when creating a total rewards package.

Analyzes what legal compliance requirements FFH (or a selected organization) should consider when creating a total rewards package, using relevant sources.

Recommend a strategy for compensating FFH's (or a selected organization’s) management.

Does not describe a strategy for compensating FFH's (or a selected organization’s) management.

Describes but does not recommend a strategy for compensating FFH's (or a selected organization’s) management.

Recommends a strategy for compensating FFH's (or a selected organization’s) management.

Recommends a strategy for compensating FFH's (or a selected organization’s) management and supports the strategy with relevant data and information.

Communicate in a manner that is professional and consistent with expectations for human resource professionals and master's-level programs.

Does not communicate in a manner that is professional and consistent with expectations for members of the business professions and master's-level programs.

Communicates in a manner that is not consistently professional or not consistent with expectations for members of the business professions and master's-level programs.

Communicates in a manner that is professional and consistent with expectations for human resource professionals and master's level programs.

Communicates in a manner that is professional and consistent with expectations for members of the business professions and master's-level programs. Writing is clear, well organized, and free of grammatical and other mechanical errors.