Leadership Development

CRITERIA

NON-PERFORMANCE

BASIC

PROFICIENT

DISTINGUISHED

Describe a leadership role and title for a position in a selected human services organization. 13%

Does not describe a leadership role and title for a position in a selected human services organization.

Describes a leadership role and title for a position in a selected human services organization, but the description is incomplete or insufficient.

Describes a leadership role and title for a position in a selected human services organization.

Describes a leadership role and title for a position in a selected human services organization. Describes the reporting relationships for this position.

Develop a leadership statement that encompasses a leadership philosophy for a specified position in a human services organization. 13%

Does not develop a leadership statement that encompasses a leadership philosophy for a specified position in a human services organization.

Develops a leadership statement that encompasses a leadership philosophy for a specified position in a human services organization, but the statement is incomplete or insufficient.

Develops a leadership statement that encompasses a leadership philosophy for a specified position in a human services organization.

Develops a leadership statement that encompasses a leadership philosophy for a specified position in a human services organization. Explains how the statement encompasses the leadership philosophy.

Discuss the rationale for a selected leadership philosophy, including how the philosophy reflects service delivery for the customer population. 13%

Does not discuss the rationale for a selected leadership philosophy, including how the philosophy reflects service delivery for the customer population.

Discusses the rationale for a selected leadership philosophy, but does not discuss how the philosophy reflects service delivery for the customer population, or the discussion is incomplete or otherwise flawed.

Discusses the rationale for a selected leadership philosophy, including how the philosophy reflects service delivery for the customer population.

Discusses the rationale for a selected leadership philosophy, including how the philosophy reflects service delivery for the customer population. Provides a specific example of how the philosophy applies to a service delivery challenge.

Discuss how a leadership philosophy and rationale address the unique components of service delivery for a nonprofit, for-profit, or government organization. 13%

Does not discuss how a leadership philosophy and rationale address the unique components of service delivery for a nonprofit, for-profit, or government organization.

Discusses how a leadership philosophy and rationale address the unique components of service delivery for a nonprofit, for-profit, or government organization, but the discussion is incomplete, inaccurate, or insufficient.

Discusses how a leadership philosophy and rationale address the unique components of service delivery for a nonprofit, for-profit, or government organization.

Discusses how a leadership philosophy and rationale address the unique components of service delivery for a nonprofit, for-profit, or government organization. Includes supporting literature about leadership philosophies.

Define 10 to 15 leadership skills important for an identified leadership role in a human services organization. 12%

Does not define 10 to 15 leadership skills important for an identified leadership role in a human services organization.

Defines leadership skills for an identified leadership role in a human services organization but defines less than 10 skills, or the skills are not relevant.

Defines 10 to 15 leadership skills important for an identified leadership role in a human services organization.

Defines 10 to 15 leadership skills important for an identified leadership role in a human services organization. Supports the importance of the skills by citing scholarly literature.

Assess a leader’s competency on identified leadership skills for a specified human services position. 12%

Does not assess a leader’s competency on identified leadership skills for a specified human services position.

Assesses a leader’s competency on identified leadership skills for a specified human services position, but the assessment is incomplete, inaccurate, or insufficient.

Assesses a leader’s competency on identified leadership skills for a specified human services position.

Assesses a leader’s competency on identified leadership skills for a specified human services position. Describes the assumptions behind the assessment.

Analyze actions needed for skill improvement for skills required in a specified human services position. 12%

Does not analyze actions needed for skill improvement for skills required in a specified human services position.

Analyzes actions needed for skill improvement for skills required in a specified human services position, but the analysis is incomplete, inaccurate, or insufficient.

Analyzes actions needed for skill improvement for skills required in a specified human services position.

Analyzes actions needed for skill improvement for skills required in a specified human services position. Cites relevant resources to assist in skills improvement.

Write in a manner consistent with the expectations of the human services profession. 12%

Does not write in a manner consistent with the expectations of the human services profession.

Writes in a manner consistent with the expectations of the human services profession, but with frequent errors and lapses.

Writes in a manner consistent with the expectations of the human services profession.

Writes in a manner consistent with the expectations of the human services profession. Uses current APA style and formatting for all in-text citations and references.