examining the legal Environment

CRITERIA 

NON-PERFORMANCE 

BASIC 

PROFICIENT 

DISTINGUISHED 

Describe the important issues in the case.

Does not identify the important issues in the case.

Identifies the important issues in the case.

Describes the important issues in the case.

Analyzes the important issues in the case. 

Distinguish the theory of disparate (or adverse) impact from the theory of disparate treatment.

Does not distinguish the theory of disparate (or adverse) impact from the theory of disparate treatment.

Partially distinguishes the theory of disparate (or adverse) impact from the theory of disparate treatment.

Distinguishes the theory of disparate (or adverse) impact from the theory of disparate treatment.

Distinguishes the theory of disparate (or adverse) impact from the theory of disparate treatment using case specific examples or additional context. 

Analyze the outcome of the case.

Does not state the outcome of the case.

Describes the outcome of the case.

Analyzes the outcome of the case.

Analyzes the outcome of the case, accurately applying disparate impact theory. 

Analyze the evidence of discriminatory effects.

Does not describe the evidence of discriminatory effects.

Describes the evidence of discriminatory effects.

Analyzes the evidence of discriminatory effects.

Analyzes the evidence of discriminatory effects and provides specific examples of connections to the rule, policy, or process. 

Describe how the Uniform Guidelines on Employee Selection Procedures help employers avoid issues related to disparate or adverse impact.

Does not identify how the Uniform Guidelines on Employee Selection Procedures help employers avoid issues related to disparate or adverse impact.

Identifies but does not describe how the Uniform Guidelines on Employee Selection Procedures help employers avoid issues related to disparate or adverse impact.

Describes how the Uniform Guidelines on Employee Selection Procedures help employers avoid issues related to disparate or adverse impact.

Analyzes how the Uniform Guidelines on Employee Selection Procedures help employers avoid issues related to disparate or adverse impact. 

Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resources profession.

Does not communicate in a manner that is scholarly, professional, or consistent with expectations of members of the human resources profession.

Communicates in a professional manner but with errors in grammar and/or mechanics.

Communicates in a manner that is scholarly, professional, and consistent with expectations of members of the human resources profession.

Communicates in a scholarly, professional manner that addresses the intended audience and is free of grammatical and mechanical errors.