Distinguished - Accurately and thoroughly applies the transformational leadership, authentic leadership, or servant leadership model to identify an optimal approach for the new Clinic Director, fully justifying the approach with the literature and discussing how and why the model will enable the new Clinic Director to be successful, given the challenges presented in the case study.

Proficient - Applies the transformational leadership, authentic leadership, or servant leadership model to identify an optimal approach for the new Clinic Director, justifying the approach with the literature and discussing how and why the model will enable the new Clinic Director to be successful, given the challenges presented in the case study. Minor details are missing, slightly inaccurate, or slightly unclear.

Basic - Partially applies the transformational leadership, authentic leadership, or servant leadership model to identify an optimal approach for the new Clinic Director, somewhat justifying the approach with the literature and vaguely discussing how and why the model will enable the new Clinic Director to be successful, given the challenges presented in the case study. Relevant details are missing, inaccurate, and/or unclear.

Below Expectations - Attempts to apply the transformational leadership, authentic leadership, or servant leadership model to identify an optimal approach for the new Clinic Director; however, does not justify recommendations with the literature and/or discuss how and why the model will enable the new Clinic Director to be successful, given the challenges presented in the case study, and/or significant details are missing, inaccurate, and/or unclear.

Non-Performance - The application of the transformational leadership, authentic leadership, or servant leadership model to identify an optimal approach for the new Clinic Director, justifying the approach with the literature and discussing how and why the model will enable the new Clinic Director to be successful, given the challenges presented in the case study is either nonexistent or lacks the components described in the assignment instructions.

Distinguished - Clearly and accurately identifies the skills and competencies required for a managerial candidate, and thoroughly discusses the roles and responsibilities the new manager should be able to demonstrate in overseeing the work of a group of staff.

Proficient - Identifies the skills and competencies required for a managerial candidate, and discusses the roles and responsibilities the new manager should be able to demonstrate in overseeing the work of a group of staff. Minor details are missing, slightly inaccurate, and/or slightly unclear.

Basic - Vaguely identifies the skills and competencies required for a managerial candidate, and minimally discusses the roles and responsibilities the new manager should be able to demonstrate in overseeing the work of a group of staff. Relevant details are missing, inaccurate, and/or unclear.

Below Expectations - Attempts to identify the skills and competencies required for a managerial candidate and discuss the roles and responsibilities the new manager should be able to demonstrate in overseeing the work of a group of staff; however, significant details are missing, inaccurate, and/or unclear.

Non-Performance - The skills and competencies required for a managerial candidate and discussion of the roles and responsibilities the new manager should be able to demonstrate in overseeing the work of a group of staff are either nonexistent or lack the components described in the assignment instructions.

Distinguished - Thoroughly analyzes the decision-making options for selecting a new manager, and recommends a clear, detailed path forward that will best serve the organization, comprehensively defending the recommendations based on the literature.

Proficient - Analyzes the decision-making options for selecting a new manager, and recommends a path forward that will best serve the organization, defending the recommendations based on the literature. Minor details are missing or slightly unclear.

Basic - Minimally analyzes the decision-making options for selecting a new manager, and recommends a partial path forward that will best serve the organization, somewhat defending the recommendations based on the literature. Relevant details are missing and/or unclear.

Below Expectations - Attempts to analyzes the decision-making options for selecting a new manager and recommend a path forward that will best serve the organization; however, does not defend the recommendations based on the literature, and/or significant details are missing and/or unclear.

Non-Performance - The analysis of the decision-making options for selecting a new manager and recommendation of a path forward that will best serve the organization, defending the recommendations based on the literature are either nonexistent or lack the components described in the assignment instructions.

Distinguished - Thoroughly analyzes how the clinic leadership team can influence organizational culture and values to improve the situation described in the case study, providing clear, detailed, specific examples of actions that can be taken to regain the trust and respect of employees.

Proficient - Analyzes how the clinic leadership team can influence organizational culture and values to improve the situation described in the case study, providing specific examples of actions that can be taken to regain the trust and respect of employees. Minor details are missing or slightly unclear.

Basic - Minimally analyzes how the clinic leadership team can influence organizational culture and values to improve the situation described in the case study, providing limited examples of actions that can be taken to regain the trust and respect of employees. Relevant details are missing and/or unclear.

Below Expectations - Attempts to analyze how the clinic leadership team can influence organizational culture and values to improve the situation described in the case study; however, does provide examples of actions that can be taken to regain the trust and respect of employees, and/or significant details are missing and/or unclear.

Non-Performance - The analysis of how the clinic leadership team can influence organizational culture and values to improve the situation described in the case study, providing examples of actions that can be taken to regain the trust and respect of employees is either nonexistent or lacks the components described in the assignment instructions.

Distinguished - Recommends a clear, detailed path forward using a Change Management model to accomplish the training and procedural changes that will be necessary to transition to the new electronic medical records system.

Proficient - Recommends a path forward using a Change Management model to accomplish the training and procedural changes that will be necessary to transition to the new electronic medical records system. Minor details are missing or slightly unclear.

Basic - Recommends a limited path forward using a Change Management model to accomplish the training and procedural changes that will be necessary to transition to the new electronic medical records system. Relevant details are missing and/or unclear.

Below Expectations - Attempts to recommend a path forward using a Change Management model to accomplish the training and procedural changes that will be necessary to transition to the new electronic medical records system; however, significant details are missing and/or unclear.

Non-Performance - The recommendation of a path forward using a Change Management model to accomplish the training and procedural changes that will be necessary to transition to the new electronic medical records system is either nonexistent or lacks the components described in the assignment instructions.

Distinguished - Thoroughly assesses the specific motivational factors the clinic leadership team can employ to establish a more motivating environment within the clinic, clearly and accurately citing contemporary literature.

Proficient - Assesses the specific motivational factors the clinic leadership team can employ to establish a more motivating environment within the clinic, citing contemporary literature. Minor details are missing, slightly inaccurate, or slightly unclear.

Basic - Minimally assesses the specific motivational factors the clinic leadership team can employ to establish a more motivating environment within the clinic, vaguely citing contemporary literature. Relevant details are missing, inaccurate, and/or unclear.

Below Expectations - Attempts to assess the specific motivational factors the clinic leadership team can employ to establish a more motivating environment within the clinic; however, does not cite contemporary literature, and/or significant details are missing, inaccurate, and/or unclear.

Non-Performance - The assessment of the specific motivational factors the clinic leadership team can employ to establish a more motivating environment within the clinic, citing contemporary literature is either nonexistent or lacks the components described in the assignment instructions.

Distinguished - Displays meticulous comprehension and organization of syntax and mechanics, such as spelling and grammar. Written work contains no errors and is very easy to understand.

Proficient - Displays comprehension and organization of syntax and mechanics, such as spelling and grammar. Written work contains only a few minor errors and is mostly easy to understand.

Basic - Displays basic comprehension of syntax and mechanics, such as spelling and grammar. Written work contains a few errors which may slightly distract the reader.

Below Expectations - Fails to display basic comprehension of syntax or mechanics, such as spelling and grammar. Written work contains major errors which distract the reader.

Non-Performance - The assignment is either nonexistent or lacks the components described in the instructions.

Distinguished - Accurately uses APA formatting consistently throughout the paper, title page, and reference page.

Proficient - Exhibits APA formatting throughout the paper. However, layout contains a few minor errors. 

Basic - Exhibits limited knowledge of APA formatting throughout the paper. However, layout does not meet all APA requirements. 

Below Expectations - Fails to exhibit basic knowledge of APA formatting. There are frequent errors, making the layout difficult to distinguish as APA.

Non-Performance - The assignment is either nonexistent or lacks the components described in the instructions.

Distinguished - The length of the paper is equivalent to the required number of words.

Proficient - The length of the paper is nearly equivalent to the required number of words.

Basic - The length of the paper is equivalent to at least three quarters of the required number of words.

Below Expectations - The length of the paper is equivalent to at least one half of the required number of words.   

Non-Performance - The assignment is either nonexistent or lacks the components described in the instructions.

Distinguished - Uses more than the required number of scholarly sources, providing compelling evidence to support ideas. All sources on the reference page are used and cited correctly within the body of the assignment.

Proficient - Uses the required number of scholarly sources to support ideas. All sources on the reference page are used and cited correctly within the body of the assignment.

Basic - Uses less than the required number of sources to support ideas. Some sources may not be scholarly. Most sources on the reference page are used within the body of the assignment. Citations may not be formatted correctly.

Below Expectations - Uses an inadequate number of sources that provide little or no support for ideas. Sources used may not be scholarly. Most sources on the reference page are not used within the body of the assignment. Citations are not formatted correctly.

Non-Performance - The assignment is either nonexistent or lacks the components described in the instructions.