<\/div>\n<\/div>\n<\/div>\n
<\/span><\/span><\/div>\n<\/td>\n
\n\/ 18 pts<\/div>\n<\/td>\n<\/tr>\n \n\nSelect two main roles in the organization and explain how the employment status of each position was determined.<\/span><\/div>\nview longer description<\/span><\/div>\n<\/th>\n\n<\/p>\n\n 16 to >13.6 pts<\/span><\/div>\nDISTINGUISHED<\/span><\/div>\nSelects two main roles in the organization and explains how the employment status of each position was determined, and supports with details from scholarly sources.<\/span><\/p>\n<\/div>\n \n <\/div>\n<\/div>\n<\/div>\n <\/span><\/p>\n\n 13.6 to >11.2 pts<\/span><\/div>\nPROFICIENT<\/span><\/div>\nSelects two main roles in the organization and explains how the employment status of each position was determined.<\/span><\/p>\n<\/div>\n \n <\/div>\n<\/div>\n<\/div>\n <\/span><\/p>\n\n 11.2 to >0 pts<\/span><\/div>\nBASIC<\/span><\/div>\nSelects two main roles in the organization and explains how the employment status of each position was determined, but key information is missing.<\/span><\/p>\n<\/div>\n \n <\/div>\n<\/div>\n<\/div>\n <\/span><\/p>\n\n 0 pts<\/span><\/div>\nNON_PERFORMANCE<\/span><\/div>\nDoes not select two main roles in the organization or explain how the employment status of each position was determined.<\/span><\/p>\n<\/div>\n \n <\/div>\n<\/div>\n<\/div>\n <\/span><\/span><\/div>\n<\/td>\n \n\/ 16 pts<\/div>\n<\/td>\n<\/tr>\n \n\nDiscuss the practices the company should avoid when employing contractors.<\/span><\/div>\nview longer description<\/span><\/div>\n<\/th>\n\n<\/p>\n\n 16 to >13.6 pts<\/span><\/div>\nDISTINGUISHED<\/span><\/div>\nAnalyzes the practices the company should avoid when employing contractors, and provides support with details from scholarly sources.<\/span><\/p>\n<\/div>\n \n <\/div>\n<\/div>\n<\/div>\n <\/span><\/p>\n\n 13.6 to >11.2 pts<\/span><\/div>\nPROFICIENT<\/span><\/div>\nDiscusses the practices the company should avoid when employing contractors.<\/span><\/p>\n<\/div>\n \n <\/div>\n<\/div>\n<\/div>\n <\/span><\/p>\n\n 11.2 to >0 pts<\/span><\/div>\nBASIC<\/span><\/div>\nLists the practices the company should avoid when employing contractors.<\/span><\/p>\n<\/div>\n \n <\/div>\n<\/div>\n<\/div>\n <\/span><\/p>\n\n 0 pts<\/span><\/div>\nNON_PERFORMANCE<\/span><\/div>\nDoes not list the practices the company should avoid when employing contractors.<\/span><\/p>\n<\/div>\n \n <\/div>\n<\/div>\n<\/div>\n <\/span><\/span><\/div>\n<\/td>\n \n\/ 16 pts<\/div>\n<\/td>\n<\/tr>\n \n\nAnalyze two types of protected classes under federal antidiscrimination statutes. Discuss why these are liabilities for the company.<\/span><\/div>\nview longer description<\/span><\/div>\n<\/th>\n\n<\/p>\n\n 16 to >13.6 pts<\/span><\/div>\nDISTINGUISHED<\/span><\/div>\nAnalyzes two types of protected classes under federal antidiscrimination statutes. Discusses why these are liabilities for the company, and provides support with details from scholarly sources.<\/span><\/p>\n<\/div>\n \n <\/div>\n<\/div>\n<\/div>\n <\/span><\/p>\n\n 13.6 to >11.2 pts<\/span><\/div>\nPROFICIENT<\/span><\/div>\nAnalyzes two types of protected classes under federal antidiscrimination statutes. Discusses why these are liabilities for the company.<\/span><\/p>\n<\/div>\n \n <\/div>\n<\/div>\n<\/div>\n <\/span><\/p>\n\n 11.2 to >0 pts<\/span><\/div>\nBASIC<\/span><\/div>\nDiscusses two types of protected classes under federal antidiscrimination statutes. Discussion on why are these liabilities for the company is missing key information.<\/span><\/p>\n<\/div>\n \n <\/div>\n<\/div>\n<\/div>\n <\/span><\/p>\n\n 0 pts<\/span><\/div>\nNON_PERFORMANCE<\/span><\/div>\n | | | | | | | | |