WGU D063 Capstone Rubric Task 3 |Latest
Update with Complete Solution
Rubric
A1: Health Service Coordination Position
Not Evident: A cover letter that describes a health service coordination position is not provided.
Approaching Competence: The cover letter includes a description of the health service coordination
position, but the description is not thorough.
Competent: The cover letter includes a thorough description of the health service coordination position
the candidate chose to apply for.
A2: Qualified Candidate
Not Evident: A cover letter that explains why the candidate is qualified for the job is not provided.
Approaching Competence: The cover letter explains why the candidate is qualified for the job, but it
does not include specific examples of the candidate’s qualifications or applicable additional skills. Or the
examples or the additional skills are not relevant to the position or beneficial to the organization. Or the
explanation is not thorough or well supported by the examples or skills.
Competent: The cover letter explains why the candidate is qualified for the job by providing specific
examples and additional skills that are relevant to the position and beneficial to the organization. The
explanation is thorough and well supported by the examples and skills.
A3: Field Experience Examples
Not Evident: A cover letter that discusses specific examples from the field experience that demonstrate
how the candidate is qualified for the position is not provided.
Approaching Competence: The cover letter does not thoroughly discuss specific examples from the field
experience. Or the discussion is not well supported by the examples or does not logically demonstrate
how the candidate is qualified for the position.
Competent: The cover letter thoroughly discusses specific examples from the field experience, is well
supported, and logically demonstrates how the candidate is qualified for the position.
B1: Leadership Style
Not Evident: An analysis that discusses the leadership style of a leader from the field experience is not
provided.
Approaching Competence: The analysis discusses the leadership style of a leader from the field
experience, but the discussion is not thorough or well supported.
Competent: The analysis includes a thorough and well-supported discussion of the leadership style of a
leader from the student’s field experience.
B2: Leader Observations
, Not Evident: An analysis that describes 2 observations made about the leader identified in part B1 and
how the leader interacted with the staff during the field experience is not provided.
Approaching Competence: The analysis describes 2 observations made about the leader identified in
part B1 and how the leader interacted with staff, but the description is missing details or is vague. Or the
description does not demonstrate the interactions between the leader and the staff.
Competent: The analysis thoroughly and specifically describes 2 observations made about the leader
identified in part B1 and how the leader interacted with the staff during the field experience.
B3: Strategies for Connection
Not Evident: An analysis that recommends 3 strategies that the identified leader could use to enhance
the ability to connect with members of the team is not provided.
Approaching Competence: The analysis recommends 3 strategies that the identified leader could use to
enhance the ability to connect with members of the team, but any of the strategies are not logical, are
not feasible, or are not relevant to the application of improving connection with team members.
Competent: The analysis recommends 3 strategies that the identified leader could use to enhance the
ability to connect with members of the team. The 3 strategies are logical, feasible, and relevant to the
application of improving connection with team members.
B4: Leadership Qualities
Not Evident: An analysis that discusses 3 leadership qualities to embody is not provided.
Approaching Competence: The analysis does not thoroughly discuss the 3 leadership qualities to
embody in a future career. Or any of the qualities discussed are not practical or are not relevant to the
candidate’s future career.
Competent: The analysis thoroughly discusses 3 leadership qualities to embody in a future career. The
qualities are practical and relevant to the candidate’s future career.
C1: Career Goals
Not Evident: A discussion of short-term and long-term career goals is not provided.
Approaching Competence: The discussion does not thoroughly address 2 short-term and 2 long-term
career goals. Or the identified goals are impractical or are irrelevant to a career in health service
coordination. Or there is not a distinction between the short-term and long-term goals.
Competent: The discussion thoroughly addresses 2 short-term and 2 long-term career goals. The goals
are practical and relevant to a career in health service coordination. There is a distinction between the
short-term and long-term goals.
C2: Goal Importance
Not Evident: An explanation of why the goals identified in part C1 are important is not provided.
Update with Complete Solution
Rubric
A1: Health Service Coordination Position
Not Evident: A cover letter that describes a health service coordination position is not provided.
Approaching Competence: The cover letter includes a description of the health service coordination
position, but the description is not thorough.
Competent: The cover letter includes a thorough description of the health service coordination position
the candidate chose to apply for.
A2: Qualified Candidate
Not Evident: A cover letter that explains why the candidate is qualified for the job is not provided.
Approaching Competence: The cover letter explains why the candidate is qualified for the job, but it
does not include specific examples of the candidate’s qualifications or applicable additional skills. Or the
examples or the additional skills are not relevant to the position or beneficial to the organization. Or the
explanation is not thorough or well supported by the examples or skills.
Competent: The cover letter explains why the candidate is qualified for the job by providing specific
examples and additional skills that are relevant to the position and beneficial to the organization. The
explanation is thorough and well supported by the examples and skills.
A3: Field Experience Examples
Not Evident: A cover letter that discusses specific examples from the field experience that demonstrate
how the candidate is qualified for the position is not provided.
Approaching Competence: The cover letter does not thoroughly discuss specific examples from the field
experience. Or the discussion is not well supported by the examples or does not logically demonstrate
how the candidate is qualified for the position.
Competent: The cover letter thoroughly discusses specific examples from the field experience, is well
supported, and logically demonstrates how the candidate is qualified for the position.
B1: Leadership Style
Not Evident: An analysis that discusses the leadership style of a leader from the field experience is not
provided.
Approaching Competence: The analysis discusses the leadership style of a leader from the field
experience, but the discussion is not thorough or well supported.
Competent: The analysis includes a thorough and well-supported discussion of the leadership style of a
leader from the student’s field experience.
B2: Leader Observations
, Not Evident: An analysis that describes 2 observations made about the leader identified in part B1 and
how the leader interacted with the staff during the field experience is not provided.
Approaching Competence: The analysis describes 2 observations made about the leader identified in
part B1 and how the leader interacted with staff, but the description is missing details or is vague. Or the
description does not demonstrate the interactions between the leader and the staff.
Competent: The analysis thoroughly and specifically describes 2 observations made about the leader
identified in part B1 and how the leader interacted with the staff during the field experience.
B3: Strategies for Connection
Not Evident: An analysis that recommends 3 strategies that the identified leader could use to enhance
the ability to connect with members of the team is not provided.
Approaching Competence: The analysis recommends 3 strategies that the identified leader could use to
enhance the ability to connect with members of the team, but any of the strategies are not logical, are
not feasible, or are not relevant to the application of improving connection with team members.
Competent: The analysis recommends 3 strategies that the identified leader could use to enhance the
ability to connect with members of the team. The 3 strategies are logical, feasible, and relevant to the
application of improving connection with team members.
B4: Leadership Qualities
Not Evident: An analysis that discusses 3 leadership qualities to embody is not provided.
Approaching Competence: The analysis does not thoroughly discuss the 3 leadership qualities to
embody in a future career. Or any of the qualities discussed are not practical or are not relevant to the
candidate’s future career.
Competent: The analysis thoroughly discusses 3 leadership qualities to embody in a future career. The
qualities are practical and relevant to the candidate’s future career.
C1: Career Goals
Not Evident: A discussion of short-term and long-term career goals is not provided.
Approaching Competence: The discussion does not thoroughly address 2 short-term and 2 long-term
career goals. Or the identified goals are impractical or are irrelevant to a career in health service
coordination. Or there is not a distinction between the short-term and long-term goals.
Competent: The discussion thoroughly addresses 2 short-term and 2 long-term career goals. The goals
are practical and relevant to a career in health service coordination. There is a distinction between the
short-term and long-term goals.
C2: Goal Importance
Not Evident: An explanation of why the goals identified in part C1 are important is not provided.
