Rather than wait until you are next in a supermarket to check out the different types of work, we brought some of the jobs at Whole Foods Market to you! Now that you have some background in job evaluation, it is time to try it out. As a first step, Whole Foods has done job analysis and prepared job descriptions. The results are shown below. Now a job structure is needed. The manager has assigned this job to you.

Steps to complete:

Step 1:Weighting each compensable factor)How would you weight each of the factors? Make sure your weights add up to 100% and should be based on firm strategy.

Hint: Think about Whole Foods, their brand, and how they generate money.

Step 2:Score each job)Read each job description, and score each job based on the factors and degrees provided. You can use the matrix below. Be prepared to justify each of your scores.

Compensable Factors (Review definitions and scales at the end of this document)	Weighting (Out of 100%)	Team Member (Out of 1 to 5; see factors below)	Regional Team Leader (Out of 1 to 5; see factors below)
Training and Background	20
Judgement and planning required	40
Responsibility for the work of others	40

Questions to Answer:

1. Justify your weighting scheme. For example, why would you rate training and background as 0% or 100% (or whatever % weight you give it)? Why would you rate judgement and planning 1 or 99% (or whatever % weight you give it)? Link your justifications back to the company's strategy. Hint: Think about how other industries might weight each factor, and contrast those weightings to the grocery store industry. For example, tech jobs rely heavily on training and background but may not emphasize responsibility for others. Construction industries may require less training and background, but rely heavily on responsibility for others. Consulting jobs may require large amounts of judgement, but little responsibility for others. To understand the grocery store industry, compare them to existing industries and develop a judgement on the relative importance of training, judgement, and responsibility.
2. Justify each job's scoring on its' compensable factors. For example, why did you rate a team member as a 1 or a 5 in training or background? Imagine you had to justify this to a compensation committee (or, perhaps to a legal court) - what is your justification for each of those ratings? There should be 6 justifications (for each of the 6 ratings you have to do).

Note:The job descriptions and compensable factors are below.

JOB A (TEAM MEMBER, PREPARED FOODS)

Kind of Work

Perform all duties and responsibilities of Prepared Foods Team Member. Provide excellent customer service. Assist team leader in nightly team operations. Report all actions of team members that violate policies or standards to the team leader or associate team leader. Mentor and train team members. Maintain quality standards in production and counter display. Comply with all applicable health and safety codes. Help implement and support all regional programs.

Requirements

• Minimum six months' retail food production experience, or equivalent.
• Overall knowledge of both front and back of the house operations.
• Comprehensive product knowledge.
• Comprehensive knowledge of quality standards.
• Excellent organizational skills.
• Excellent interpersonal skills, and ability to train others.
• Demonstrated decision-making ability, and leadership skills.
• Ability to perform physical requirements of position.
• Able to work a flexible schedule based on the needs of the store.

JOB B (REGIONAL TEAM LEADER)

Kind of Work

Rotate among stores. Assist and support the store team leader with all store functions. Interview, select, evaluate, counsel, and terminate team members. Coordinate and supervise all store products and personnel. Follow through on all customer and team member questions and requests. Evaluate customer service and resolve complaints. Operate the store in an efficient and profitable manner. Have a firm understanding of store financials and labor budgets. Establish and achieve sales, labor, and contribution goals. Review department schedules and research productivity improvements. Order store equipment and supplies in a timely manner. Enforce established food safety, cleaning, and maintenance procedures. Inspect store; ensure cleanliness; visit off-hours for consistency. Maintain accurate retail pricing and signage. Ensure that product is cross-merchandised in other departments. Coordinate, supervise, and report physical inventory. Analyze product transfers, waste, and spoilage. Manage expenses to maximize the bottom line. Provide, maintain, and safety-train team members on all equipment and tools. Resolve safety violations and hazards immediately. Maintain store security and ensure that opening and closing procedures are followed. Show EVA improvement over a designated period. Leverage sales growth to improve store profitability. Assist in handling liability claims and minimize their occurrence. Establish and maintain good community relations. Create a friendly, productive, and professional working environment. Communicate company goals and information to team members. Ensure and support team member development and training. Evaluate team member duties, dialogues, raises, and promotions. Keep regional leadership informed of all major events that affect the store. Ensure store policies and procedures are followed. Visit the competition on a regular basis and react to current industry trends.

Requirements

• A passion for retailing.
• Complete understanding of Whole Foods Market retail operations.
• Strong leadership and creative ability.
• Management and business skills with financial expertise.
• Well organized with excellent follow-through.
• Detail oriented with a vision and eye for the big picture.
• Self-motivated and solution oriented.
• Excellent merchandising skills and eye for detail.
• Ability to delegate effectively and use available talent to the best advantage.
• Strong communicator/motivator; able to work well with others and convey enthusiasm.
• Ability to maintain good relationships with vendors and the community.
• Can train and inspire team members to excellence in all aspects of the store.
• Ability to make tough decisions.
• Love and knowledge of natural foods.
• Strong computer skills.

Compensable Factors

I. TRAINING AND BACKGROUND

This factor measures the amount of knowledge or technical training actually required to perform the job satisfactorily.

1st Degree Requires two years high school education or equivalent

knowledge in order to understand and perform the work assigned.

2nd Degree Requires a four year high-school education or equivalent

knowledge, or grammar school plus four years formal

apprentice training, in order to understand and perform the

work assigned.

3rd Degree Requires four years high school plus two years formal

education or four years high school plus two years apprentice or

technical training or equivalent knowledge in order to understand and

perform the work assigned.

4th Degree Requires four years college education or equivalent

knowledge in order to understand and perform the work assigned.

5th Degree Requires graduate education (e.g., MS, Phd) or professional

degree (e.g., MBA, JD) or equivalent knowledge in order to understand

and perform the work assigned.

II. JUDGMENT AND PLANNING REQUIRED

This factor measures the degree of independent action, exercise of judgment and planning required in the work. Consideration should be given to requirements for ingenuity in devising and developing new methods or procedures; resourcefulness in analyzing work and adapting varied methods, equipment, etc; initiative in recognizing and fulfilling the need for independent action, and judgment in making decisions related to situations not covered by policy, procedure or precedent.

1st Degree Repetitive or simple routine duties described by specific

instructions or procedures (written or oral) requiring little individual judgment.

Work is either under immediate supervision or involves little choice as to

method of performance.

2nd Degree Routine or standardized duties described by various

specific instructions or procedures (written or oral) requiring some judgment

and ability to make minor decisions.

3rd Degree Within the limits of general but standard methods and

procedures, duties require analysis and planning of assigned tasks, such as the

sequencing of operations, as well as decision-making ability in determining

proper courses of action within limitations.

4th Degree Within the limits of broad general instructions or methods,

duties require a relatively high degree of judgment in analysis and planning of

non-standard work as well as the use of individual ingenuity and judgment in

individual work situations.

5th Degree Under direction, generally indicating only the results to be

obtained, duties require outstanding initiative, ingenuity and judgment in

independently planning and devising original methods and procedures to meet

unusual conditions and complex situations.

III. RESPONSIBILITY FOR THE WORK OF OTHERS

This factor measures the supervisory responsibility for setting up the work of others, coordinating their efforts, maintaining work flow within a group and instructing other employees.

1st Degree Negligible, only occasional responsibility for instructing other

employees or setting up their work.

2nd Degree Work involves partial responsibility for instructing or

directing the efforts of others and setting up their work, or, full responsibility for

these activities involving up to three other employees.

3rd Degree Work involves full responsibility for instructing or

directing the efforts of four or more employees and setting up their work.

4th Degree Work involves partial responsibility for maintaining work

flow of a group of employees including: instruction, work assignment,

equipment setup and coordination of work efforts; or, full responsibility for

these activities involving up to three other employees.

5th Degree Work that involves full responsibility for maintaining work

flow of a group of four or more employees including: instruction, work

assignment, equipment setup and coordination of work efforts.