Following the American Psychological Assosciation’s Guidelines
Job Evaluation at Whole Foods Case Study 2
The case study has listed job profiles from Job A to Job I after analysis and listed the qualifications needed for the same. This case study is meant to evaluate the job structures for each profile as well as assign titles and job letter for each. The process followed, the techniques employed and the factors considered for creating the job structures are discussed. The feedback for the job descriptions provided is also provided in this case study evaluation.
Evaluation of Jobs and Job Structure
Job A: Team Member, Deli
Level 1: Junior:
- Need to know proper use of knives, slicer, trash compactor, baler and all other equipment used during food preparation and cleanup efficiently
- Need to use waste sheets as per directions provided
- Operate all equipment safely and sanitize them appropriately
- Perform supervisor assigned duties
Level 2: Operations:
- Maintain stocks of supplies and paper goods timely
- Maintain stocks of utensils
- Maintain freshness of stocks and rotate them as and when needed
- Prepare food items: sandwiches, slice deli meats and cheeses
- Comply with and follow Whole Foods Market Safety Procedures
Level 3: Customer Care:
- Provide excellent customer service
- Follow and comply with all applicable health and sanitation procedures
- Answer the phone and page quickly and with appropriately
Job B: Cashier
Level 1: Junior Cashier:
- Pass entry-level PLU test
- Cash registered functions are done according to pre-established standards
- Clean, stock, detail front-area with attention to own register.
- Stock registers maintenance
- Proper checking and receiving done
Level 2: Senior Cashier:
Job Evaluation at Whole Foods Case Study 3
- Walk produce department at the beginning of each shift
- Learn procedure codes
- Comply with posted state health and safety codes
Level 3: Customer care, Cash:
- Assist and focus on customers during entire checkout process
- Behave in a friendly and courteous customer service
- Check out customer groceries efficiently and accurately
- Maintain a professional demeanor
Job C: Team Leader, Prepared Foods
Level 1: Sales and Production:
- Inspect sales and maintain pricing
- Manage inventory
- Compliance with standards
- Report to team leaders
Level 2: Associate Team Leader:
- Hire, counsel team members
- Train and develop team members
Level 3: Senior Team Leader:
- Takes care of overall of prepared food department
- Maintain positive relationships
- Maintain positive work environment
Job D: Team Member, Prepared Foods
Level 1: Quality:
- Maintain quality standards in production and counter display
- Compliance with all applicable health and safety codes
- Assist team leader in nightly team operation
Level 2: Associate Team Leader:
- Mentor and train team members.
- Report all actions of violation of standards to team leaders
Level 3: Team Leader:
Job Evaluation at Whole Foods Case Study 4
- Perform all duties and responsibilities of Prepared Foods Team Member
- Implement all regional programmes
Job E: Team Member, Kitchen
Level 1: Cleaners:
- Perform deep-cleaning tasks on a regular basis
- Take out all of the garbage and recycling materials
- Sweep and wash floors as needed.
Level 2: Inventory management:
- Wash and sanitize all dishes, utensils, and containers.
- Assist with proper storage of all deliveries.
- Rotate and organize products.
Level 3: Kitchen staff
- Maintain food quality in kitchen deliverables
- Provide proper maintenance of equipment
- Maintain health standards of food
Job F: Team Member II, Stock and Display
Level 1: Junior, Stock and Display:
Level 2: Senior, Sock and Display:
- Responsibility of problem solving in team leader or associate team leader`s absence
- Responsibility of completion of all opening and closing checklists
- Trained and capable of operating any of the sub departments as needed.
Level 3: Lead, Stock and Display:
- Train lower level staff
- Responsible to maintain team
- Implement break schedules
Job G: Associate Team Leader, Prepared Foods
Job Evaluation at Whole Foods Case Study 5
Level 1: Junior Level:
- Maintain standards and competitive sales price
- Maintain stores and communication
- Maintain management reports
Level 2: Mid-Level:
- Train and guide and try and minimize turnover
- Collaborate relationships
Level 3: Senior Level:
- Assists in overall management and supervision of the Prepared Foods Department.
- Can be responsible for team member hiring, development, and terminations.
- Responsible for profitability, expense control, buying/merchandising, regulatory compliance, and special projects as assigned.
- Complete accountability for all assigned aspects of department operations.
- Consistently communicate and model Whole Foods vision and goals.
Job H: Regional Team Leader
Level 1: Sales and maintenance:
- Sales, quality maintenance
- Accurate retail management
- Maintain safety measures
- Operate sales in an efficient manner
- Maintain budget
- Increase profitability
- Report to supervisor
Level 2: Customer Service:
- Customer care
- Create friendly working environment
- Communicate goals to team members
- Interview, review and select members
- Review productivity in departments
Job I: Team Member, Stock and Display
Level 1: Cleaner and Backend:
- Sweep floors and face shelves throughout the store.
Job Evaluation at Whole Foods Case Study 6
- Comply with all applicable health and safety codes.
- Perform all functions related to breaking down deliveries and moving back stock to floor.
- Maintain stock in good order.
- Clean shelves and maintain bins and dairy products
Level 2: Promotion Strategist:
- Assists in building promotional displays
- Responds to grocery pages
Level 3: Senior Level Customer Service:
- Customer care
- Log customer Orders and provide customer service
Process, Techniques, and Factors:
The factors taken into account for Job A are:
Experience; communication skills; patience; knowledge in knives, baler, slicer; physical strength; team playing skills
The factors taken into account for Job B are:
Ability to work well; Desire to learn and grow; Good math skills; Patience
The factors taken into account for Job C are:
Knowledge; Organizational skills; Communication skills
The factors taken into account for Job D are:
Product knowledge; Communication skills; Decision making and managerial skills; Flexibility
The factors taken into account for Job E are:
Team player; Knife skills; Physical requirements
The factors taken into account for Job F are:
Minimum 1 year experience; Math skills; Team player
The factors taken into account for Job G are:
Communication skills; Patience; Organizational skills; Computer skills
The factors taken into account for Job H are:
Job Evaluation at Whole Foods Case Study 7
Knowledge of whole food retail market; Strong leadership; Motivation; Communicator; Delegation ability
The factors taken into account for Job I are:
Knowledge of retail; Math skills; Team player; Ability to work with knives, bale etc.
For each of the jobs:
The job has been divided into levels based on the level of experience and knowledge. For each profile, there is the junior most level wherein the basic jobs are performed. The next level comes with experience, knowledge and professional skills i.e. Level 2. The ones who are good communicators are given Level 3 wherein they are in customer service. Or else their specialized knowledge makes them the team leads who take care of the entire team and counsel them.
The technique followed is:
1. Scan the profiles based on experience and qualifications
2. Then place them as per the levels
3. Better skills are given higher priority up the ladder
Evaluation of job descriptions:
The job descriptions were essentially verbose. They were useful but redundant with often same data being repeated. The requirements for each job were better explained.
The case study was an excellent medium to actually implement the job structure and the understanding of it. The job structures are designed as per the experience, knowledge and communication skills. The tiles are also given accordingly and thus are the techniques designed.
Job Evaluation at Whole Foods Case Study 8
Milkovich, George. Compensation, 11th Edition. McGraw-Hill Learning Solutions, 08/2014. VitalBook file.