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.

Divide into teams of four to six each. Each team should evaluate the jobs $($i$.$e$.,$ assign job evaluation points to each job$)$ and prepare a job structure based on its evaluation. Assign titles to each job, and show your structure by title and job letter. A broad hint: Recall from our discussions of Whole Foods' business and pay strategies in Chapters $2$ and $3$ that teams play an important role.

Your team should describe the process it went through to arrive at that job structure. The job evaluation techniques and compensable factors used should be described, and the reasons for selecting them should be stated.

Each team should put its job structure $($i$.$e$.,$ points assigned to each job$)$ on the board. Comparisons can then be made among job structures of the various teams. What is the average correlation between columns of job evaluation points from different teams? Is this correlation high enough to obtain a sufficient level of reliability? $($You may wish to skip ahead to the section "Reliability of Job Evaluation Techniques" in Chapter $6$ and pay special attention to the example of how even "high" reliability may not eliminate important salary differences that result from whose ratings are used.$)$ Does the job evaluation method used appear to affect the results? Do the compensable factors chosen affect the results? Does the process affect the results?

Evaluate the job descriptions. What parts of them were most useful? How could they be improved?