Whole Food has started out with one small store in Austin, Texas in 1980. Today, they are the world’s leader in natural and organic foods, with more than 310 stores in North America and the United Kingdom. They still honor their original ideals, and they think that has a lot to do with their success. They seek out the finest natural and organic foods available, maintain the strictest quality standards in the industry, and have an unshakeable commitment to sustainable agriculture. Add to that the excitement and fun they bring to shopping for groceries, and people start to get a sense of what they are all about. They are a mission-driven company too. Around here, they often talk about their mission in terms of Whole Foods – Whole People – Whole Planet. Basically, we think these elements all play a huge role in our success.
Job evaluation is the process by which the organization develops a job structure. The job structure is the hierarchy of jobs within the organization, ordered according to their value and importance to the organization. Job evaluation involves comparing jobs to each other or to a standard, and then ranking them by the standard of organizational importance. Point Factor Method
The point-factor method, or point plan, involves rating each job on several compensable factors and adding the scores on each factor to obtain a point total for a job. A carefully worded rating scale is constructed for each compensable factor. This rating scale includes a definition of the factor, several divisions called degrees (also carefully defined), and a point score for each degree. The rating scales may be thought of as a set of rulers used to measure jobs. Designing a point plan is complex, but once designed the plan is relatively simple to understand and use. Numerous ready-made plans developed by consultants and associations exist. Existing plans are often modified to fit the organization.
Point method has three common characteristics: 1. Compensable factors 2. Factor degrees numerically scaled and 3. Weights reflecting the relative importance of each factor
Identify compensable factors: Every role title is determined by the total point assigned to it. Now we are going to discuss about this factor and design the job structure as the question requirement.
The main four compensable factors are- 1. Skill: Under skill it measures some factor such as training, ability, and education. These factors are required for the job evaluation. 2. Effort: it refers to the use of physical or mental energy to do something; exertion. 3. Responsibility: This factor measures the degree of responsibility for other employees and direct control over the quantity and quality of others’ work. 4. Working condition: Under this factor there are several issues which are related with this particular job. It can be potential hazards may rise such as conflict at work, work load, discomfort etc.

Deciding the scale for the factor: There are basically four universal compensable factors based on which we will conduct our Job Evaluation. They are: Skill, Effort, Responsibility and Working condition.
Once the factors are determined, scales reflecting the different degrees within each factor are constructed. Most factor scales consist of four to eight degrees. Here we will be using factor scale of 5 degrees.
Skill: Under skill we have chosen five factors such as
1st Degree: Ability to use machine, physical work and knowledge about product, ability to work with other in team.
2nd Degree: Education, mathematical and analytical ability.
3rd Degree: Computer skill, managing and organizing ability, leadership quality, decision making, verbal and written communication skill, one year experience.
4th Degree: Interpersonal and collaborative sill, handling critical situation and 2 years experience.
5th Degree: knowledge about relevant policy and standard, ability to research productivity improvement, creativity, business skill, self motivated, solution oriented, make critical decision, strong computer skill.
Effort: Under the compensable factor effort we have considered
1st Degree: Practice safe and proper equipment, maintain schedule exactly, organize and rotate product and desire to do diversify work.
2nd Degree: Work in flexible hours, ensure quality standard, assist supervision by providing information, mental attention and desire to learn as well as grow.
3rd Degree: manage respective process of departmental work, professionalism, patience, try to achieve sales target, enforce maintenance procedure, keep regional leadership, ability to delegate effectively and use available talents.
4th Degree: Manage to achieve target, maintain market standard effectively, maintain collaborative and productive work relationship, assist in handling liability claims and minimize occurrence.
5th Degree: Ensure positive corporate images, communicating vision and goals, establish and achieve goals, manage expense to maximize bottom line, ensure policy and procedure.
Responsibility: Under the compensable factor responsibility we have measured
1st Degree: Provide excellent customer services, perform all responsibilities regularly, assist product delivery, maintain service quality and standard, perform work as a direction of boss and follow the proper procedure of jobs.
2nd Degree: Report all actions of team members, responsible for regular operations, assist supervisor in flexible hours, perform relevant duties assigned by boss, decision making in absence of supervisor.
3rd Degree: Responsible for problem solving, supervision provides overall management of mentoring, guiding team members, coordination, communicate company goals with team members and support team members.
4th Degree: Responsible for team member selection, recruitment, training and terminating, evaluate customer service and resolve complains, resolve safety violation and hazards, evaluate team members duty.
5th Degree: Establish minimum turnover, responsible for profitability, expense control, accountability for department operation, provide promotion, and assist organizational development.
Working Condition: Under the working condition we have considered
1st Degree: Ensuring organizational effectiveness through health safety codes and standards, hygienic environment and sanitation, working with grocery and perishable goods.
2nd Degree: Communicative, well participative and positive environment.
3rd Degree: Systematic work environment, work within extra workload situation and information sharing.
4th Degree: Uncertainty and hazard, working in 1st paced environment with a sense of urgency, working in high performing teams.
5th Degree: Good community relationship environment, working in friendly, professional and productive work environment, react with current environment trends and finally eye for big picture.

Assigning weight to the factors: Weights are often determined through an advisory committee that allocates 100 percent of the value among the factors. In the evaluation form we can allocate 40% value to skill, 30% to effort, 20% to responsibility and 10% to working conditions. Among each of these compensable factors there are two sub factors, including five degrees each. The weights are allocated below and have shown by the Job Evaluation Form: | Job A: Prepared Food Team Member, Customer Service clerk Administrative | Technical | Check one: | Compensable Factors | Degree x Weight = Total | Skill: (40%)MentalExperience Effort: (30%)PhysicalMentalResponsibility: (20%)Effect of ErrorInnovationWorking Conditions: (10%)EnvironmentHazards | 1 2 3 4 5 x | | | | | 20 % = 20 20% = 20 | x | | | | | | x | | | | | 15 % = 15 15 % = 15 | x | | | | | | x | | | | | 10 % = 10 10 % = 10 | x | | | | | | | x | | | | 5 % = 10 5% = 5 | x | | | | | | Total = 105 |

Defining the weights of Compensable factors:
As an Prepared Food Team Member, Customer Service clerk, we have chosen some compensable factor and scaled all those factor .From the skill factor we have chosen mental skill as 1st degree and experience as degree as 1st .Because both are comparatively less required for the this job. In effort factor we considered physical application skill as 1st degree and mental 1st degree for fewer requirements in this job. In the responsibility factor we took degree Effect of error of work as 1st degree and Innovation as 1st degree too. There are some presence of environmental situation so 2nd degree for it and for hazard 1st degree is given.

| Job B:Customer Service Team Member, Cashier Administrative | Technical | Check one: | Compensable Factors | Degree x Weight = Total | Skill: (40%)MentalExperience Effort: (30%)PhysicalMentalResponsibility: (20%)Effect of ErrorInnovationWorking Conditions: (10%)EnvironmentHazards | 1 2 3 4 5 | x | | | | 20 % = 40 20% = 20 | x | | | | | | x | | | | | 15 % = 15 15 % = 15 | x | | | | | | x | | | | | 10 % = 10 10 % = 10 | x | | | | | | | x | | | | 5 % = 10 5% = 5 | x | | | | | | Total = 125 |

Defining the weights of Compensable factors:
As a Customer Service Team Member, Cashier we have chosen some compensable factors and scaled all those factor .From the skill factor we have chosen mental skill as 2nd degree and experience as degree as 1st as both are comparatively less required for the this job. In effort factor we considered physical application skill as 1st degree and mental 1st degree for fewer requirements in this job. In the responsibility factor we took degree Effect of error of work as 1st degree and Innovation as 1st degree too. There are some presences of environmental situation so 2nd degree for it and for hazard 1st degree is given.

| Job C:Prepared Food Team Leader, Assistant Manager Administrative | Technical | Check one: | Compensable Factors | Degree x Weight = Total | Skill: (40%)MentalExperience Effort: (30%)PhysicalMentalResponsibility: (20%)Effect of ErrorInnovationWorking Conditions: (10%)EnvironmentHazards | 1 2 3 4 5 | | | x | | 20 % = 80 20% = 80 | | | | x | | | | | | x | | 15 % = 60 15 % = 60 | | | | x | | | | | x | | | 10 % = 30 10 % = 30 | | | x | | | | | | | x | | 5 % = 20 5% = 20 | | | | x | | | Total = 380 |

Defining the weights of Compensable factors:
For the position Prepared Food Team Leader, Assistant Manager we have chosen some compensable factor and scaled all those factor .From the skill factor we have chosen mental skill as 4th degree and experience as degree as 4th. It is because both are comparatively highly required for this job. In effort factor we considered physical application skill as 4th degree and mental 4th degree for higher requirement in this job. In the responsibility factor we took degree Effect of error of work as 3rd degree and Innovation as 3rd degree. There are both presence of environmental and hazard in the jobs so we have given both of them 4th degree.

| Job D:Prepared Food Specialized Night supervisor Administrative | Technical | Check one: | Compensable Factors | Degree x Weight = Total | Skill: (40%)MentalExperience Effort: (30%)PhysicalMentalResponsibility: (20%)Effect of ErrorInnovationWorking Conditions: (10%)EnvironmentHazards | 1 2 3 4 5 | x | | | | 20 % = 40 20% = 40 | | x | | | | | | x | | | | 15 % = 30 15 % = 30 | | x | | | | | | | x | | | 10 % = 30 10 % = 30 | | | x | | | | | x | | | | 5 % = 10 5% = 15 | | | x | | | | Total = 225 |

Defining the weights of Compensable factors:
For the position Prepared Food Specialized Night supervisor, we have chosen some compensable factor and scaled all those factor .From the skill factor we have chosen mental skill as 2nd degree and experience as degree as 2nd. It is because both are comparatively average required for this job. In effort factor we considered physical application skill as 2nd degree and mental 2nd degree based on requirement in this job. In the responsibility factor we took degree Effect of error of work as 3rd degree and Innovation as 3rd degree. There are presence of environmental issues so we have given it 2nd degree and for hazard in the job we have given both of them 3rd degree.

| Job E:Prepared Food Team Member, Kitchen Helper Administrative | Technical | Check one: | Compensable Factors | Degree x Weight = Total | Skill: (40%)MentalExperience Effort: (30%)PhysicalMentalResponsibility: (20%)Effect of ErrorInnovationWorking Conditions: (10%)EnvironmentHazards | 1 2 3 4 5 x | | | | | 20 % = 20 20% = 20 | x | | | | | | x | | | | | 15 % = 15 15 % = 30 | | x | | | | | x | | | | | 10 % = 10 10 % = 10 | x | | | | | | x | | | | | 5 % = 5 5% = 5 | x | | | | | | Total = 115 |

Defining the weights of Compensable factors:
For position as Prepared Food Team Member, Kitchen Helper we have chosen some compensable factors and scaled all those factor .From the skill factor we have chosen mental skill as 1st degree and experience as degree as 1st as both are comparatively less required for the this job. In effort factor we considered physical application skill as 1st degree and mental 2nd degree for fewer requirements in this job. In the responsibility factor we took degree Effect of error of work as 1st degree and Innovation as 1st degree too. There are not so much environmental issues so 1st degree for it and for hazard 1st degree is given as well.

| Job F: Assistant Grocery Supervisor Administrative | Technical | Check one: | Compensable Factors | Degree x Weight = Total | Skill: (40%)MentalExperienceEffort: (30%)PhysicalMentalResponsibility: (20%)Effect of errorInnovationWorking Conditions: (10%)EnvironmentalHazards in the Job | 1 2 3 4 5 | | x | | | 20% = 60 20% = 60 | | | x | | | | | | x | | | 15% = 45 15% = 45 | | | x | | | | | | x | | | 10% = 30 10% = 30 | | | x | | | | | | x | | | 5% = 15 5% = 15 | | | x | | | | total = 300 |

Defining the weights of Compensable factors:
As this a managerial level job so skills are ranked highest because the job needs a practical experience and also requires great interpersonal and leading skills to train, lead and supervise subordinate and efforts because there is a specific requirement about job. Responsibilities are ranked third because the Assistant supervisor has to lead and perform as a team member; he also has to take decisions while needed. And finally we have given 3th degree for working condition because generally there will less change of environmental uncertainty.
As a Assistant supervisor skill is very important factor for a job. We have weighted the mental skill as 3th degree and years of experience in the 3th degree. In the same way we have also calculated the effort, responsibility and the working condition factor. And as we have calculated the total factors in 100% each of the factor carry according to the compensable factor.

| Job G: Department Manager, Prepared food Administrative | Technical | Check one: | Compensable Factors | Degree x Weight = Total | Skill: (40%)MentalExperienceEffort: (30%)PhysicalMentalResponsibility: (20%)Effect of errorInnovationWorking Conditions: (10%)EnvironmentalHazards in the Job | 1 2 3 4 5 | | x | | | 20% = 60 20% = 60 | | | x | | | | | | x | | | 15% = 45 15% = 60 | | | | x | | | | | x | | | 10% = 30 10% = 40 | | | | x | | | | | | x | | 5% = 20 5% = 20 | | | | x | | | total = 335 |

Defining the weights of Compensable factors:
As an Associate supervisor, we have chosen some compensable factor and scaled all those factor .From the skill factor we have chosen mental skill as 3rd degree and experience as degree as 3rd .Because both are comparatively average required for the this job. In effort factor we considered physical application skill as 3th degree and mental 4th degree for higher requirement in this job. In the responsibility factor we took degree Effect of error of work as 3th degree and Innovation as 4th degree. There are both presence of environmental and hazard in the jobs so we have given both of them 4th degree.

| Job H: Store Manager Administrative | Technical | Check one: | Compensable Factors | Degree x Weight = Total | Skill: (40%)MentalExperienceEffort: (30%)PhysicalMentalResponsibility: (20%)Effect of errorInnovationWorking Conditions: (10%)EnvironmentalHazards in the Job | 1 2 3 4 5 | | | | x | 20% = 100 20% = 100 | | | | | x | | | | | x | | 15% = 60 15% = 75 | | | | | x | | | | | | x | 10% = 50 10% = 50 | | | | | x | | | | | | x | 5% = 25 5% = 20 | | | | x | | | total = 480 |

Defining the weights of Compensable factors:
As, a Chief Operation Manager we have chosen some compensable factor and scaled all those factor .From the skill factor we have chosen mental skill as 5rd degree and experience as degree as 5rd because he performs a chief as he has lots of work to do so he needs more skill. In effort factor we considered physical application skill as 4th degree and mental 5th degree for higher requirement in this job. In the responsibility factor we took degree Effect of error of work as 5th degree and Innovation as 5th degree because the cost of error is higher for the chief position. There are both presence of environmental and hazard in the jobs so we have given both of them 5th and 4th degree respectively.

| Job I: Floor Attendance Administrative | Technical | Check one: | Compensable Factors | Degree x Weight = Total | Skill: (40%)MentalExperienceEffort: (30%)PhysicalMentalResponsibility: (20%)Effect of errorInnovationWorking Conditions: (10%)EnvironmentalHazards in the Job | 1 2 3 4 5 x | | | | | 20% = 20 20% = 20 | x | | | | | | x | | | | | 15% = 15 15% = 15 | x | | | | | | x | | | | | 10% = 10 10% = 10 | x | | | | | | x | | | | | 5% = 5 5% = 5 | x | | | | | | total = 100 |

Defining the weights of Compensable factors:
As a Floor attendee, we have chosen some compensable factor and scaled all those factor .From the skill factor we have chosen mental skill as 1rd degree and experience as degree as 1rd Because both are comparatively less required for the this job. In effort factor we considered physical application skill as 1th degree and mental 1th degree for higher requirement in this job. In the responsibility factor we took degree Effect of error of work as 1th degree and Innovation as 1th degree. There are both presence of very less environmental and hazard in the jobs so we have given both of them 1th degree.

Create a Job Structure:

FIGURE: JOB STRUCTURE OF WHOLE FOOD

From the above hypothetical job structure we saw that different jobs of Whole Food Market are arranged in a hierarchy based on the job’s relative value from point method to the organization. In this structure store manager is at the top of job hierarchy at Whole Food with the highest level of contribution. After that by serial Assistant Manager, Prepared food Team Leader; Department Manager; Assistant Grocery Supervisor; Prepared Food Specialized Night supervisor; Customer Service Team Member, Cashier; Prepared Food Team Member, Kitchen Helper; Prepared Food Team Member, Customer Service Clerk and floor attendance are arranged in the hierarchy.

Conclusion:

This hierarchy of pay structure leads to an internal alignment within the organization. Employees can perceive their pay to be fair and equitable by comparing their jobs to the other relevant jobs based on different skill, effort, responsibility and working conditions.
Pay differences affect the employees in their willingness to take more duties, responsibilities, training and concentrating on adding value for customers and improving quality of works. Moreover, it helps employees whether to be flexible enough to cope with the environmental and organizational. The changes partially depend on how pay is structured for different levels of work.
Differences in the rates paid for different jobs and skills also influence how fairly employees believe they are being treated. Unfair treatment is at the end of the day counterproductive. Keeping this in mind, for organizations like Whole Food we made their job structure in such a way so that it can be viewed rational to the employees.

References:
Milkovich, G. T. (2011-2012). Compensation. Tata Mcgraw Hill .
http://www.wholefoodsmarket.com/company/