Kudler Foods Valuation

Performance appraisals should be "fair, accurate and supported by evidence and examples," but producing appraisals like this is not automatic; supervisors need to quantify and document what employees do ("Legal Aspects," 2006). The single performance appraisal developed for Kudler to evaluate each level of the job classifications would have five competencies or skills pertinent to each job classification. In addition, it would have a weighting system that enables the manager to evaluate the employee on each of the five competencies in terms of the specific position. For example, for the position of bagger, one of the five competencies would be to bag items quickly, and the weighting system would allow the manager to rank the employee's bagging competency based on how many items he can bag per minute. The appraisal would specify how many items must be bagged per minute to achieve each rank in that competency, e.g., 115 items per minute is top rank, 85 items is second rank, 65 items is third rank, 40 items is fourth rank, and under 40 items is fifth rank. This approach relieves the manager of trying to figure out what would be a fair

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