be some residual pain but Grace forgets this while at work . Her pleasant demeanor and knowledge of the product line is one of the many reasons why so many employees of Generations want to work with and respect Grace . The admiration management has for Grace surely played a part in the decision to promote Paul over other qualified nonGenerations candidates . After two years as a supervisor of the 2nd shift , rumors about Paul began to make their way to Jim . One such story noted that Paul is rarely seen , if at all , during the second shift . He opens the shift up , sets up the various departments under his supervision , makes certain the work is distributed appropriately according to the production schedule , and then either disappears into his office or leaves the building . If an employee asks him a question he either ignores the employee or tells him / her to “ do it the way they think they should do it .” There was additional hearsay that Paul had a temper . He would yell at his employees for no apparent reason . Most of the 2nd shift was Asian and Mexican . During his first six months as a supervisor , Paul ’ s overall performance was rated as being Outstanding . This is the highest rating an employee can attain . Following the next six months his performance appraisal rating had dropped to a C + ( Competent Plus ) which translates to functioning above average . During his second year , however , Paul ’ s execution and the productivity of his department during the 2nd shift began to deteriorate . Quality slipped and more often than not when the first shift arrived the morning after , they needed to clean up and also re-do some of the production orders because of errors