this is from ae09. source info: thebreakroom.org
gtc to indyme!
Looks like there were more last-minute changes to AE09... As of February 4th, 2009, the final details have been presented to STLs. Here's some updated info, along with many more details!
---Does anyone know if the $1 million threshold to gain a ETL food service to a headcount is still in effect or did it change/go higher since 2009. I attempted to find this on workbench but had no such luck.
Food Service:
Food Staffing Guidelines (updated):
• GM Stores: Food Service and Starbucks team leaders report to the ETL-GE (or STL in Org Chart 1 stores)
• SuperTarget: Food Service and Starbucks team leaders report to the ETL-Food
• Exception: Food Service and Starbucks team leaders report to the ETL-Food Service if allocated this position due to Food Service sales volume
Food Avenue Only: Pizza Hut, Food Avenue
Headcount based on 2008 annual sales:
• Less than $150k: none*
• $150k-$800k: 1 Food Service Team Leader
• $800k-$1mil: 1 Food Service Team Leader, 1 Food Service Assistant
GSTL Ownership of Food Service
*In Food Avenue-only stores with Food Service annual sales of less than $150k, the GSTLs will be accountable for Food Service responsibilities. With the addition of Food Avenue responsibilities, ensure workload is balanced among individual GSTLs. Assign primary responsibility for areas such as scheduling, equipment repair, front-end supplies and Food Avenue equally among your GSTLs.
Food Service: Starbucks, Pizza Hut, Food Avenue
Headcount based on 2008 annual sales:
• Less than $150k: 1 Food Service Team Leader**
• $150k-$350k: 1 Food Service Team Leader**, 1 Food Service Assistant
• $350k-$800k: 1 Food Service Team Leader, 1 Starbucks Team Leader
• $800k-$1mil: 1 Food Service Team Leader, 1 Starbucks Team Leader, 1 Food Service Assistant
• Greater than $1mil: 1 ETL-Food Service, 1 Food Service Team Leader, 1 Starbucks Team Leader, 1 Food Service Assistant
**The Food Service Team Leader core roles for 2009 will now include Starbucks responsibilities if applicable to the staffing guidelines above.
The payroll hours allocated to Starbucks will not be affected by this structure change. They will still receive hourly payroll based on sales/minimum hour guidelines.
New! Food Service Assistant
The Food Service Assistant will be a Paygrade 9 (Specialist-level) position. They will report to the Food Service Team Leader.
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Bike Building:
The Sales Floor Team Member - Bike Builder will now be a Paygrade 7 position.
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Assets Protection:
In 2009, AP will have the following changes across the country:
• Elimination of TPS hours in most low-risk, low-volume locations
• Introduction of the new non-exempt Assets Protection Leader (APL) in stores without TPS hours
• Elimination of ETL-AP positions in some low-risk, low-volume stores, which will be replaced with a non-exempt AP team leader (AP-TL) or AP leader (APL)
• Reduction of APS hours
• Reallocation of TPS hours
• Increased Investigations support
If your store is affected by a reduction of AP resources, team members can choose one of the following:
• Be assessed for available AP positions in their current store or at another location
• Be assessed for available positions in other areas of the store
Note: Separation packages will not be offered.
Assets Protection AE09 Action Timing:
• By February 11: STL and APBP review AP budget for 2009. STL notifies ETL-AP and ETL-HR of any AP staffing changes.
• By February 16: STL, ETL-HR, and APBP speak with impacted AP team members and explains what the changes are and what options the team members have. STL communicates changes to other store ETLs, including the ETL-AP, if applicable.
• By February 20: ETL-HR and ETL-AP/AP-TL communicate changes to non-impacted AP team members and explain what their options are.
• By February 28: ETL-HR changes job code for existing AP-TLs to APL job code.
• By April 17: APBP, HRBP, and GAPTL collaborate and approve all proposed moves and changes involving individual team members.
• By April 24: Present each AP team member with his/her options for employment going forward. This may include placement in an available AP or store position.*
*As part of this change, TPS and/or APS team members who accept a new position outside of AP can do so without a decrease in their current base rate of pay, but future merit increases may be impacted by a change in pay grade.
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HRSP Segmentation:
For 2009, all HRSP stores have been segmented into one of levels of risk: Ultra High, High Plus, and High.
All High Risk stores will continue to receive the following standard resources:
• Unique hours for sales floor recovery
• Additional AP hours
• The Urban Abuse Package
• Dock area steam cleaning
• STL and ETL pay differential eligibility
The following resources are assigned to HRSP stores based on specific level of risk and the input of your GVP/GD and HRM, and will be communicated by your DTL:
• ETL-Operations
• HR Staffing and Development Team Leader
• Brand Attendant
• Onsite Life Resources
High Risk stores will maintain two of these resources, High-Plus Risk stores will maintain three, and Ultra-High Risk stores will maintain all four. Based on the choices for 2009 versus previous years, your store may be gaining or losing team member positions.
HRSP Team Member Options:
If your store is eliminating the ETL-Operations and/or HR Staffing and Development team leader positions, you will transition to a new HRSP staffing structure by May 4, 2009.
Options for ETL-Ops:
• Transfer to another ETL position in district or market
• Interview for STL promotion (if ready)
Options for HR SDTL:
• Transfer to another HR team leader position
• Transfer to another team leader position in your store
• Transfer to another team leader position in your district or market
Options for Brand Attendant:
• Transfer to Cart Attendant or same paygrade position
• Interview for team member promotion
Each affected affected team member, team leader, or ETL may also apply to transfer to an equivalent position at another HRSP store.
HRSP AE09 Action Timing
• By February 9: STL meets with ETL-Ops to discuss changes and transition plans.
• By February 10: STL communicates HRSP changes to all ETLs. STL meets with HR SDTL to discuss changes and transition plans.
• By February 12: STL communicates HRSP changes to all team leaders. STL meets with Brand Attendant to discuss changes and transition plans.
• By May 3: ETL-HR and HRBP contact transfer stores to facilitate and comple transfers. HRM completes promotional interviews (if applicable).
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On-site Life Resource Program
In 2008, 22 high risk stores piloted the Onsite Life Resource program. Due to its success, it was added as an option for all High Risk Stores in 2009.
The goal of the Onsite Life Resource Program is to improve Open Door Culture by providing a live resource for team members to get assistance with personal issues. The stores that chose this option will receive an onsite specialist from our life resource vendor, Com Psych. The specialist will work in the store eight hours per week to handle team members’ personal concerns and questions. The specialists can assist team members with personal issues including, but not limited to, emotional support, financial assistance, daycare, transportation, etc.
Onsite Life Resources will kick off for new stores on Feb. 6, and the 2009 kickoff for returning stores is Feb. 13.
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