Archived Compensation

[jarman]

I checked in workday and my compensation was changed from hourly to merit 30/35. The end date is 5/25/2019. What does the end date mean for me?

 

[Hardlinesmaster]

When your raise starts, after you had your review. Still hourly, higher pay grade 35.

 

[jarman]

When your raise starts, after you had your review. Still hourly, higher pay grade 35.

Ok thank you, so my raise starts after the end date and review on 5/25/2019?

 

[ntauctions]

Ok thank you, so my raise starts after the end date and review on 5/25/2019?

Raise should be for a couple paychecks until bumped to $13, getting rid of whatever raise you received.

 

[allnew2]

Ok thank you, so my raise starts after the end date and review on 5/25/2019?

Your increase starts today , but it will show on your paycheck on 5/25.

 

[Anelmi]

And when in June is the raise to $13? 1st check or 2nd check?

 

[Amanda Cantwell]

And when in June is the raise to $13? 1st check or 2nd check?

I believe second but I may be wronf

 

[jarman]

Our compensation philosophy is to drive a pay for performance culture and be market competitive. Total compensation (base pay and incentives) is: • Tied directly to company and individual performance • Benchmarked slightly above the market using relevant industry benchmarks
Rewarding Your Performance and Results –Leaders make decisions about pay and differentiate rewards.
Leaders consider many factors when making decisions about your pay, such as current pay, performance, experience and expertise, complexity of role, changes in the scope of the role, pay history at Target and the market. These decisions are made using guidelines and are calibrated to ensure fairness. Fair does not mean the same, pay is differentiated and no two pay decisions are the same–just as your experience and performance are unique

 

[jackandcat]

Our compensation philosophy is to drive a pay for performance culture and be market competitive. Total compensation (base pay and incentives) is: • Tied directly to company and individual performance • Benchmarked slightly above the market using relevant industry benchmarks Rewarding Your Performance and Results –Leaders make decisions about pay and differentiate rewards. Leaders consider many factors when making decisions about your pay, such as current pay, performance, experience and expertise, complexity of role, changes in the scope of the role, pay history at Target and the market. These decisions are made using guidelines and are calibrated to ensure fairness. Fair does not mean the same, pay is differentiated and no two pay decisions are the same–just as your experience and performance are unique

Corporate-speak baloney! If you work at corporate HQ, your pay and benefits packages are better than is offered to hourly store-level team members. To some extent, this may reflect "market competitive" compensation, as stated "fair does not mean the same", but the hourly store-level pay and benefits aren't strong enough to retain and develop a well-trained and loyal workforce.

 

[pwned29925]

Corporate-speak baloney! If you work at corporate HQ, your pay and benefits packages are better than is offered to hourly store-level team members. To some extent, this may reflect "market competitive" compensation, as stated "fair does not mean the same", but the hourly store-level pay and benefits aren't strong enough to retain and develop a well-trained and loyal workforce.

$13 an hour is more than enough for TM's. And is very much so market-competitive. I work in a store.

 

[Anelmi]

Hahahaha!

 

[jackandcat]

$13 an hour is more than enough for TM's. And is very much so market-competitive. I work in a store.

Depends on your local labor market, but more importantly, the benefits package (amount of vacation days, health benefits, dental benefits, vision care benefits, paid holidays, tuition reimbursement etc) is inferior for hourly store-level TMs than for staff at corporate, such as entry-level clerical workers. This is particularly true for store-level TMs who don't exceed the 29.5 hour minimum over the course of a year, and who are disqualified from health coverage and some other benefits.

At corporate level, new hires are eligible for health-related benefits the month after the month in which they were hired. The lesser benefits for store hourly staff may be fairly typical of American retail in this day and age, but with a booming economy and the actual need for companies to have committed and knowledgeable "experts" who can be "designated business owners" and work independently with minimal supervision, the benefits package isn't attractive. Costco Wholesale offers better benefits, and most companies in the S&P 500 (where Target resides) offer better benefits packages to their staff in order to retain their "talent", using benefits is what's called the "golden handcuffs". This is NOT an argument for unionization, but rather for Target management to wake up and see that they are sabotaging their own long-term Modernization program (which requires having a smaller number of TMs who become experts at their jobs at peak efficiency) by cheaping out on benefits packages which most adult American workers want and expect in exchange for their loyalty and hard work. YMMV.