Archived So i got my yearly review the other day

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redeye58 said:
GTCs are a catch-22: they're supposed to recognize a job well done but, with the emphasis on quantity, they've become worthless & insincere.
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i comepletely agree with this. all the ones i write are actually detailed and sincere. our store is in the stage of just stating recognition - its tough to get them to write it unless there is someone setting the example (me). its not to the point where some stores are where people are like; thanks for wearing appropriate shoes today, ect
 
ISIS639 said:
I know it is frustrating, but try not to worry about it. You were assigned a score (and in turn, a raise) before your team leader ever wrote your review. It wasn't changed in any way shape or form based off of the scores you get in each category. That doesn't mean that those scores don't matter. They reflect what your TL thinks you could work on to take you to the next level. Try bringing a couple GTC to huddle to hand out. Challenge your team to beat you on GTC writing for the week. Just b/c your awesome at something doesn't mean you can't be better.
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i literally wrote over 20 one day (to cover a couple days overnight). every day i bring at minimum 3-5. also - my TL never comes to huddle. i am the sole person from my team who attends until the past week or two the rest of the team has been being told to come while the TL usually is on lunch then.

i was literally told by the ETL HR that i was the best at recognition and that to "bring it to another level" i should hold others accountable for having more recognition and writing GTCs. in all honesty GTCs are a giant waste of time. our huddles range into the hour zone - challenging others to add to it would not only be torturous but unproductive. how can the best not earn an outstanding in THAT particular checkbox? like, come on!
 
Am I the only person happy this year? I was thrilled to get more than 9 cents. I received ~50 cents as an effective. Like everyone has said, the Team Leaders and ETLs discuss what they think each team member gets. Those go to review at HR/STL and they will agree or disagree and adjust as needed. After you get the score, you then write the review to correspond with the overall score. Yeah if I gave someone an overall of an E, I obviously can't check off more than three EXs. I'm not here to defend Target, but at least be happy that you're getting a raise. Many companies where I live have frozen raises for the past two years.
 
walruses said:
At least be happy that you're getting a raise.
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It's hard to be happy when you're working twice as hard for nickle & dime raises when you've been with spot long enough to remember when hard work was rewarded, reviews really meant something & raises were meaningful amts.
 
band_rules16 said:
I'm curious - do you have to be in the same workcenter as your TL to get your review? I work in about four different workcenters (photo, FR, backroom, etc.) and I wouldn't be in the same workcenter as the GSTL until next week or the week after. Not surprising, since I'm one of the last TMs to get their review.
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You should be aligned with a TL in your primary workcenter. That TL would do your review.

Edit: Sorry, you probably already know that; I misinterpreted what you said. Your GSTL can only give you your review when you're working at the same time (obviously). If you're scheduled in another workcenter, they may ask the TL of that area or the LOD if they can borrow you.

lovecats said:
I was told at my review that I should be writing GTCs. This is the first year that it's even been mentioned to me. I'm mostly a cashier with some SF. The TL who gave me my review said she has a problem with it too and agreed with me that it's just easier to just thank someone then write the stupid cards.
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Same for me. My GSTL gave the excuse that "it's something we're trying to push in the whole store."
 
I got a 0.14 cent raise. Question. Since I'm going to be promoted to GSA, will that 0.14 cents still carry over to the GSA pay grade? I would like to think it should but am not sure... Anybody know?
 
I got a 0.14 cent raise. Question. Since I'm going to be promoted to GSA, will that 0.14 cents still carry over to the GSA pay grade? I would like to think it should but am not sure... Anybody know?
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Since you'll be promoted after the merit raise, you will start at the PG pay for GSA. I think GSA is a special position that doesn't have it's own PG (maybe 7?) so I think you get like a quarter or two raise. Normally when you're promoted into a new PG, everyone starts at the same level.. (ex; PG 9 starts @ 9.50/hr, PG11 starts @ 11.25/hr, ect)
 
SeniorAP said:
Since you'll be promoted after the merit raise, you will start at the PG pay for GSA. I think GSA is a special position that doesn't have it's own PG (maybe 7?) so I think you get like a quarter or two raise. Normally when you're promoted into a new PG, everyone starts at the same level.. (ex; PG 9 starts @ 9.50/hr, PG11 starts @ 11.25/hr, ect)
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PG7, correct. I believe this was also the PG for specialists before they died down. So I'm pretty sure its just GSA now.
 
I laughed so hard when I received mine because I had spent the last 3 weeks reminding my ETL-HR to bump me up 50 cents in my pay. (She had quoted me the wrong amount while discussing pay grades to key me under)

So when I finally got the review the wrong numbers were on it. I already made 32 cents more than it said my new pay after review would equal. Here comes another month of harassing HR. Ughhhhh
 
Ask Alexandria said:
PG7, correct. I believe this was also the PG for specialists before they died down. So I'm pretty sure its just GSA now.
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Specialists were (and still are--they didn't ALL go away; wet photo labs still have a specialist, for instance) PG9. PG7 is just a standard TM PG--in our area, at the very least, it includes GSA, all Logistics TMs, and I'm pretty sure even Presentation TMs.
 
ptl said:
Specialists were (and still are--they didn't ALL go away; wet photo labs still have a specialist, for instance) PG9. PG7 is just a standard TM PG--in our area, at the very least, it includes GSA, all Logistics TMs, and I'm pretty sure even Presentation TMs.
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I know for sure PG7 includes presentation, Electronics (specialist) team member, and Entertainment (specialist) team member. Signing and Receiving were the only 2 "specialist" positions that stayed at PG9.
 
Well, I got a $0.12 raise. It was pretty much what I expected, since a TL told me about six week ago that I am unproductive and distracting.

I am finally over $8...which is pretty sad, considering I started at $7 five years ago. The only way I am over 8 is because minimum wage went up and I have a 25 cent photo raise.
 
I was expecting to get an EX but received an E. What I don't get is that a majority of my marks were E's but the way my TL was explaining how well I did in each area of the review sounded extremely positive, like I should be getting EX's??? The only IE's I got were in writing GTC's and huddle participation...which I think is a stretch since I try to participate in every huddle I'm in. And I think I got one or two O's and a couple EX's.
 
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SeniorAP said:
Since you'll be promoted after the merit raise, you will start at the PG pay for GSA. I think GSA is a special position that doesn't have it's own PG (maybe 7?) so I think you get like a quarter or two raise. Normally when you're promoted into a new PG, everyone starts at the same level.. (ex; PG 9 starts @ 9.50/hr, PG11 starts @ 11.25/hr, ect)
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If starting pay for the store is $8 and you now make $8.14 after this years merit, and you get promoted to GSA afterwards then you will make $8.64 an hour... PG raises and merit are completely separate! The best thing to do with Target is promote right before they start writing reviews! Because your review is based off of the last year, they have to score you based off of your previous position (since you got promoted it HAS to be good)... however, your pay is now higher since you are keyed into a new position so that percentage is worth more... I know of TLs who get their $3 raise to TL in February or early March, and then get an EX or O review a month later because if they weren't an EX or O as a TM, then why did they get promoted? The best part is its an EX or O off of the NEW wage 🙂
 
Got first ever review... 4% pay, Es all across the board except for a couple of EEs (? The tier between O and E). Turned out better than I thought it would be!
 
dont fret...your lead is a coward...either he won't tell you the truth or he won't stand up for you with the etls... you figure it out... he split the difference... he wrote the review to get the score the etls wanted and then told you what would go over easy with you
 
band_rules16 said:
Well, I got a $0.12 raise. It was pretty much what I expected, since a TL told me about six week ago that I am unproductive and distracting.

I am finally over $8...which is pretty sad, considering I started at $7 five years ago. The only way I am over 8 is because minimum wage went up and I have a 25 cent photo raise.
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In 5 years you make $1 more than you started with at the same job. Please don't take offense to this to much but how can (or do) you live on this?
 
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