Recent content by ISign

Yeah I certainly wouldn't be surprised if it was slightly higher than the 52, they just listed it on the schools hiring website, potentially maybe they'd offer some candidates less depending on experience and such (the 52k vs higher offers).. I didn't apply for it I have a finance job lined up..

Left Target a bit ago to go back for my Masters and work in my field of study, but my school website posted the ETL positions and had salary listed at 52k.. I live in Charlotte, NC (not an employee so I'm ok disclosing that)

Yeah I've done Lowe's I just didn't enjoy it. The pay wasn't better, and it was an ok job. As for 2009, that was when u started I worked from 200o to 2011, came back 2014 to 2016.. so I actually haven't been out long.. but we'll see I suppose... still not 100% sure I'll even apply.

Question, are you leading as an ETL or TL? I recently lead the innovation remodel as a Pog team lead (the remodel ETL only went over night for 1 week).. So I may have some input, but if you're leading as the ETL it will vary I suppose...

So I'm just curious, has anyone heard of a team leader leaving, on good terms, and later reapplying as an ETL? I some what recently left for a better opportunity as a Data Analyst, and while the position is wonderful I may have to move back home soon to help out with a family situation and the...

we're extremely high risk with 3 etls.. lol

One TL already does in my store, with still doing the SPLN's... I'm technically keyed as JUST café, but I'm over the electronics team at my store just to spread the workload a bit...

My store and last 2 stores have all had check's at service desk.... anyone remember the days where they'd even cash them in store too? lol...

this is kind of late but I think 40 may be top end of B.. isn't B 32m-xx? I know D is xx-23m then C is 23-32...

I agree with the HR aspect of this. Although I feel I'm 'friends' with her, I feel if I said something about any of my ETL's she'd immediately relay the message lol... Having a separate HR would be nice.. but again with ULV that wouldn't work well for my store we only have 3 ETL's anyways...

The biggest thing for metrics is managing talent. Make sure you have the right people in the right roles. If you have under performing team members talk to them, let them know your concerns and offer another work center. With my electronics team I've had to do just that. As well as any time...

My store does not have target mobile... any one here know if they will be selling the note 4 on release day? And side question does the team member discount work for target mobile..?

I don't see how people struggle with AAR.. my store has its own goal of 80%.. I expect nothing less. My store is in a low income area as well. (We're nick named Targhetto.....) training is the best way to drive them and coachings for under preforming team members. As far as incentives...

If you did well enough in the interview they could. But they must feel you're not quite ready for it.

If you're internal you don't have to go to a recruiter. Your stl is the one who should send you to district. I had 2 recruiters (one in my area one in a different part of the country I would like to move to) tell me the same thing. Your process would then simply be etl hr, stl, dtl...