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This user has a tendency to project his insecurities on other people. Prepare for the torrential 3 page response justifying his generalization of an entire class of individuals. Ironically, something he thinks the said TPS is guilty of.

If a guest is being disruptive, the protocol I teach all my TPS is: 1. Assess situation 2. Ask guest to leave 3. If guest refuses to leave, inform them you will have local PD remove them 4. Call local PD If at ANY time the guest poses an immediate physical threat to guests or team...

One store in our district was scheduled for a remodel 7 times in the past 7 years and had it canceled every time. They finally announced it again this year and I didn't believe it until the blueprints showed up for our ETL-Remodel. Dreams do come true!

The best practice is 50% of your shift

Your wording almost made me think that you weren't counting runners caught by police as apprehensions lol

As boring as they may seem at first, stay focused on executing your routines, especially when you're alone. TPS routines are a big focus right now and it'll help you in the long run to stick to them. Also, get PMRs by yourself. If you can do those two things then you'll be a star in no time.

Generally the Group Director or Group HRM is the final interview.

Some stores have a ridiculous amount of camera coverage. Hawaii comes to mind.

If you aren't getting apprehensions or recoveries then stay up on your theft priority report and just sit on those top five areas all day every day. You will get something if you just pay attention (which is hard after you've been waiting around for hours, I understand). Internals? Never been...

Time clock fraud can be coached from the cameras. Safety incidents can also be coached from the cameras. So if you climb a gondola or a backroom shelf or do anything "unsafe" then that video can be directly used to coach you. Can't coach you directly from cameras for things like texting...

Trust me. AP is not wasting limited camera resources on a TMSC camera to watch you take a survey.

Does Target hire people just to have an excuse to fire them? I'll start a new thread.

What I meant is that you will likely do well enough to stay around. Therefore you will be getting paid. The real sticking point will be whether you like it or not.

Store cultures vary wildly. Just try it out. You don't have much to lose really.

I'll just say this, a certain store I know of in another group has no official permanent leader from STL up to RVP right now. I have a feeling someone knows something we don't. And/or the pressure on everyone below Tina is super high.

No. APTLs are PG15 which is a specialty TL but not a PG17 which is a SrTL. There has been talk of making APTLs in to SrTLs but it hasn't happened.

AE13 included a new program called Unique Store Processes. One of the programs within USP is for stores that meet certain conditions to gain an HRTL. I don't know the specific conditions but I'm guessing a lot of stores are qualifying for it. Other USP programs include stores that qualify...

Most of the stores in my district did not have an HRTL prior to this year but now almost all are getting one. Keep in mind most of our stores are not Supers/overnight. I think its quite interesting that the company is willing to allocate all this new payroll for all these stores to get HRTLs.

Its available to everyone.

Do the internship. Pay is good and you get to see what it'd be like to be an ETL.