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Considering GMTL Ops team is supposed to do suspects (if you're following the new op model), I'd try to do manual audits on outs and try to get ahead of INF in high INF departments. For example, if storage/utility had been trending high with INF, it might be worth it to audit outs over there and...

Lateral moves to other ETL roles usually result in an increase as well. That's why "getting your second assignment" is such a big deal for execs, aside from the experience of a new role.

The one your store follows is actually the recommended 2 GMTL + 1 FOTL breakdown. Both of them sound rough to me though 💀

I feel like you'd get more out of networking above your level through it than the actual content, like connecting with SDs, DC OMs, and HQ people. Looking at the program contents, it's strange to me that they're excluding stores TL/PG45 from yet another program.

There's a recommended breakdown by volume/headcount of who should own what. That being said, my old district didn't follow it at all and implemented a standard for all their stores to follow that was off model. In any case FOTL isn't supposed to own any departments. When the TL for Fulfillment...

To answer your original question, leadership roles and field/HQ roles have an 18 month period before you're eligible for second assignment (ex. GMTL to FBTL, etc.) or promotion. This can be overridden by leadership though and isn't strictly tracked in the system. Many circumstances can occur...

Technically it is shared responsibility between the FBTL and GMTL (Ops). Ops TL owns all of seasonal as a whole but mini is delegated by the type of product it is currently set to.

Executive Recruiters will get bonuses for reaching goals for diversity (they also get compensation for recruiting attributed to them) but at the store level it is definitely not a thing. Maybe for Field leaders but honestly I doubt that. If anything it's likely a metric that the HRBP and rest of...

Oof. I do know that the Stores Growth BPs are listening to feedback during visits but I'd make sure that your store is giving as much feedback as possible other ways. So Merch Ops reports to GM then? I think it might work if Merch Ops gets the significant payroll investment it needs.

Home & Seasonal is a beast. My location was over a 20% sales mix and I didn't get much GM support at all. I would take the hit for bad transitions when the Inbound/GMTLs didn't trap any transition or didn't sort it (looking at you, Dec Home/Dom transitions). Don't get me started on the seasonal...

ETL employment contracts literally say 50 hours though. Workday only letting you input 8 hours a day is moot considering hours aren't tracked in the system for exempts anyways. If you wanna look at it another way, EITs get paid hourly and are paid at the hourly rate that would be equivalent to...

10 is still the standard for my group. It's expected but you can get away with less.

Could be that you're in a low volume group of stores, or maybe they're testing a variation of the pilot in your district. As far as I saw from the original pilot playbook, base and HV stores gained headcount for ETL for Merch Ops. Or maybe when the headcount didn't change, Merch Ops just took...

Starting ETL at 68k was for base pay in the lowest scope ETL role (S&E) and for intern conversions to permeant. I wouldn't take anything nearly that low as a promotion.

It may be based on job code still, for example Fulfillment Expert and seasonal roles can't access it. Maybe roles outside of merch ops/presentation and TL+ can't do it anymore? Also are you guys Region 200 then? The SVP is huge on 95% PF...

The offer usually includes the location and role, but technically they only need to offer you the role itself. Location usually factors into negotiating unless you're going for a specific role beforehand.

I'm not sure what you mean? They make upwards of 80k a year, and get multiple weeks worth of vacation a year. I'm not sure how that's "screwing themselves"? They'd be hard pressed to negotiate something better at ETL level, not to mention that 50 hours are expected weekly for that. Obviously...

Target doesn't remove people for being "too expensive" like a lot of other companies. Multiple TLs in my district are maxed out in pay and PTO accrual rate. While total expenses for things like this are 100% tracked, it's not nearly as important as going over headcount or using temporary...

Any update on what this is looking like for you guys?

300 not including Presentation sounds reasonable. If that were including Presentation hours that would be rough.