ae10 info former specialists

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25,717
#1
ae10 info former specialists & ae09 info

i found this info on ae10 that i saved. source info from tm's of thebreakroom.org, GTC to gsa nueva & fA72Challenger for advance info on specialist changes:

The AE 2010 guides have been where I've been able to reach them, and basically EVERY specialist is changing to a specialized team member:

Signing Specialist -> Signing Team Member
Shoes Specialist -> Shoe Team Member
Electronics Specialist -> Electronics Team Member
Entertainment Specialist -> Entertainment Team Member (To be cross-trained in Electronics ((as though most mmb specialists aren't)) and be able to cover back and forth)
They're also eliminating some team leads and creating more assistant positions, like a consumables or food assistant.
they're also combining meat and produce into one team lead, and creating all sorts of little niche PG 5 merchandising positions. It's very odd.

They have changed all paygrade charts. In the change they are getting rid of the specialist titles. It is gone. Instead they will be Team Members of certain areas. (just like the other post said.. electronics specialist will be electronics team member.) The Cash office Specialist position is eliminated completely. Instead GSA's will be taking over the cash office roll on the days they are not running the lanes. They have mock schedules made up to show how it will work. Any store org chart 4 and above will get an extra GSA. Anyone currently in one of those positions will not loose pay, but will go down in the pay grade from a specialist. Any team member in a specialist position and does not accept the drop in pay grade with out loosing pay will be given a separation package. Which is spelled out in the rollout.
 
Last edited:
OP
OP
Hardlinesmaster
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#2
ae09 staff changes part 1

this is from ae09. source info: thebreakroom.org
gtc to indyme!

Looks like there were more last-minute changes to AE09... As of February 4th, 2009, the final details have been presented to STLs. Here's some updated info, along with many more details!

---

---

Food Service:


Food Staffing Guidelines (updated):
• GM Stores: Food Service and Starbucks team leaders report to the ETL-GE (or STL in Org Chart 1 stores)
• SuperTarget: Food Service and Starbucks team leaders report to the ETL-Food
• Exception: Food Service and Starbucks team leaders report to the ETL-Food Service if allocated this position due to Food Service sales volume

Food Avenue Only: Pizza Hut, Food Avenue
Headcount based on 2008 annual sales:
• Less than $150k: none*
• $150k-$800k: 1 Food Service Team Leader
• $800k-$1mil: 1 Food Service Team Leader, 1 Food Service Assistant
GSTL Ownership of Food Service
*In Food Avenue-only stores with Food Service annual sales of less than $150k, the GSTLs will be accountable for Food Service responsibilities. With the addition of Food Avenue responsibilities, ensure workload is balanced among individual GSTLs. Assign primary responsibility for areas such as scheduling, equipment repair, front-end supplies and Food Avenue equally among your GSTLs.


Food Service: Starbucks, Pizza Hut, Food Avenue
Headcount based on 2008 annual sales:
• Less than $150k: 1 Food Service Team Leader**
• $150k-$350k: 1 Food Service Team Leader**, 1 Food Service Assistant
• $350k-$800k: 1 Food Service Team Leader, 1 Starbucks Team Leader
• $800k-$1mil: 1 Food Service Team Leader, 1 Starbucks Team Leader, 1 Food Service Assistant
• Greater than $1mil: 1 ETL-Food Service, 1 Food Service Team Leader, 1 Starbucks Team Leader, 1 Food Service Assistant
**The Food Service Team Leader core roles for 2009 will now include Starbucks responsibilities if applicable to the staffing guidelines above.

The payroll hours allocated to Starbucks will not be affected by this structure change. They will still receive hourly payroll based on sales/minimum hour guidelines.

New! Food Service Assistant
The Food Service Assistant will be a Paygrade 9 (Specialist-level) position. They will report to the Food Service Team Leader.

---

Bike Building:
The Sales Floor Team Member - Bike Builder will now be a Paygrade 7 position.

---

Assets Protection:

In 2009, AP will have the following changes across the country:
• Elimination of TPS hours in most low-risk, low-volume locations
• Introduction of the new non-exempt Assets Protection Leader (APL) in stores without TPS hours
• Elimination of ETL-AP positions in some low-risk, low-volume stores, which will be replaced with a non-exempt AP team leader (AP-TL) or AP leader (APL)
• Reduction of APS hours
• Reallocation of TPS hours
• Increased Investigations support

If your store is affected by a reduction of AP resources, team members can choose one of the following:
• Be assessed for available AP positions in their current store or at another location
• Be assessed for available positions in other areas of the store
Note: Separation packages will not be offered.

Assets Protection AE09 Action Timing:
• By February 11: STL and APBP review AP budget for 2009. STL notifies ETL-AP and ETL-HR of any AP staffing changes.
• By February 16: STL, ETL-HR, and APBP speak with impacted AP team members and explains what the changes are and what options the team members have. STL communicates changes to other store ETLs, including the ETL-AP, if applicable.
• By February 20: ETL-HR and ETL-AP/AP-TL communicate changes to non-impacted AP team members and explain what their options are.
• By February 28: ETL-HR changes job code for existing AP-TLs to APL job code.
• By April 17: APBP, HRBP, and GAPTL collaborate and approve all proposed moves and changes involving individual team members.
• By April 24: Present each AP team member with his/her options for employment going forward. This may include placement in an available AP or store position.*
*As part of this change, TPS and/or APS team members who accept a new position outside of AP can do so without a decrease in their current base rate of pay, but future merit increases may be impacted by a change in pay grade.

---

HRSP Segmentation:

For 2009, all HRSP stores have been segmented into one of levels of risk: Ultra High, High Plus, and High.

All High Risk stores will continue to receive the following standard resources:
• Unique hours for sales floor recovery
• Additional AP hours
• The Urban Abuse Package
• Dock area steam cleaning
• STL and ETL pay differential eligibility

The following resources are assigned to HRSP stores based on specific level of risk and the input of your GVP/GD and HRM, and will be communicated by your DTL:
• ETL-Operations
• HR Staffing and Development Team Leader
• Brand Attendant
• Onsite Life Resources
High Risk stores will maintain two of these resources, High-Plus Risk stores will maintain three, and Ultra-High Risk stores will maintain all four. Based on the choices for 2009 versus previous years, your store may be gaining or losing team member positions.

HRSP Team Member Options:
If your store is eliminating the ETL-Operations and/or HR Staffing and Development team leader positions, you will transition to a new HRSP staffing structure by May 4, 2009.
Options for ETL-Ops:
• Transfer to another ETL position in district or market
• Interview for STL promotion (if ready)
Options for HR SDTL:
• Transfer to another HR team leader position
• Transfer to another team leader position in your store
• Transfer to another team leader position in your district or market
Options for Brand Attendant:
• Transfer to Cart Attendant or same paygrade position
• Interview for team member promotion
Each affected affected team member, team leader, or ETL may also apply to transfer to an equivalent position at another HRSP store.

HRSP AE09 Action Timing
• By February 9: STL meets with ETL-Ops to discuss changes and transition plans.
• By February 10: STL communicates HRSP changes to all ETLs. STL meets with HR SDTL to discuss changes and transition plans.
• By February 12: STL communicates HRSP changes to all team leaders. STL meets with Brand Attendant to discuss changes and transition plans.
• By May 3: ETL-HR and HRBP contact transfer stores to facilitate and comple transfers. HRM completes promotional interviews (if applicable).
---

On-site Life Resource Program

In 2008, 22 high risk stores piloted the Onsite Life Resource program. Due to its success, it was added as an option for all High Risk Stores in 2009.

The goal of the Onsite Life Resource Program is to improve Open Door Culture by providing a live resource for team members to get assistance with personal issues. The stores that chose this option will receive an onsite specialist from our life resource vendor, Com Psych. The specialist will work in the store eight hours per week to handle team members’ personal concerns and questions. The specialists can assist team members with personal issues including, but not limited to, emotional support, financial assistance, daycare, transportation, etc.

Onsite Life Resources will kick off for new stores on Feb. 6, and the 2009 kickoff for returning stores is Feb. 13.

---
 
OP
OP
Hardlinesmaster
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#3
ae09 staff changes part 2

continued from ae09 part 1

Team Leader Succession Planning:

All stores will begin implementing store structure changes beginning in February 2009 to be completed by May 3. While all stores need to take a “Speed Is Life” approach to implementing the changes, it is equally important to select the right person for each job.

The STL and ETL-HR in each store will need to use the succession planning process when creating the plan to move to the new structure. The succession planning process should already be in place, but needs additional attention during this process to ensure each store is making good decisions on placement for team leaders.

All stores must not exceed current executive and team leader headcount guidelines.

STLs will partner with DTLs, APBPs and HRBPs to discuss succession planning. They will identify opportunities for team leaders to fill current and future openings. If necessary, STLs may work with DTL to have current team fill March new-store openings.

Tools to be used during the succession planning of team leaders include:
• Desination Plans
• Performance and Potential Assessment (PPA) Grid
• Review Information

---

LOD Shift Expectations and Executive Scheduling
• ETL-HRs and ETL-APs in org. charts 1-5 should be included in the weekly LOD rotation, covering no more than two full LOD shifts per week.
• All ETL-Foods are included in the total store LOD rotation/schedule (same as other ETLs) in SuperTargets.
• If your store is not allocated an ETL-AP, it qualifies to assign one additional Sales Floor team leader from your existing team leader staff as a Sr. team leader to cover LOD rotations.
• Sr. team leaders should be scheduled no more than two full LOD shifts per week; exceptions may include coverage for vacations or sick time.
• Beginning in 2009, all org. charts should have a minimum of eight LODs including ETLs and Sr. team leaders (all org. charts reflect this).
HRSP Store Exception: In an HRSP store, the ETL-Ops is responsible for the ETL-AP and ETL-HR LOD rotation. In these stores, within org charts 1–5, the ETL-HR and ETL-AP are not eligible for LOD shift. However, the ETL-AP and ETL-HR should complete the LOD training to serve as backups as needed.

Executive Schedule Guidelines Remain the Same in 2009:
• All executives, including the STL, work and rotate weekends
• All executives, including the STL, close weekends as part of the rotating shift schedule
• All executives, including the STL, close at least one night per week
• All executives have at least one weekday off
• Weekend shifts must have early, mid-day, and late LOD coverage
• Overnight Logistics stores: STL, ETL-AP, and ETL-Ops (where applicable) must work a minimum of at least one full overnight shift per month
• Overnight Logistics stores: ETL-HR will work a minimum of two close/overnight shifts per month. This shift is defined as 6 p.m. – 2:30 a.m. (In org charts 4–5, this shift could be an LOD shift.)

It is recommended that all newly appointed LODs, including ETLs and Sr. team leaders be scheduled with experienced ETLs or the STL for their first few LOD shifts. Newly assigned LODs should join the LOD schedule beginning with the March schedule.

---

Final AE09 Timeline for Store Structure Changes (all stores)
• By February 9: STL communicates structure changes to impacted ETLs. STL communicates structure changes to all ETLs in executive team meeting.
• By February 11: STL communicates structure changes to impacted team leaders. STL communicates structure changes to other team leaders and/or team members as appropriate.
• By February 13: Store-specific structure changes are published on Stores Workbench (under Store Reports).
• By February 15: ETL-HR verifies that all GSAs have been upgraded to paygrade 7.
• By March 21: Logistics Team Leader completes learning plan (Org Charts 1-3). ETL-Sales Floor completes learning plan (Org Chart 1). GSTLs and GSAs complete new GSA training.
 
OP
OP
Hardlinesmaster
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#4
ae09 org charts & staff changes part 3

As of 01/16/09 – source: thebreakroom.org

Full AE09 Details (final)
Well, here's the full rundown on AE09. You might have seen my earlier post in the Pay/Benefits subforum ("2009 Paygrades"). However, it looks like there were some very late additions to AE09 - as if the company wanted to see how 4Q went before making a final decision. Unfortunately for us, there some additional cuts made from the early AE that I posted before.

This is all the final information, straight from the packet that DTLs reviewed with their STLs this week.

---
Store Structure Changes
Org Chart 1
• The In-stock team leader responsibilities and Backroom team leader responsibilities will be combined. This position will be called the Logistics team leader.
• One Sales Floor team lead will be reduced.
• Org chart 1 Stores will reduce one ETL to match the current org chart 1B structure (three ETLs + STL). This will eliminate the "1B" designation.
Org Chart 2
• The In-stock team leader responsibilities and Backroom team leader responsibilities will be combined. This position will be called the Logistics team leader.
Org Chart 3
• The In-stock team leader responsibilities and Backroom team leader responsibilities will be combined. This position will be called the Logistics team leader.
• In addition to the combined Logistics team leader role above, another Backroom team leader will be reduced in org chart 3 stores.
• The threshold range for org chart 3 has changed (maximum sales increased).
Org Chart 4
• The threshold range for org chart 4 has changed (minimum sales increased.
Org Chart 5
• No changes
Org Chart 6
• Add 1 GSA to the front-end team.
• Reverse Log/Receiving specialist reports to the Sr. Team Leader-Replenishment Dayside

Org Chart 7
• Add 1 GSA to the front-end team.
• Reverse Log/Receiving specialist reports to the Sr. Team Leader-Replenishment Dayside
Org Chart 8
• Add 1 GSA to the front-end team.
Org Chart 9
• One GSTL will be reduced.
• Add 1 GSA to the front-end team.
Org Chart 10
• Add 1 GSA to the front-end team.
Org Chart 11
• Add 1 GSA to the front-end team.
Org Chart 12
• One GSTL will be reduced
• Add 1 GSA to the front-end team.
Sr. Team Leaders (from existing team leader staff)
• Org chart 1: up to 3
• Org chart 2: up to 2
• Org chart 3: up to 1
• Org chart 4: up to 2
• Org chart 5: up to 1
Food Service

Based on Food Avenue/Starbucks sales, one of three team leader changes will take place in some stores:
1. Transition Food Avenue team leader responsibilities to GSTL in low-volume Food Avenue stores, OR
2. Combine Food Avenue team leader and Starbucks team leader roles in low-volume Food Service stores (this position will be called the Food Service team leader), OR
3. Allocate a maximum of one Food Avenue team leader and one Starbucks team leader (impacts stores that currently have more than one team leader in each area).

AP
• Low risk stores in org charts 1-3 will transition to a new staffing model. The ETL-AP will be replaced with a non-exempt Assets Protection Leader (APL) and TPS staffing will be removed.
• The ETL-AP (if no ETL-AP, the APTL in stores retaining TPS staffing or APL in stores not retaining TPS staffing) will report to the STL.
• In org charts 1-6, if your store does not have an ETL-AP, your store qualifies to assign 1 additional Sales Floor team leader from your existing team leader staff as a Sr. Team Leader to cover LOD rotations.
Pharmacy
• New staffing grids will be introduced to all Pharmacies and some stores will reduce operating hours based on volume. This will impact some executive pharmacists and Pharmacy technicians.
HRSP
• For some High Risk stores, the GVP/GD and HRM have chosen not to have an additional ETL-Operations or Staffing & Development team leader based on the menu selection process for their stores.
Photo Lab
• Based on sales and guest traffic patterns, some stores will close their Photo Labs in February. This change will impact specialists in those stores.
Super Target
There are no changes in the February AE for the Super Target org charts from 2008. [EDIT: This is referring to the Food/Grocery parts only. Super Target Food org charts F1 through F4 are not changing. However, the other parts of the store may still see leadership changes.]
There's also another change that's not directly part of AE09, but will affect team member structure:
Bike Assembly Rollout
Target's bike building contract with Impact Resource Group expires on April 4th and will not be renewed. Starting April 5th, all stores will begin building and repairing all assembled bikes.
A new paygrade 5 position will be created: Sales Floor Team Member - Bike Builder. This team member will report to the Sales Floor Team Leader in charge of Sporting Goods.
• The bike wall will transition March 30th to prepare for this change.
• Impact will not be training team members in any way.
• Impact will continue to be contracted for other areas in the store, such as building furniture displays during transitions.
 

mrknownothing

purveyor of things
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#5
The Cash office Specialist position is eliminated completely. Instead GSA's will be taking over the cash office roll on the days they are not running the lanes.
My store still has a cash office specialist. When he's done in the cash office, he spends the rest of his shift as a cashier, but he covers GSTL breaks. On days that he's not scheduled, one of our two GSAs works in the cash office.
 

mrknownothing

purveyor of things
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Messages
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#7
My store still has a cash office specialist. When he's done in the cash office, he spends the rest of his shift as a cashier, but he covers GSTL breaks. On days that he's not scheduled, one of our two GSAs works in the cash office.
Wait, never mind. He's technically a GSA, but he doesn't ever get scheduled for GSA shifts. That's why I thought he was a specialist.
 
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Messages
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#9
Does anyone have the ETL headcount allocated to the org charts. I'm curious to see if I promote within my district, what will I really be getting myself into
 

Rock Lobster

Executive Team Leader
Staff member
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#11
Does anyone have the ETL headcount allocated to the org charts. I'm curious to see if I promote within my district, what will I really be getting myself into
I don't (hence why I asked in another thread), however I do know them up to A+ for ETLs... Although I will give the advice to not try and guess what ETL position you will end up in! I knew someone who promoted to ETL and thought they knew (since there were two open spots in a store nearby), but instead had two ETLs fill them from a town an hour away... and then he got a spot in their town! So they commute two hours a day... and pass each other on their way to their stores (I'd be pissed)
 
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#12
There is no way to know your positio until the middle of business college (from what I have heard). Now if you ask what my preference is in regard to what workcenter I would ideally like to run that is a different story. Probably hardlines would be my first choice only because I come from the front end and I seem to enjoy the sales floor during TLOD shifts more than my current workcenter.
 
Joined
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Messages
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#14
this is from ae09. source info: thebreakroom.org
gtc to indyme!

Looks like there were more last-minute changes to AE09... As of February 4th, 2009, the final details have been presented to STLs. Here's some updated info, along with many more details!

---Does anyone know if the $1 million threshold to gain a ETL food service to a headcount is still in effect or did it change/go higher since 2009. I attempted to find this on workbench but had no such luck.



Food Service:


Food Staffing Guidelines (updated):
• GM Stores: Food Service and Starbucks team leaders report to the ETL-GE (or STL in Org Chart 1 stores)
• SuperTarget: Food Service and Starbucks team leaders report to the ETL-Food
• Exception: Food Service and Starbucks team leaders report to the ETL-Food Service if allocated this position due to Food Service sales volume

Food Avenue Only: Pizza Hut, Food Avenue
Headcount based on 2008 annual sales:
• Less than $150k: none*
• $150k-$800k: 1 Food Service Team Leader
• $800k-$1mil: 1 Food Service Team Leader, 1 Food Service Assistant
GSTL Ownership of Food Service
*In Food Avenue-only stores with Food Service annual sales of less than $150k, the GSTLs will be accountable for Food Service responsibilities. With the addition of Food Avenue responsibilities, ensure workload is balanced among individual GSTLs. Assign primary responsibility for areas such as scheduling, equipment repair, front-end supplies and Food Avenue equally among your GSTLs.


Food Service: Starbucks, Pizza Hut, Food Avenue
Headcount based on 2008 annual sales:
• Less than $150k: 1 Food Service Team Leader**
• $150k-$350k: 1 Food Service Team Leader**, 1 Food Service Assistant
• $350k-$800k: 1 Food Service Team Leader, 1 Starbucks Team Leader
• $800k-$1mil: 1 Food Service Team Leader, 1 Starbucks Team Leader, 1 Food Service Assistant
• Greater than $1mil: 1 ETL-Food Service, 1 Food Service Team Leader, 1 Starbucks Team Leader, 1 Food Service Assistant
**The Food Service Team Leader core roles for 2009 will now include Starbucks responsibilities if applicable to the staffing guidelines above.

The payroll hours allocated to Starbucks will not be affected by this structure change. They will still receive hourly payroll based on sales/minimum hour guidelines.

New! Food Service Assistant
The Food Service Assistant will be a Paygrade 9 (Specialist-level) position. They will report to the Food Service Team Leader.

---

Bike Building:
The Sales Floor Team Member - Bike Builder will now be a Paygrade 7 position.

---

Assets Protection:

In 2009, AP will have the following changes across the country:
• Elimination of TPS hours in most low-risk, low-volume locations
• Introduction of the new non-exempt Assets Protection Leader (APL) in stores without TPS hours
• Elimination of ETL-AP positions in some low-risk, low-volume stores, which will be replaced with a non-exempt AP team leader (AP-TL) or AP leader (APL)
• Reduction of APS hours
• Reallocation of TPS hours
• Increased Investigations support

If your store is affected by a reduction of AP resources, team members can choose one of the following:
• Be assessed for available AP positions in their current store or at another location
• Be assessed for available positions in other areas of the store
Note: Separation packages will not be offered.

Assets Protection AE09 Action Timing:
• By February 11: STL and APBP review AP budget for 2009. STL notifies ETL-AP and ETL-HR of any AP staffing changes.
• By February 16: STL, ETL-HR, and APBP speak with impacted AP team members and explains what the changes are and what options the team members have. STL communicates changes to other store ETLs, including the ETL-AP, if applicable.
• By February 20: ETL-HR and ETL-AP/AP-TL communicate changes to non-impacted AP team members and explain what their options are.
• By February 28: ETL-HR changes job code for existing AP-TLs to APL job code.
• By April 17: APBP, HRBP, and GAPTL collaborate and approve all proposed moves and changes involving individual team members.
• By April 24: Present each AP team member with his/her options for employment going forward. This may include placement in an available AP or store position.*
*As part of this change, TPS and/or APS team members who accept a new position outside of AP can do so without a decrease in their current base rate of pay, but future merit increases may be impacted by a change in pay grade.

---

HRSP Segmentation:

For 2009, all HRSP stores have been segmented into one of levels of risk: Ultra High, High Plus, and High.

All High Risk stores will continue to receive the following standard resources:
• Unique hours for sales floor recovery
• Additional AP hours
• The Urban Abuse Package
• Dock area steam cleaning
• STL and ETL pay differential eligibility

The following resources are assigned to HRSP stores based on specific level of risk and the input of your GVP/GD and HRM, and will be communicated by your DTL:
• ETL-Operations
• HR Staffing and Development Team Leader
• Brand Attendant
• Onsite Life Resources
High Risk stores will maintain two of these resources, High-Plus Risk stores will maintain three, and Ultra-High Risk stores will maintain all four. Based on the choices for 2009 versus previous years, your store may be gaining or losing team member positions.

HRSP Team Member Options:
If your store is eliminating the ETL-Operations and/or HR Staffing and Development team leader positions, you will transition to a new HRSP staffing structure by May 4, 2009.
Options for ETL-Ops:
• Transfer to another ETL position in district or market
• Interview for STL promotion (if ready)
Options for HR SDTL:
• Transfer to another HR team leader position
• Transfer to another team leader position in your store
• Transfer to another team leader position in your district or market
Options for Brand Attendant:
• Transfer to Cart Attendant or same paygrade position
• Interview for team member promotion
Each affected affected team member, team leader, or ETL may also apply to transfer to an equivalent position at another HRSP store.

HRSP AE09 Action Timing
• By February 9: STL meets with ETL-Ops to discuss changes and transition plans.
• By February 10: STL communicates HRSP changes to all ETLs. STL meets with HR SDTL to discuss changes and transition plans.
• By February 12: STL communicates HRSP changes to all team leaders. STL meets with Brand Attendant to discuss changes and transition plans.
• By May 3: ETL-HR and HRBP contact transfer stores to facilitate and comple transfers. HRM completes promotional interviews (if applicable).
---

On-site Life Resource Program

In 2008, 22 high risk stores piloted the Onsite Life Resource program. Due to its success, it was added as an option for all High Risk Stores in 2009.

The goal of the Onsite Life Resource Program is to improve Open Door Culture by providing a live resource for team members to get assistance with personal issues. The stores that chose this option will receive an onsite specialist from our life resource vendor, Com Psych. The specialist will work in the store eight hours per week to handle team members’ personal concerns and questions. The specialists can assist team members with personal issues including, but not limited to, emotional support, financial assistance, daycare, transportation, etc.

Onsite Life Resources will kick off for new stores on Feb. 6, and the 2009 kickoff for returning stores is Feb. 13.

---
 
Last edited:
Joined
Jul 20, 2011
Messages
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#15
Does anyone know if the $1 million threshold to gain a ETL food service to a headcount is still in effect or did it change/go higher since 2009. I attempted to find this on workbench but had no such luck.
 
Joined
Jan 31, 2012
Messages
461
#16
Can anyone explain to me why they got rid of specialists?
i found this info on ae10 that i saved. source info from tm's of thebreakroom.org, GTC to gsa nueva & fA72Challenger for advance info on specialist changes:

The AE 2010 guides have been where I've been able to reach them, and basically EVERY specialist is changing to a specialized team member:

Signing Specialist -> Signing Team Member
Shoes Specialist -> Shoe Team Member
Electronics Specialist -> Electronics Team Member
Entertainment Specialist -> Entertainment Team Member (To be cross-trained in Electronics ((as though most mmb specialists aren't)) and be able to cover back and forth)
They're also eliminating some team leads and creating more assistant positions, like a consumables or food assistant.
they're also combining meat and produce into one team lead, and creating all sorts of little niche PG 5 merchandising positions. It's very odd.

They have changed all paygrade charts. In the change they are getting rid of the specialist titles. It is gone. Instead they will be Team Members of certain areas. (just like the other post said.. electronics specialist will be electronics team member.) The Cash office Specialist position is eliminated completely. Instead GSA's will be taking over the cash office roll on the days they are not running the lanes. They have mock schedules made up to show how it will work. Any store org chart 4 and above will get an extra GSA. Anyone currently in one of those positions will not loose pay, but will go down in the pay grade from a specialist. Any team member in a specialist position and does not accept the drop in pay grade with out loosing pay will be given a separation package. Which is spelled out in the rollout.
 
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