Archived Anticipating a too-small raise - anything that can be done?

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IE-1%


I made employee of the month twice this go around...




I fully expect to get an IE again. :/

Also my TL dips on vacation this time every year and our reviews are super late. Haven't gotten mine yet.
 
EX this year 90 cents. Cant complain.

Old timer TL in our store got a $1.49 raise. I am glad for him though he has been capped out for awhile and its been his first raise in a few years.
 
Last year, I got EX across the board; Tl said I couldn't get Os even though I deserved them because I'd only been there a short time. Then I got two promotions (to GSA, to GSTL) in a year and I got...E. Weird, huh? If I was so mediocre, why did I get promoted twice? I asked, and my ETL said it was because that's the score that Target could afford to give me. In other words, I couldn't get a higher score because they could only afford a 3.5% raise. I'd rather have gotten Os and a 3.5% raise than E and a 3.5% raise.
 
Target Annie said:
I received a 3% raise for an O.

I'm grateful though
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Paygrade capped? I had to give one of my TMs (a former specialist who was about a dollar over the cap) a 0% raise several years in a row because they wouldn't let me give him an EX. It was rough.[/QUOTE]

Yes, capped quite a few years ago.
 
Raiden said:
I'm pretty happy right now I got mostly Os. Only thing I got an E in was my appearance, I think my ETL is jealous of my beard.
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We get reviewed on our appearance? Now I'm really interested in getting my review.

Appearance: E(W)
 
so.. is it 6% for noncapped outstanding/3% for capped? 4% excellent/2% capped? i'm trying to do math.

i'm having a hard time when i have a great tm that got the same as a tm that called in 25 times last year (and would be gone if on my team) because my outstanding tm was capped.
 
buliSBI said:
chevalier said:
CrazyTarget said:
...you can go up! Presentation, Electronics, Instocks, backroom, overnight, pharmacy, TL, perishable assistant, TPS, ...
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I have already done that. I have one of the positions you listed. I'm not asking about how to get more money based on my performance in the future. I'm talking about my review for this past year. I want to know how to possibly dispute the amount of my raise if it is not reasonable.
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Reviews are very biased or skewed already. TLs only give out so many top grade scores to their favorite TMs while the rest of the team(s) sit in the average or above average levels with minimal pay increases.

You are pretty much stuck with your review scores and feedback.

I got .50, .75 or so pay raises in my first years with, but I quickly hit the cap. The only way I could get more is if I hit perfect scores on my reviews, which is about impossible. Now they increase pay by the pennies, and to me thats worse for TMs.

You can probably refuse to sign the review and ask to sit down with your STL, ETL, HR, and TL to re-evaluate your performance and review, and see if your TL gave you an honest/realistic review. Which they will probably say that it was on the up and up. And it might lead you into deeper hole as they will now see you as an aggressive and problematic TM.

They only way to get really good scores is to get buddy buddy with your ETL and TL. Write thousands of GT/Vibe Cards. Communicate all the time. Never call in. Never put in leave.

Target doesn't mind feeding you a few extra pennies a year. But when it comes to an extra quarter or more ...Target feels like its the end of the world.
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Exactly!! That is how we are supposed to understand how target is striving to be the best company ever! :excited:
 
dek067 said:
so.. is it 6% for noncapped outstanding/3% for capped? 4% excellent/2% capped? i'm trying to do math.

i'm having a hard time when i have a great tm that got the same as a tm that called in 25 times last year (and would be gone if on my team) because my outstanding tm was capped.
Click to expand...

EX is 4.5% non-capped...not sure about the others...
 
Last couple yrs capped TMs got 3% for an O, 2% for an EX, 1% for an E & nothing if you were below an E.
Anyone know if that's still true? Rumor had it that it had gone down.
 
redeye58 said:
Last couple yrs capped TMs got 3% for an O, 2% for an EX, 1% for an E & nothing if you were below an E.
Anyone know if that's still true? Rumor had it that it had gone down.
Click to expand...

I know that at least for the previous two years (I'm no longer there, so no idea about this year) a capped TM got nothing for an E, not 1%. I had to deliver several E=0% reviews. I'm pretty sure it was O=3 and EX=1.5.
 
I got my review tonight. I wasn't expecting much in the raise department but I was not expecting to see what I saw on paper. I actually told my TL after she went over it with me to not expect me to stay around much longer. How am I supposed to be motivated when presented with so much negativity?
 
Hardlinesmaster said:
Reviews are joke...carrot & stick are at work. Except with pm's store.
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They can be a joke at my store as well. If I didn't get the PG increase over the summer, then as a PG13 TL I would have been capped and who knows what my increase would have been then, but with the promotion to PG15, I have a bit of wiggle room. I know this for a fact because I got the same score this year as last year, and my raise was more this year, but now the question is how close am I to being capped as a PG15? I get the carrot dangled in front of me just like everyone else, but for me, the carrot is a push for ETL, or even just being placed on a succession plan. TMs in my store get the carrot also....have had one on the "bench" for over a year now, and there have been openings in my district throughout the year, but nothing for that person.
 
Still haven't gotten mine. Expecting to get sandbagged and probably get less than a .30 cent raise.

It's hilarious how Spot justifies throwing all the money into ETL salaries in a laughable attempt to "retain" talent. When you demand results while simultaneously nickel and diming payroll, those dissatisfied TMs won't be around for too long.

You might not have to spend as much on ETL pay as you do, if you'd stop ambercrombifying the damn stores and treat your TMs with at least a modicum of respect.

Either way, the only times to negotiate pay is during interview/acceptance process. Once locked in -- you have no leverage.
 
ideally the person would have a good idea if they were going to get a U. Getting a U would mean that you were on corrective action and/or final warning. The only U's i've ever given have been to team members who were on a final warning or a multiple violations final warning. They always acted like it was a shock but how could they not know when they're in the office all the time getting coached. CA's, or finals?
 
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