Reviews for TMs are usually in April, and the raise takes effect in early May, and should show up on your paycheck by the second paycheck in May. Each review score has a % associated to it. For example, say it goes like this.
Hypothetically:
U - 0%
IE - 1%
E - 2.5%
EX - 4%
O - 6.5%
Say you make $8.50 and you are one of the lucky 5-10 people in the building to get an excellent review, an EX. 4% of $8.50 is $0.34. So that's your raise, and you now make $8.84. If you average in the high 30s for hours, that equates to about $30-$40 extra per month. So maybe $15-$20 per check. Might help. Might not.
But more realistically, let's say you got an E or IE. So your raise will be $0.21 or $0.09. And more realistically you are in the mid 20s per week for hours. So your raise probably didn't even get you $10 per month. Wheeee. :|
The reason for the skew is that stores get a raise budget. For example, say the store gets $25 for raises. Wait, what the hell does that mean? That means if you add up all the raises for everyone - $0.05, $0.10, $0.67, $0.34, $0.16, $0.18, $0.07, etc.; it should not go over a total of $25. Hence why so many people get shafted on their reviews, and thus their raises. In a system like that, someone is getting screwed. A whole lot of someones.
It's also why your ETL-HR may change the review you wrote for a particular TM; because either the store went over the raise budget and someone has to get knocked down a peg on the review to help bring the budget in line, or after all the raises are in, they still haven't hit the budget yet, and so that particular TM that they think is a great worker because of how much of a snitch and kiss-ass they are to them, yet because you are their TL you know from firsthand on a day-to-day basis is f***ing useless - gets bumped up a peg on the review because the raise budget allows it.