Yearly reviews & quick question about holiday pay

How many merit reviews should we get each year?

  • Just Once, the current method is fine.

    Votes: 10 43.5%
  • Twice a year

    Votes: 7 30.4%
  • Once after each quarter

    Votes: 6 26.1%

  • Total voters
    23
  • Poll closed .
Joined
Jan 1, 2012
Messages
239
#1
YUP, its that time again-- time for your YEARLY REVIEW!! Any idea on how you think you're going to do for your yearly review? How about years past, how did you do? The five levels I can think of are -- Does not meet standards, inconsistency effect, effective, excellent, and outstanding.

How do you feel about having only one review a year? I think you'd get a more accurate review if we had two merit reviews a year, or even perhaps once after every quarter. I think 365 days is too long of a wait to get accurate feedback on your performance.

And for holiday pay, what are the days we get time and a half? I know we get paid Thanksgiving and Christmas. Then for time and half I can think of New Years, July 4th, Easter(?), Thanksgiving.. what other days am I missing?

Thanks for your input!
 
Joined
Jun 12, 2011
Messages
99
#2
Sometimes I get frustrated that I'm just a lowly boring tm and no one ever does a status with me or takes time out to give me feed back.... I kind of see a status as a relaxed review given more than once a year

But most days I'm supper double happy that I sit there once a year for a bs review and am left alone to live my life the rest of the time!

So, I think I would just stick with how things are now.

We are closed on Easter (so far anyway, after the thanksgiving nonsense who knows) and I think time and a half on labor day
 
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Electronics Man

Electronics Team Member
Joined
Jun 14, 2011
Messages
335
#4
Last year was my first FULL year. I worked my butt off, came in when they asked, stayed late when they asked (and jumped in to help when they didn't ask, but they ok'd it.). My zoning technique started out kind of slow, but I've gotten better, and am pretty quick right now. I've also picked up extra shifts where they counted, worked pretty much most work centers, including a long stint in carts when we barely had any cart attendents. Oh and only called out once because I was sick and was in bed all day.

I hope I get a pretty decent review. lol
 
Joined
Jun 24, 2011
Messages
466
#5
And for holiday pay, what are the days we get time and a half? I know we get paid Thanksgiving and Christmas. Then for time and half I can think of New Years, July 4th, Easter(?), Thanksgiving.. what other days am I missing?
We get time and a half for 6 holidays. Thanksgiving, Christmas, New Years, Memorial Day, Labor Day, and Fourth of July.
 

Electronics Man

Electronics Team Member
Joined
Jun 14, 2011
Messages
335
#6
We get time and a half for 6 holidays. Thanksgiving, Christmas, New Years, Memorial Day, Labor Day, and Fourth of July.
See, for some reason when another TM asked our STL about New Years, he said we DON'T get time and a half... maybe he was hoping to detour TM's from stacking shifts? lol I know I always try to stack shifts on paid holidays when my hours allow it.
 
Joined
Sep 23, 2011
Messages
287
#7
See, for some reason when another TM asked our STL about New Years, he said we DON'T get time and a half... maybe he was hoping to detour TM's from stacking shifts? lol I know I always try to stack shifts on paid holidays when my hours allow it.
Your STL is what we, in the biz, call "wrong" aka, your STL is wrong. Comprende?
 
Joined
Jan 17, 2012
Messages
218
#9
Yearly reviews very often have LITTLE to do with how you performed. Many times it comes down to whether MGMT likes you or not, and what funds they have been given in the BUDGET for the department you work in. Pathetic, isn't it? Some feel discrimination exists. Reduce your availability? They may not like you. Take a medical leave of absence? You could be in trouble. Belong to a minority: gay, black, woman, mormon? While these types of discriminations are forbidden by law and policy, some feel they may have had these things held them and their performance score.
As it pertains to only have one review a year, I think it should be done Quarterly! I hear employees who work in distribution centers get quarter raises, why shouldn't the rest of employees get that? [
Regarding Holiday Pay - If you are Exempt i.e. a salaried employee, you get 6 holidays paid per year: New Years, Memorial, July 4, Labor Day, Thanks, Xmas. Time and a half for working on any of them (not always open on several of those holidays though) If you are an hourly Team Leader or Regular class - you received those same 6 holidays as long as your average hours are about 20 per week. However if you are specialist level or team member level, you only get 2 national holidays, and that's only if you are Full Time, meaning 32 average hours per week or more. Below that and your only option is Holiday Premium Pay for working on the holiday itself and thereby getting time and half for any hours you do work. Have a great upcoming weekend =)QUOTE=SeniorAP;23045]YUP, its that time again-- time for your YEARLY REVIEW!! Any idea on how you think you're going to do for your yearly review? How about years past, how did you do? The five levels I can think of are -- Does not meet standards, inconsistency effect, effective, excellent, and outstanding.

How do you feel about having only one review a year? I think you'd get a more accurate review if we had two merit reviews a year, or even perhaps once after every quarter. I think 365 days is too long of a wait to get accurate feedback on your performance.

And for holiday pay, what are the days we get time and a half? I know we get paid Thanksgiving and Christmas. Then for time and half I can think of New Years, July 4th, Easter(?), Thanksgiving.. what other days am I missing?

Thanks for your input![/QUOTE]
 
Joined
Jun 7, 2011
Messages
162
#10
We get time and a half for 6 holidays. Thanksgiving, Christmas, New Years, Memorial Day, Labor Day, and Fourth of July.
That's correct. We get paid premium pay (time & a half) for these six national holidays, but only if you work those days. You get holiday pay (straight time without working) for Thanksgiving & Christmas based on your average hours and time of service (which I think is after six months...not counting your 90-day probationary period). A little confusing, but I think I am right about this.
 
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Electronics Man

Electronics Team Member
Joined
Jun 14, 2011
Messages
335
#11
That's correct. We get paid time & a half for these six national holidays, but only if you work those days. You get holiday pay (straight time without working) for Thanksgiving & Christmas based on your average hours and time of service (which I think is after six months...not counting your 90-day probationary period). A little confusing, but I think I am right about this.
Correct!
 
Joined
Jan 17, 2012
Messages
218
#12
Yes, that is mostly correct, it's 6 full months after date of hire, or more accurately after date promoted from Seasonal. So if someone is hired January 2nd as seasonal, but they end up staying seasonal for the full 100 days, none of that time goes towards the waiting requirement. So if you don't become hired as a regular team member until April, they won't count April because it won't be a "full" month, so that means May thru Oct are the months to wait(time in position requirement), so a new team member won't expect to get holiday pay (and vacation/sick/personal holiday) until the month of November! And that's only if their average hours in October are at or above 32 average hours!
That's correct. We get paid premium pay (time & a half) for these six national holidays, but only if you work those days. You get holiday pay (straight time without working) for Thanksgiving & Christmas based on your average hours and time of service (which I think is after six months...not counting your 90-day probationary period). A little confusing, but I think I am right about this.
 

Electronics Man

Electronics Team Member
Joined
Jun 14, 2011
Messages
335
#13
Yes, that is mostly correct, it's 6 full months after date of hire, or more accurately after date promoted from Seasonal. So if someone is hired January 2nd as seasonal, but they end up staying seasonal for the full 100 days, none of that time goes towards the waiting requirement. So if you don't become hired as a regular team member until April, they won't count April because it won't be a "full" month, so that means May thru Oct are the months to wait(time in position requirement), so a new team member won't expect to get holiday pay (and vacation/sick/personal holiday) until the month of November! And that's only if their average hours in October are at or above 32 average hours!
I got lucky then, I was hired on permanently in January and I made sure that my avg hours were AT THE VERY LEAST 32! I took every shift I could get! lol
 
Joined
Jun 27, 2011
Messages
289
#14
Reviews do take some time to type up so having them done multiple times a year would cause a headache for the team leaders....

People complain about such a little raise but they are based on a percent and believe it or not most companies do a certain percentage raise and Target is no different. The only difference is since we are starting from such a low starting point getting a 3% raise just looks like its bad because your only getting like 10 cents.

My biggest problem with the review process is its not truthful... They bell curve it so there are going to be people who get screwed every year. Having to write a bad review for someone who does not deserve the lower score they got is tough...
 
Joined
Jun 19, 2011
Messages
113
#15
If we got the same pay bump quarterly that we do yearly, then quarterly all the way. Otherwise, I think it'd be helpful to have semi-annual reviews. Once in the spring (like they do now), and once in the fall before the 4th quarter before seasonal hiring starts. Of the few reviews I'd gotten, most of the time I've commented to my TL that I wish I got more constant feedback during the year, rather than waiting several months to tell me that "I could be writing GTCs more often" or that he wants me to "step up more as a leader".
 
Joined
Dec 8, 2011
Messages
46
#16
ha, after last years ridiculous review, i don't anticipate it very much. i already know there won't be a raise for me. last years review was the worst one i've ever gotten. no feedback, no actually discussing my performance, the same comments under each item.

juicedaoftball is right, they consistantly write bad reviews on ppl who don't deserve them...
 
Joined
Jun 7, 2011
Messages
162
#17
Reviews do take some time to type up so having them done multiple times a year would cause a headache for the team leaders....

People complain about such a little raise but they are based on a percent and believe it or not most companies do a certain percentage raise and Target is no different. The only difference is since we are starting from such a low starting point getting a 3% raise just looks like its bad because your only getting like 10 cents.

My biggest problem with the review process is its not truthful... They bell curve it so there are going to be people who get screwed every year. Having to write a bad review for someone who does not deserve the lower score they got is tough...
You are so right. When I was a team lead I used to write many reviews. I was very honest and tried to be very fair. But...when the store was over budget for raises, they sent some of them back to me for me to give out a lower score. I had to re-write them and downgrade their scores even though I didn't agree with it. Its funny because last year, I had to downgrade five or six team members and upgrade two others. Crazy. I didn't agree about the upgrading either. When you have to lie to give a team member a better review than they deserve, that's wrong, too. Now these team members think they are better than they really are and they will expect a great reveiw this year. But lucky for me, I am not the one that has to write them this year.
 
Joined
Jun 17, 2011
Messages
698
#18
I expect an O,there are so many things wrong and unfair about the yearly review that the whole process needs to be revamped,the process is to a large extent unfair and a lot depends on if you are on tl,etls good or bad list,but I do not think gender or race has ever played a part in the review process in any store I have worked at,it is not necessary because they can do what they want without resorting to that.
 
Joined
Sep 20, 2011
Messages
234
#19
My first year writing my reviews I'm pretty excited sat down with hr to go over everyones overall score and she said we may not be able to afford some of the raises but two days later in my status my Lod gave me the great news that since most my team is new we can afford to give out the O's and E's I suggested :) I'm just happy my team is goin to get what they deserve
I actually expect an E not an O even though I'll come in on my weekends off plan all the transitions and ok picking up slack from my almost useless partner in sl, I have had...'attitude issues' I may have yelled at an etl or two and came late a few times here and there Not a big deal to me
 
OP
OP
SeniorAP
Joined
Jan 1, 2012
Messages
239
#20
Does anyone know if your ETL or HR can see your rating from the previous year? And any possibility that can factor into your current year?
 
Joined
Jun 25, 2011
Messages
430
#22
Should get an EX, will get an E. The same person who wrote my past two will write this one, but in the past six months, I think we've literally worked together under 10 times. Gonna be fun to see what sort of BS he comes up with to dink me down "You get an E for attendance." "Why? In 3 years I've never missed a shift or called out." "Well, try to do more of that."
 
Joined
Nov 3, 2011
Messages
1,340
#23
Any tl here been asked to write reviews for tm that you have never observed their work habits? Grapevine at our store says all the tl are writing reviews this way.
 

commiecorvus

Former Signing Ninja
Staff member
Moderator
Joined
Jun 10, 2011
Messages
15,972
#24
Any tl here been asked to write reviews for tm that you have never observed their work habits? Grapevine at our store says all the tl are writing reviews this way.
Don't mean to sound naive but how the frell does that work?
I can't even see a TL with a shred of honesty being willing to do something like that.
 
Joined
Jan 31, 2012
Messages
461
#25
Who cares about inconveniencing the Team Leaders? I mean honestly. If the question is how often would you like to get a review (and obviously therefore how often would you like to see yourself getting a raise) Obviously the answer has to be as often as possible! And since DC team members get raises 4 times a year, why shouldn't everyone else? It's not that people complain about the small numbers of the raise, it's also the percentage. The fact of the matter is that most people betwen between 0 and 2% raise, that's all but useless because that's not even a big enough raise to cover the cost of living!
Reviews do take some time to type up so having them done multiple times a year would cause a headache for the team leaders....

People complain about such a little raise but they are based on a percent and believe it or not most companies do a certain percentage raise and Target is no different. The only difference is since we are starting from such a low starting point getting a 3% raise just looks like its bad because your only getting like 10 cents.

My biggest problem with the review process is its not truthful... They bell curve it so there are going to be people who get screwed every year. Having to write a bad review for someone who does not deserve the lower score they got is tough...
 
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