verylittlehelps

Quote from: FarmerFred on 02-02-23, 05:42PM

Quote from: Davethebave on 02-02-23, 03:24PMThe fact, that even with all of the technological advances we have put in for the future, we still, as a company, can't manage to keep damaged 2siders out of circulation is very worrying

The problem is that people don't follow the process for dealing with damaged cages because it's easier to just chuck them back to the depot in untagged and not segregated from good cages.

Quote from: NightAndDay on 02-02-23, 04:22PMTechnology in that instance isn't the problem, it's spending money to replace them that is, even at head office level, you'd be surprised at how tight the purse strings are for things like that.

Tesco spent a lot amount of money the last few months cycling in tens of thousands of new 2 & 4 sides cages to replace old & damaged cages. Likewise, dozens of stores have "benefitted" from a significant investment in refits and renewals, distribution have received a significant number of tractor units & trailers - there is plenty of money available if its' use can be justified.

100% agree, going to stores all the time when doing deliveries, and the amount of cages we are pulling of damaged then the store complain, but I have yet to lift a stack of 5 cages that all broken and tagged. Then they wonder why they end up back in the supply chain.

Also found out a few changes there that are happening at HO, Dotcom Driving Assesors at risk, going to 4 jobs all mainland based, thats a serious reduction in trainers. Going to be intersting to see how they are going to assess new dotcom drivers going forward.

Retail work has completely changed. There used to be progression, a career with prospects, even a salary that enabled you to afford a mortgage. All gone, its not just Tesco though despite the bleating on here, other food retailers are just the same and at least stores aren't closing left, right and centre as has been happening with department stores and major High street clothing retailers.

Working for Tesco is good for a part-time role whilst studying to do something else, but little more. However, there are a lot of workers that have known little else clinging on to what they know (I am one of them) hoping things might change but they won't. We've survived another round of job losses, but there will be another next year and the year after and that lottery win just doesn't seem to be happening.

Quote from: Checkout Superstar on 02-02-23, 07:51AM

Quote from: Redshoes on 02-02-23, 07:29AM

Quote from: Rodie on 02-02-23, 04:51AMWell my store manager told me directly he expects experience across departments to be the biggest point scorer.

So not just how many departments said manager has managed will count but how many they worked on prior to becoming a manager will too.

So for example, if manager one has managed 3 departments but only worked on 2 prior to becoming a manager but manager two has managed 1 department but worked on 5 previously then manager two edges it on the question.

That to me seems fair. Direct experience on the shop floor is going to be what nails it for people.

I have heard that managers that already manage big teams will score higher. Until mon we will not know for sure. Until then it's all speculation. There is comms down about EOY review prep but I don't think that will be included. For one thing we have not had it yet and the scoring prep starts on mon and another thing is that they need to do all they can in preventing scores being anything less than fair. I could be wrong though. Live warnings and performance will form part of it though.

That isn't fair though. Take checkouts, like everyone has noted, its team support who run it. The manager of checkouts has the easiest job in the store. So if they score higher just because they have a bigger team that is unfair as they don't manage that section alone.

I wish it was the easiest job. Team support were a big help but were removed from SS over a year ago. Checkout shifts are the easiest to fill though. There is still CSD, PFS and Off Till shifts to fill. They are paid as CA's so work as CA's and I don't have a problem with that. Extra hours does a lot of the work for me. I don't have to fill all the shift, I just have to keep an eye and fill the ones not picked up.

Quote from: 5fdp on 02-02-23, 05:59PMIf they were disciplined for it, then yes they will score lower than other mgrs.

clever now they will be more likely to get redundancy.

Correct

Store manager confirmed to me experience across ALL departments will be taken into consideration. A knowledge of all stock control/waste routines, admin/wages etc will also factor. So if you are a manager who hates admin then prey you don't score high because it sounds to me like that is what bulk of the managers position will now be. Shift leaders will mainly focus on duty tasks. Managers will be phased into sorting out their own exceptions on frog/work and pay.

This also leaves a ? mark over the future of the admin and wage colleagues.

  There are managers in my store who don't even understand shrink. Its a mystery how some of these people got signed off to be honest.

Store manager confirmed to me experience across ALL departments will be taken into consideration. A knowledge of all stock control/waste routines, admin/wages etc will also factor. So if you are a manager who hates admin then prey you don't score high because it sounds to me like that is what bulk of the managers position will now be. Shift leaders will mainly focus on duty tasks. Managers will be phased into sorting out their own exceptions on frog/work and pay.

This also leaves a ? mark over the future of the admin and wage colleagues.
[/quote]

Also leaves a question mark over the future of Stock and Admin Managers in the future if not today.

Extras and Superstores will *always* need a HR department. So admin colleagues shouldn't worry just yet. I think the wages clerk will cease to exist at some point however especially if the new manager position means them and them alone making sure their staff are paid correctly...

What is a success in some stores will be a disaster in others. It will all come down to manager competence. 

Experience across multiple departments will not be a factor. Anything that you don't know can be provided to you via training.

The manager role will be office based so shopfloor knowledge ain't all that important.

The criteria will most likely be:

Disciplinary record
First aider
EOY performance
Colleague reviews completed
Average exceptions generated (has been tracked for a while now)
% of pick, fill and serve completed

Length of service to separate any ties.


At this stage, no store manager has the final criteria as the "union" has to sign off on it by the 22/2

Interestingly I did get told being a first aider will count.

Wonder how many managers are currently regretting not taking the course.

The amount of exceptions a manager gets will defo count as will allocating shifts to people which stores have been told not to do, shifts must be accepted via mytesco. 

Like said, this has been tracked for a while now.

A lot of speculation here, and I'm not joining in. There are only a handful of people who know what the criteria is ( or will be ), and you can guarantee they're not on here.
I just hope everyone is alright as it is now Friday, and since the announcement I have to admit to feeling a bit frazzled now! If I am to stay, it will be for a short while, yet again we have been shown that this company does not know how to move forward with a plan. The announcement was clear, how they go about it is as clear as mud! It is time to put down the violin, find a lifeboat and leave this sinking ship.

Exceptions probably will count. That is a good sign of how well a manager is managing their department. For example if some colleagues are clocking in and out as they please (which does happen) or you have missed clocks all the time that is a reflection on the manager.

I also know that in my store the SM goes apeshit if shifts get allocated. This was because checkouts kept putting people in without asking first.

As said, this is only speculation.

Hopefully USDAW grow a set and publish even the notes of the talks daily.

Our store manager said we would have a decision next week. Been told by other managers that he has now said it won't he until the end of February. Making it up as they go along

The fact that the criteria is still being finalised suggests that there are point still in discussion. It should have all been in place by now.

Length of service is unlikely as it has potential to target an age group.
Managers will manage roughly 816 hours each divided up by head count.
By the fact that they are managers they should have proven record of being able to adapt and learn new tasks. Depending on who stays there may or may not be learning curves but the day to day running of shop floor goes to shift lead. Being able to work together will be critical.

Quote from: PhiltheFill on 03-02-23, 07:39AMInterestingly I did get told being a first aider will count.

Wonder how many managers are currently regretting not taking the course.

Or regret taking the course 🤦😭

First aider usually counts in colleague criteria. Not so sure with managers. I have always disagreed with managers being first aiders, traditionally they should be the duty manager attending. It should not be dual role of duty and first aider. Managers were encouraged to do first aid as there will always be a manager in the building. It's an easy fix to always having a first aider but I don't think it's correct fix.
At this stage the criteria is only speculation. It should not be up and coming things though. So last review, not next. Last 'what matters to you' not next etc. Nobody has mentioned WMTY but this is a key area. Individual impacts to store measures will probably play a part, my guess.

Quote from: Davethebave on 03-02-23, 07:36AMExperience across multiple departments will not be a factor. Anything that you don't know can be provided to you via training.

The manager role will be office based so shopfloor knowledge ain't all that important.

The criteria will most likely be:

Disciplinary record
First aider
EOY performance
Colleague reviews completed
Average exceptions generated (has been tracked for a while now)
% of pick, fill and serve completed

Length of service to separate any ties.


At this stage, no store manager has the final criteria as the "union" has to sign off on it by the 22/2

Can't see how they can include number of reviews completed when it's done by anniversary date now. As one manager could have all the reviews at beginning of the year and another managers at the end of the year.

I'd also think service and customer comments would take a part although I'm not sure how you'd measure one managers service against another.

our store still had counters,and we were told the counter staff will be dealt with first,then the managers

Counters will be an easier one for them to deal with. Moving hours around just. Still not I've for those effected on counters, hopefully they get looked after

Quote from: newdawnrising on 03-02-23, 10:19AM

Quote from: Davethebave on 03-02-23, 07:36AMExperience across multiple departments will not be a factor. Anything that you don't know can be provided to you via training.

The manager role will be office based so shopfloor knowledge ain't all that important.

The criteria will most likely be:

Disciplinary record
First aider
EOY performance
Colleague reviews completed
Average exceptions generated (has been tracked for a while now)
% of pick, fill and serve completed

Length of service to separate any ties.


At this stage, no store manager has the final criteria as the "union" has to sign off on it by the 22/2

Can't see how they can include number of reviews completed when it's done by anniversary date now. As one manager could have all the reviews at beginning of the year and another managers at the end of the year.

I'd also think service and customer comments would take a part although I'm not sure how you'd measure one managers service against another.

Also if a store has to loose a couple of managers then it's going to have to be really clear cut criteria. None of our managers have any warnings, all have excellent absence and all have been there 25 years or more.

It will be simply scored on positives and negatives across the board.
If your generally good at your job, you'll score well. If you're s***, you won't fare so well.

Quote from: Davethebave on 03-02-23, 10:32AMCounters will be an easier one for them to deal with. Moving hours around just. Still not I've for those effected on counters, hopefully they get looked after

Thanks Dave - we've still got our contracts with the same availability windows so seem to be okay for the moment.