So looks like that all superstore team managers are set to follow the express example and become shift leaders for less pay..
NO TEAM Manager vacancies online, these were pulled before Christmas, stores must be at or below structure in some areas, and over in others, why isn't the policy being followed through to move managers- because something else is coming!
New protection policy about protecting pay- losing any lump sum payment- about to dumped on- coming to a store near your just after viewpoint- or whatever Its called these days
Got a source?
So 1 manager for a superstore? Let's bear in mind that superstores range from taking 100-200k to over 1.5m a week. Who's going to do formal meetings? Who's going to do Rotas? Who looks after departments? I get it in the smallest of superstores it may work, like our former metros. And some really small superstores, but not in most.
I can see changes coming in management structure, but I don't think this is it...
Not all team managers will become shift leaders ,will be scored to hit new structure, eg from 8 managers to 2 or 3 in larger stores. lead managers expected to pick up more of this where applicable, all very store specific agreed by SD
Quote from: markwinters on 29-12-22, 12:04PMNot all team managers will become shift leaders ,will be scored to hit new structure, eg from 8 managers to 2 or 3 in larger stores. lead managers expected to pick up more of this where applicable, all very store specific agreed by SD
look at is as annual review for stores with added benefits ( for the company not the people) Difficult to say more for obvious reasons, but why no vacancies, why new protection policy and why no drive to achieve structure,, hold on about to get royally shafted again, plenty of history of that!
Can see changes coming again, probably announced week 1 and start in April as seems the trend.
Certainly in our store only 1 out of the 5 shift leaders are ready for running the store, the other 4 are struggling, ultimately someone has to have responsibility for certain areas of the shop unless they increase the shift leader pay in line with responsibilities but still cheaper than team managers.
Also all manager vacancies are pulled before Christmas to prevent the upheaval of moving at a business critical part of the year. This happens every year, normally 8 weeks before Christmas.
.
Quote from: Tesc0Wow on 29-12-22, 11:54AMSo 1 manager for a superstore? Let's bear in mind that superstores range from taking 100-200k to over 1.5m a week. Who's going to do formal meetings? Who's going to do Rotas? Who looks after departments? I get it in the smallest of superstores it may work, like our former metros. And some really small superstores, but not in most.
I can see changes coming in management structure, but I don't think this is it...
..
You do not need a manager to do a formal meeting or even sack someone believe it or not, anyone can be trained up and given the authority to carry out such tasks, its just that at the moment that falls down to people with the title of manager in Tesco. Where I work senior leaders do it, and there in between team leaders and actual management.
Manager's vacancies have always been pulled in the run up to Christmas in the 2 decades I've worked for the company, so them doing it again this year is nothing new or unusual!
No SD, Union Rep or colleague will have been told anything that's do to with any restructures this early as they will not have been fully signed off by them at the top just yet!
That will happen in the coming weeks.
Yes there will be people working on ideas to save the company money, as there always is, but it will all still need to be signed off over the coming weeks!
So anything that people are posting is pure speculation on their part at this time!
Structure will be to loose half the team manager headcount in each store replaced by shift leaders, structure will be managers have area of responsibility and equal headcount of colleagues accountable for recruiting, Rotas, training, say and performance management, shift leaders will be duty cover and responsible for the shop floor day to day overseeing the operation customer facing.
The managers will I expect need to interview and score points to keep jobs the ones that fall short will be offered shift leader roles on protected pay untill they drop to there new lower wage this will mean some managers quit without the offer of redundancies we will loose experience and skills but save some money.
Everyone knows it's a job nothing more loyalty means nothing do what u need to do to look after yourselves Tesco wont care It's a business not a friend or family member they employ you instruct you and dismiss you when they decide to.
Where has this info come from?
Jeff, the management structure you have just described is already the structure in the majority of superstores, and has been for nearly 2 years!
Your a bit behind the times with that one.
Even some extras are on the same.
Yes some are not there yet, however Tesco's roadmap was for all stores to hit after 5 years!
However Tesco were surprised with how quickly they are nearly at it!
Most superstores on that structure are either already at target management or very nearly there.
Unless they get rid of all team managers in superstores and replace with a deputy and increase the responsibilities of the shift leaders there's nothing else manager wise they can cut back on.
Yes there's still room to get rid of team managers in the remaining superstores and extras However that will mean an end to all frontend team support roles too.
Nothing has officially been decided yet and nothing has officially been announced either.
Anything else is just pure speculation at this moment in time.
All I'll say to those posting things is out your money where your mouth is and show the evidence.
Just saying I've heard it from a reliable source or I'm not willing to say because it'll identify me is just BS and we all know it.
Now don't get me wrong, I know from experience there will be changes coming in the new year, that's a given, however posting this early when there's no evidence to back up these claims is not very helpful and will upset and unsettle colleagues/managers unnecessarily.
At times the new structure just doesn't work, too many of the better managers have left and the step from colleague to manager is too great, the shift leader role helps but that feels too flexible, in a twilight store it appears the early shift leader fills fresh and takes duty calls while the late does the opposite and fills grocery and takes duty calls, there's very little overlap and while it probably hasn't landed well in our store you hear some horror stories from others. We tried to go too quick and haven't trained the shift leaders to support before ripping the managers out.
Quote from: markwinters on 29-12-22, 11:06AMSo looks like that all superstore team managers are set to follow the express example and become shift leaders for less pay..
NO TEAM Manager vacancies online, these were pulled before Christmas, stores must be at or below structure in some areas, and over in others, why isn't the policy being followed through to move managers- because something else is coming!
New protection policy about protecting pay- losing any lump sum payment- about to dumped on- coming to a store near your just after viewpoint- or whatever Its called these days
I think it's more likely to have a slim down. For my store the structure is for 3 managers and four shift leads. We have four managers and two shift leads. Team managers on new structure are to do mid shifts and shift leads the open early and late shifts. At the moment we all do all shifts. Shift leads are supposed to lead on shop floor and manager more admin. We can't work like this now. Our shift leads do a little extra as in more in the way of overtime issuing and rotas. Managers do full admin but also do a lot more shop floor work.
There is a local extra that has 10 managers over structure.
Hence why no manager recruitment. There are no jobs. Some groups may be under structure for manager hours but as a whole the company is sitting high.
I think that it will be roles that go, much like they did with removing compliance managers. Then there is the senior team that is no longer part of structure.
My store is at structure, currently 1 SM, 4 TM, 4 SL. SL run the shop generally like run the main fill on grocery & fresh as well as duty and cover all earlies and lates. Team managers do the Rotas but do help on shop floor too. Overall it works, but you need good shift leads who are knowledgeable for it to work. which is hard to attract with the current pay
The idea when Shift Leaders were introduced in Express was "more feet on the floor", to be fair, it was one of the structure changes I agreed with, Express Deputy Store Managers weren't really worth the money they were on and it made more sense to have more cover.
Redshoes- are you saying senior team are on the way out then?
Londoner, I would think that would be the case, It makes little sense to have 3 (4 if you include the SM) layers of management sharing a set of the R for an area of the store, the idea as well to cut costs is to devolve and spread the workload.
Quote from: londoner83 on 30-12-22, 09:07PMRedshoes- are you saying senior team are on the way out then?
I don't have any inside info. It's just my guess.
I think to get store to structure will be top. That starts with senior team and then team managers. Store managers could end up with more than one store in some small superstores.
Then I think the serve, pick and fill will kick in big time. The closer a store is to structure the less this will impact colleagues. Any depts that are over hours will be more likely be expected to support other areas that are under hours.
Wages and admin could be hit as a result of managers moving towards an admin role and relating to a more online process of booking holiday etc. The launch of booking hols online was paused until after Christmas, it's on its way.
I think CSD opening hours could be reduced. For us they are busy mornings and afternoons but less so in the evenings. I have heard of stores where the desk has been moved.
I think anyone who has time to chat or manages to take extended breaks needs to expect a bigger workload that could be in a different area. The hours are going to be tight.
Perhaps speculating on people losing their jobs is not the best way to go, people are stressed enough already without unfounded rumours sending them over the edge. We should wait and see before spouting nonsense,
Quote from: Redshoes on 31-12-22, 08:18AMQuote from: londoner83 on 30-12-22, 09:07PMRedshoes- are you saying senior team are on the way out then?
I don't have any inside info. It's just my guess.
I think to get store to structure will be top. That starts with senior team and then team managers. Store managers could end up with more than one store in some small superstores.
Then I think the serve, pick and fill will kick in big time. The closer a store is to structure the less this will impact colleagues. Any depts that are over hours will be more likely be expected to support other areas that are under hours.
Wages and admin could be hit as a result of managers moving towards an admin role and relating to a more online process of booking holiday etc. The launch of booking hols online was paused until after Christmas, it's on its way.
I think CSD opening hours could be reduced. For us they are busy mornings and afternoons but less so in the evenings. I have heard of stores where the desk has been moved.
I think anyone who has time to chat or manages to take extended breaks needs to expect a bigger workload that could be in a different area. The hours are going to be tight.
Which departments are over houred nowadays? Ever seen the actual hours breakdown? its usually "you need 150 hours for everything but you will run at 110% effeciency so actually 135hours. Oh and you can't recruit for your 15 hour vacancy so its actaully 120 hrs. ok 20 hours holiday this week great here have 10 hours signed off for overtime so you are now trying to run on 110 hours. Oh by the way dot com is short go pick for 3 hours tehn answer a red call.
"Right sorry no pay rise for you you missed all your targets and your department is a bin...
Personally think the big change this year will be schedule to workload that was postponed from before Xmas.
Even if your dept has the correct allowed hours unless these hours fall exactly where the heat map says potentially you will be put elsewhere.
All those cashiers in from 6am or after 9pm that aren't particularly busy could be in for a shock if they are scheduled to a replenishment area. Likewise all those depts that schedule breaks 12-2pm may find instead staff are scheduled to tills to cover the lunch time rush and their breaks are pushed earlier or later when the heat map says there is less work to do.
There will be very few, if any departments in the store where every hour scheduled matches the heat map.
With the new contract and pick, fill, serve training allowing most employees to be put anywhere...can see shed loads of meetings needed to ensure colleagues follow their schedule and then deal with any conduct issues when they don't.
So whilst cutting manager headcount may be a longer term aim, it would be foolish to strip out too many now when a bigger saving for Tesco will be for schedule to workload to be successfully implemented.
I know DL was bad but KM seems to be hell bent on running us into an iceberg and making sure they are safely on their way in their lifeboats, *should* this rumour be true.
We all know it's not long before there's potentially a raft of changes to "simplify the business" but speculation (which I feel this is, sorry) at the time of our cost of living crisis doesn't help anyone.
Personal opinion but if they want Aldi/Lidl to be first & second in the 'Big Four' they certainly are going the right way about helping them get there quicker than they think.
This 'investing' business isn't fooling customers as it sure as hell isn't being used to lower prices for them at the expense of having feet on the floor to deliver the operation ???
It's been widely enough publicised that Tesco won't be the biggest grocer in the UK by the end of this decade, but that to be fair is down to factors outside their control, Aldi and Lidl will continuously take market share away as they build more stores around the country (the cost of living crisis also lends itself well to their operational model of fewer SKUs and low number of staff) and there's also the sizable elephant in the room which is Amazon planning on entering the brick and mortar grocery business also with a view to take the number 1 spot.
They have put shift leaders on nighte my previous group no replacing any manager thay have left
Also I believe night lead will go and possibly administration manager as some team managers do there own coding now wage clerk will definitely be removed
Quote from: Redshoes on 31-12-22, 08:18AMQuote from: londoner83 on 30-12-22, 09:07PMRedshoes- are you saying senior team are on the way out then?
I don't have any inside info. It's just my guess.
I think to get store to structure will be top. That starts with senior team and then team managers. Store managers could end up with more than one store in some small superstores.
Then I think the serve, pick and fill will kick in big time. The closer a store is to structure the less this will impact colleagues. Any depts that are over hours will be more likely be expected to support other areas that are under hours.
Wages and admin could be hit as a result of managers moving towards an admin role and relating to a more online process of booking holiday etc. The launch of booking hols online was paused until after Christmas, it's on its way.
I think CSD opening hours could be reduced. For us they are busy mornings and afternoons but less so in the evenings. I have heard of stores where the desk has been moved.
I think anyone who has time to chat or manages to take extended breaks needs to expect a bigger workload that could be in a different area. The hours are going to be tight.
There is a trail going on where the system moves people out of the red hours to under hours department
Example you will be rotad for check outs then dairy then grocery
It's Happening for Sure middle of January to make sure all in place and trained for next Xmas.
Night leads going and Numerous Days managers offer of protection pay and step down to be replaced by Team Leaders/shift leaders
I work in a large superstore. Current structure is -
Store Manager
Senior Manager
4 Team Managers
3 Shift Leaders
100+ GAs
It's a farce, every day is a struggle. The future is bleak.
Agree with the above, the other week I needed some air went outside, decided enough was enough and would happily thrown myself in front of a passing bus, shift leader stopped me as he couldn't figure out how to turn the cash office alarm off, called me at the split second. Things are bad and won't get any better.
Quote from: NightAndDay on 01-01-23, 03:00PMIt's been widely enough publicised that Tesco won't be the biggest grocer in the UK by the end of this decade, but that to be fair is down to factors outside their control, Aldi and Lidl will continuously take market share away as they build more stores around the country (the cost of living crisis also lends itself well to their operational model of fewer SKUs and low number of staff) and there's also the sizable elephant in the room which is Amazon planning on entering the brick and mortar grocery business also with a view to take the number 1 spot.
Of course there are external influences in the market but that's been the case for as long as the market has existed and for the century or so Tesco has been around, however such factors did not prevent Tesco growing into what it did or gaining and maintaining a position of market leadership for more than a quarter of a century. Tesco's future is
entirely within Tesco's control but is currently a predominantly self-inflicted state of affairs as a result of a long series of poor decisions at strategic levels, too much dependency on data, too much centralisation, too much rigidity in its process-driven approach to store operations, a loss of retail sensibility through shedding of genuine retail talent and acumen leading to a loss of poeple who could & would say what was wrong and a lack of innovation plus a 'cut your way to prosperity' attitude all underpinned by an air of arrogance arising from it living in an echo chamber of its own creation. In short, Tesco is no longer driven by being first for customers its driven by being first for stakeholders - unless it drastically changes course it's more reasonable to conclude that given it's current direction and market headwinds management strategy is to structure the business for an inevitable future sale and is trying to attract potential suitors without publicly saying they want to sell by aligning itself, its culture and its structure with them, ie Amazon.
Quote from: SAMCRO on 01-01-23, 07:20PMI work in a large superstore. Current structure is -
Store Manager
Senior Manager
4 Team Managers
3 Shift Leaders
100+ GAs
It's a farce, every day is a struggle. The future is bleak.
Night fill or twilight
I am lucky ocupational health saud I cant be moved from my department to any that involve any type of heavy lifting or repapative things ie shop floor checkout dot come nothing just security
I have heard that lead mgr positions are potentially going & there is a trial at the moment of store manager, team managers & shift leaders, anybody else heard this
I think they will have to keep lead mgrs on days in extra stores to deputise the store manager. Night lead team will be made redundant as to be honest they just fill an isle and are a waste of £50k a year. Team mgrs and shift leaders will run night shift until they are made redundant as Tesco phase out these shifts to save money!
Superstores and metro's if there's any left already have the structure with no leads, all that happens is there's a store manager buddy who should take the A for the shop when the store manager is off, we never hear from the buddy manager, so in all in all we get more stuff done on these weeks.
We are recruiting shift leaders on our nights who is mug enough to do the job for a poxy 1.86 an hour stuff that all that responsibility and c**p that goes with it.
Quote from: trolleyboy96 on 03-01-23, 08:45PMSuperstores and metro's if there's any left already have the structure with no leads, all that happens is there's a store manager buddy who should take the A for the shop when the store manager is off, we never hear from the buddy manager, so in all in all we get more stuff done on these weeks.
Yes we used to get so much more done when the SM was off.
No 2 hour long walkrounds because 1 item isnt faced up or a single label is missing. No stupid focus on bubbles.
Quote from: whatajoke2019 on 01-01-23, 12:18PMI know DL was bad but KM seems to be hell bent on running us into an iceberg and making sure they are safely on their way in their lifeboats, *should* this rumour be true.
We all know it's not long before there's potentially a raft of changes to "simplify the business" but speculation (which I feel this is, sorry) at the time of our cost of living crisis doesn't help anyone.
Personal opinion but if they want Aldi/Lidl to be first & second in the 'Big Four' they certainly are going the right way about helping them get there quicker than they think.
This 'investing' business isn't fooling customers as it sure as hell isn't being used to lower prices for them at the expense of having feet on the floor to deliver the operation ???
That is what Tesco will do soon decrease the staff numbers fo reflect like aldi and lidl.Why have loads of staff when you csn have an few staff who are timed.
Bring it on!!
Quote from: Bobmay on 04-01-23, 10:03AMQuote from: whatajoke2019 on 01-01-23, 12:18PMI know DL was bad but KM seems to be hell bent on running us into an iceberg and making sure they are safely on their way in their lifeboats, *should* this rumour be true.
We all know it's not long before there's potentially a raft of changes to "simplify the business" but speculation (which I feel this is, sorry) at the time of our cost of living crisis doesn't help anyone.
Personal opinion but if they want Aldi/Lidl to be first & second in the 'Big Four' they certainly are going the right way about helping them get there quicker than they think.
This 'investing' business isn't fooling customers as it sure as hell isn't being used to lower prices for them at the expense of having feet on the floor to deliver the operation ???
That is what Tesco will do soon decrease the staff numbers fo reflect like aldi and lidl.Why have loads of staff when you csn have an few staff who are timed.
It won't work, Lidl and Aldi's operational model also depends on having fewer SKUs meaning they can bulk buy more of the same product for cheaper, unless Tesco simplifies their range significantly, they will not realize the cost savings from having fewer SKUs, fewer SKUs also mean less hours on replenishing and therefore cost savings on labour, something Tesco wouldn't be able to replicate as is.
It would be a big strategic mistake on Tescos part if they don't differentiate Lidl and Aldi's model from the rest of the competition and attempt a hybrid approach, people shop at Tesco for the range, not the lack of it, they would lose more customers if they tried to do that approach.
Going off in a tangent sainsburys paying staff 11 pounds an hour from february.
Quote from: rogerthedodger on 01-01-23, 06:24PMIt's Happening for Sure middle of January to make sure all in place and trained for next Xmas.
Night leads going and Numerous Days managers offer of protection pay and step down to be replaced by Team Leaders/shift leaders
Has anyone checked out the updated payment protection policy recently - if you think you're going to be affected I would definitely give it a look!
Quote from: NightAndDay on 04-01-23, 12:23PMIt would be a big strategic mistake on Tescos part if they don't differentiate Lidl and Aldi's model from the rest of the competition and attempt a hybrid approach, people shop at Tesco for the range, not the lack of it, they would lose more customers if they tried to do that approach.
Spot on. They already failed to learn that with Jacks, but I'm sure they'll keep trying to emulate rather than innovate. You can't retrograde an over-complicated, centralised, bloated business that started small and scaled up to that in order to match another that started small and was built from the ground up to eliminate waste, inefficiencies and cost. Tesco isn't leading it's being led by ALDI and Lidl.
Quote from: Hammer10 on 04-01-23, 02:27PMGoing off in a tangent sainsburys paying staff 11 pounds an hour from february.
They will being cutting staff in tesco my guess is former metros which have become express they will cut the staff number down remove the staff who work night and replace it with either twilight or morning filling.They will also cut managers in large stores replace with shift leaders.
Does everyone agree bobmay itching for redundancy?
:thumbup:
:thumbup:
Quote from: Harvey on 03-01-23, 07:44PMI have heard that lead mgr positions are potentially going & there is a trial at the moment of store manager, team managers & shift leaders, anybody else heard this
Yea 2 stores on my group cat 10 as well
I see something different in regards to leads going. The company, in their last conference said that shift leaders have been a 'great success' and that more will be rolled out. Since then silence, however existing line managers got shafted in the pre Christmas pay award. The structure I see going forward is
Store Manager
Deputy/Lead Manager(s) depending on size of store
Shift Leaders, amount depending on size of store again.
If leads were removed you take out a layer of future store managers, the jump from line to store manager is one that I'm sure many wouldn't want to do. Leads have been untouched by all the new 'simplifications' and are still mouldable to the 'Tesco dream', many line managers have simply had enough now.
The jump could easily go Team Manager to Express SM to Large Express SM to ex-Metro Express SM to Small SS SM, Lead Teams would be surplus to requirements with the introduction of Shift Leaders, with more feet on the floor and duties being done by SLs, TMs can take over the admin responsibilities of Lead Managers. Senior TMs can become WL3 trained and dismiss staff if needed.
There wouldn't be any cost savings in getting rid of TMs as Shift Leaders aren't on much less, it definitely makes sense from a commercial perspective to oust leads for Shift Leaders.
I work in an extra on nights,we have 2 lead,1 fresh/ambient 1 dot com,hardly ever see them on lates(maybe they think there too important to the business to do lates)but you could never tell when i get in whats been done during the day,cant see any value in their leadership
I would say that line managers ( or are we team managers, I can never remember! ) are definitely on our way out. I am expecting to be put down to a shift leader within the next few months as the company 'simplifies' their management structures. If there was a sniff of redundancy I would take it, but feel in this instance it will not happen.
I can't see how they can just make team managers, shift leaders. To do that they would have to make the team manager role redundant which would mean redundancy surely...
cash office girls and backdoormen,had their job titles changed a few years back,with no redundancy,so don't under estimate what they are capable of,if their is a way to avoid paying redundancy they will!
Everyone who is not a manager is now on the same grade ( with enhanced pay for certain job roles ) so would not have incurred a redundancy situation when their 'job titles' were taken away. If as rumoured we are to lose our job title there will have to be some kind of payment protection/pay out due to being on a different pay structure/contract.
I agree that job titles can be changed and avoid redundancies, I also agree that there would have to be pay protection for a lesser role however, the point I'm making is that in them situations, the lesser role does not exist yet therefore they can change the job title of any role to a new one. In this case, we already have 2 defied roles that are both still active i.e team manager and shift leader. So, for there to be only one role out of the two then the other has to be made redundant. In other words if they only want shift leaders then the team manager is redundant and vice versa. Am i making sense?
Any thoughts on the removal of wage/resource clerks and administration colleagues? Anyone think it's coming soon?
yes,that's what work and pay is aiming to achieve in the long run
The admin assistant in our store left before Christmas and guidance was not to replace as the role has virtually gone with the exception of new starter inductions.
The above comment about leads, most have already gone in the small/med superstores, the extras appear to of kept there's on our group and haven't been streamlined as yet. Local extras still have 3-4 leads while the team manager population has shrunk. I do think the one stumbling block is pay, team managers are salaried vs shift leaders hourly paid, that's a chunk of a change.
Quote from: The crow on 06-01-23, 07:41PMI agree that job titles can be changed and avoid redundancies, I also agree that there would have to be pay protection for a lesser role however, the point I'm making is that in them situations, the lesser role does not exist yet therefore they can change the job title of any role to a new one. In this case, we already have 2 defied roles that are both still active i.e team manager and shift leader. So, for there to be only one role out of the two then the other has to be made redundant. In other words if they only want shift leaders then the team manager is redundant and vice versa. Am i making sense?
Oh, trust me, I hope it's a redundancy situation, but I've worked for them for to long and have seen enough shady goings on to trust this will go as you ( and I ) hope!
If they're planning anything for nights just hold tight until he first week of February to see.
The usual timeline is cascade it to store managers, 2 weeks for meetings with staff,2 for staff to make the decision and the month of march to work four weeks notice, with a view to affected staff being gone before the start of the new financial year. I understand its frustrating waiting to hear, but it won't be until then that even store managers get the info (unless it's leaked).
Quote from: NorthbyNorthwest on 06-01-23, 12:12PMI see something different in regards to leads going. The company, in their last conference said that shift leaders have been a 'great success' and that more will be rolled out. Since then silence, however existingline managers got shafted in the pre Christmas pay award. The structure I see going forward is
Store Manager
Deputy/Lead Manager(s) depending on size of store
Shift Leaders, amount depending on size of store again.
If leads were removed you take out a layer of future store managers, the jump from line to store manager is one that I'm sure many wouldn't want to do. Leads have been untouched by all the new 'simplifications' and are still mouldable to the 'Tesco dream', many line managers have simply had enough now.
Store managers of late have had to start off in smaller formats. A team manager going up via the small formats is not such a big jump. At one time a manager could go up the ranks but only ever work in one store. I have never thought this was right. Even if they go back to a store I think they need to leave at some point.
Quote from: Doodah on 06-01-23, 10:24PMIf they're planning anything for nights just hold tight until he first week of February to see.
The usual timeline is cascade it to store managers, 2 weeks for meetings with staff,2 for staff to make the decision and the month of march to work four weeks notice, with a view to affected staff being gone before the start of the new financial year. I understand its frustrating waiting to hear, but it won't be until then that even store managers get the info (unless it's leaked).
Looking back at Tesco history it will more than likely be leaked!
Either way me & quite a few of my night colleagues really hope they announce our store soon
Quote from: NorthbyNorthwest on 06-01-23, 06:32PMEveryone who is not a manager is now on the same grade ( with enhanced pay for certain job roles ) so would not have incurred a redundancy situation when their 'job titles' were taken away. If as rumoured we are to lose our job title there will have to be some kind of payment protection/pay out due to being on a different pay structure/contract.
You'll get the standard 2 years pay protection or an equivalent payout. As above post says, this is unlikely until Feb given previous timelines
Quote from: Doodah on 06-01-23, 10:24PMIf they're planning anything for nights just hold tight until he first week of February to see.
The usual timeline is cascade it to store managers, 2 weeks for meetings with staff,2 for staff to make the decision and the month of march to work four weeks notice, with a view to affected staff being gone before the start of the new financial year. I understand its frustrating waiting to hear, but it won't be until then that even store managers get the info (unless it's leaked).
Nights in express stores I strongly believe will be gone they are already getting in london region £13.30 an hour avd on Saturday night shift we get £15.60 an hour if it bank holiday and Saturday night shift it is £17.90 an hour. I highly doubt with those amount of money they will keep nights on Express especially former metro they dont even hire replacement. So hopefully it will be redundancy. Do you work in former metro store turned express? Where do you get the information nights is going?
Quote from: NightGrafter on 07-01-23, 06:06AMQuote from: Doodah on 06-01-23, 10:24PMIf they're planning anything for nights just hold tight until he first week of February to see.
The usual timeline is cascade it to store managers, 2 weeks for meetings with staff,2 for staff to make the decision and the month of march to work four weeks notice, with a view to affected staff being gone before the start of the new financial year. I understand its frustrating waiting to hear, but it won't be until then that even store managers get the info (unless it's leaked).
Looking back at Tesco history it will more than likely be leaked!
Either way me & quite a few of my night colleagues really hope they announce our store soon
What is your store is it express former metro? Extra? Superstore. If it is an Express it has the highest chance nights will go highly certain it will go . If it is superstore it also has an high chance for extra it depends on store size and if it able go do it twilight hours and morning evening.
With the right number of colleagues and cage locations in aisles there will be very few stores that are unable to go to day Fill for at least most of the week.
However you still need to consider whether distribution have the capacity to deliver all these extra loads on days considering traffic and congestion is often far worse than over night.
True but i work in night store and most deliveries in during the day anyway,just takes smart planning to get deliveries on the road outside peak times
Quote from: Bobmay on 07-01-23, 02:06PMQuote from: NightGrafter on 07-01-23, 06:06AMQuote from: Doodah on 06-01-23, 10:24PMIf they're planning anything for nights just hold tight until he first week of February to see.
The usual timeline is cascade it to store managers, 2 weeks for meetings with staff,2 for staff to make the decision and the month of march to work four weeks notice, with a view to affected staff being gone before the start of the new financial year. I understand its frustrating waiting to hear, but it won't be until then that even store managers get the info (unless it's leaked).
Looking back at Tesco history it will more than likely be leaked!
Either way me & quite a few of my night colleagues really hope they announce our store soon
What is your store is it express former metro? Extra? Superstore. If it is an Express it has the highest chance nights will go highly certain it will go . If it is superstore it also has an high chance for extra it depends on store size and if it able go do it twilight hours and morning evening.
My store is a superstore, in the past when Tesco remove night filling to twilight we hear that our store was one of them on the list but then the other superstores near us loses the nights instead of us
Quote from: Sherwoodforest on 07-01-23, 05:41PMTrue but i work in night store and most deliveries in during the day anyway,just takes smart planning to get deliveries on the road outside peak times
It is a bit more complicated than that as the depots will require more trailers & tractor units to be able to service stores over a shorter period, along with more space in the yards for the kit to stand - visit some of the DCs & you'll see how difficult that will be. Most tractor units are run for two shifts within a 24 hour period as it is with only a few idle hours with drivers often getting in to a literal hot seat with the cab reeking of the previous driver's farts. The queues to offload recycling at fresh DCs will go up too leading to drivers being paid OT for sitting around for longer. Fridge units will be running longer hours as trailers will have to be loaded in advance as there aren't enough bays at the depots to load out over a shorter period & that will increase maintenance and operating costs. Then there are stores where cramming all the deliveries into a shorter working day will lead to chillers & warehouses being log jammed & a near constant "one on the bay" with the following delivery sat outside waiting... Not that I'd put it past head office to go down that route without considering the implications!
If they can they will. Even if it's having a couple of people in the store to accept deliveries during the night, rather than having a full night team. Such as a CA & SL or duty trained colleague they'll do it. Believe this happened in a few twilight stores during the issue with lorry drivers in 2021
Yep we have 3 duty trained colleagues 2 for open and 1 close they can step in if a shift leader/manager has an accident or goes sick.
How is it that in some smaller stores they have an SM, 2xTM and 4 SL? Only less than fifty colleagues yet on same group, a store has the same structure but 95 staff, how are Team Managers suppose to cope with so many when all shift leaders are not trained properly on what they should be doing, operational wise?
Quote from: NorthbyNorthwest on 06-01-23, 06:32PMEveryone who is not a manager is now on the same grade ( with enhanced pay for certain job roles ) so would not have incurred a redundancy situation when their 'job titles' were taken away. If as rumoured we are to lose our job title there will have to be some kind of payment protection/pay out due to being on a different pay structure/contract.
Same goes for managers, they are just a Team Manager but accountable for certain areas. The areas to be held accountable for can change.
All colleagues are colleagues with a primary task. The expectation is that all colleagues should hold additional skills so that everyone can fill, pick and serve.
There are Depts that are not listed within the fill, pick and serve. Stock control, CSD, pfs, bakery, pi, wages, cash office, trolleys to name a few off the top of my head.
What this means I don't know. Are the fill, pick and serve going to be seen as primary tasks, I personally don't think so. I do however know that there is little point doing a gap scan when you have six cages of delivery handed over. There have been changes to some CSD where they are now helping on self serve checkouts too. Pfs has gone single manned. Wages and cash office processes have been updated and slimmed down. Bakery in a bake-off is far less labour intensive than it used to be with many items coming in frozen that just need defrosted.
All areas need to work together and deliver the whole store. No dept is more important than another. Deliveries need to be worked. Payment needs to be taken. Colleagues need to be paid. Stock levels need to show accurate book stocks. Labels need to be legal etc. There may be days when one process is harder to deliver than others but it's not always going to be the same one.
There is a massive disconnect Redshoes between HO's understanding of a job role and what the job role entails ( whether you're a colleague or manager ). The key thing that HO does not understand is the goodwill that some of us give the company to get thing's done. As they insist on micromanaging processes, those processes may fall down. Without the goodwill of staff, and then being scheduled to areas at certain times that may not need it, we'll see issues. You are correct that everyone needs to work together, but I feel the scheduling program could sow even further division's and stores could end up in worst states than they are now.
Quote from: londoner83 on 07-01-23, 04:44PMWith the right number of colleagues and cage locations in aisles there will be very few stores that are unable to go to day Fill for at least most of the week.
However you still need to consider whether distribution have the capacity to deliver all these extra loads on days considering traffic and congestion is often far worse than over night.
They will in my opinion be getting them in twilight hours. They might not remove nights completely only most of nights and instead pay for only 2 hours of nights instead of 6 hours. I use to work for express store which was former metro around 4 years ago which they changed to experience 4 years ago because they wont making money I was working in the morning and they would be receiving delivery at 6 on the dot if not 7.30 at the latest.
Quote from: NightGrafter on 07-01-23, 06:22PMQuote from: Bobmay on 07-01-23, 02:06PMQuote from: NightGrafter on 07-01-23, 06:06AMQuote from: Doodah on 06-01-23, 10:24PMIf they're planning anything for nights just hold tight until he first week of February to see.
The usual timeline is cascade it to store managers, 2 weeks for meetings with staff,2 for staff to make the decision and the month of march to work four weeks notice, with a view to affected staff being gone before the start of the new financial year. I understand its frustrating waiting to hear, but it won't be until then that even store managers get the info (unless it's leaked).
Looking back at Tesco history it will more than likely be leaked!
Either way me & quite a few of my night colleagues really hope they announce our store soon
What is your store is it express former metro? Extra? Superstore. If it is an Express it has the highest chance nights will go highly certain it will go . If it is superstore it also has an high chance for extra it depends on store size and if it able go do it twilight hours and morning evening.
My store is a superstore, in the past when Tesco remove night filling to twilight we hear that our store was one of them on the list but then the other superstores near us loses the nights instead of us
The store which is in the same area as my was superstore they removed the nights there and instead had twilight hours. So it might happen to use.
Quote from: FarmerFred on 07-01-23, 09:55PMQuote from: Sherwoodforest on 07-01-23, 05:41PMTrue but i work in night store and most deliveries in during the day anyway,just takes smart planning to get deliveries on the road outside peak times
It is a bit more complicated than that as the depots will require more trailers & tractor units to be able to service stores over a shorter period, along with more space in the yards for the kit to stand - visit some of the DCs & you'll see how difficult that will be. Most tractor units are run for two shifts within a 24 hour period as it is with only a few idle hours with drivers often getting in to a literal hot seat with the cab reeking of the previous driver's farts. The queues to offload recycling at fresh DCs will go up too leading to drivers being paid OT for sitting around for longer. Fridge units will be running longer hours as trailers will have to be loaded in advance as there aren't enough bays at the depots to load out over a shorter period & that will increase maintenance and operating costs. Then there are stores where cramming all the deliveries into a shorter working day will lead to chillers & warehouses being log jammed & a near constant "one on the bay" with the following delivery sat outside waiting... Not that I'd put it past head office to go down that route without considering the implications!
The thing us they can manage it if the do twilight hours instead of full on nightshift the driver would still be doing the same hours in store instead they would be less hours for those working on nights.
Once the new system is fully up and running there is no need for a wage clerk anymore. Plus they get paid more so it seems like an obvious role to ditch. Can't see them dropping all admin assistants every large Tesco store will always need admins.
I wonder if the Extras will lose the managers from checkouts. With several shift/team leaders it seems pointless having a manager there as well.
I also wouldn't be surprised is Stock Control are also in the firing line as its usually an easy target. They will probably cut back on lows/overs and gaps to free up hours.
Then last but not least we have the deli counters. Most of the meat counters have already gone, the fish counters will be next - thats a given and we have already seen reports its coming.
So yeah, the s*** store of cut cut cut is about to get even worse for the staff who remain. Its a travesty what has happened to this company.
Tesco want to save 1 billion pound. So there will be more cuts coming in my opinion it will be managers nights from express stores who are paid large amount.
Has anyone heard anything about this from any real sources ?
Numerous store managers confirmed
What have they confirmed exactly? :)
I was told by an ex employee who had coffee with a store manager. The conversation turned to work and the SM was told by his SD that in the New Year there was going to be a lot of 'brown envelopes' handed out.
That is the only info I have until this thread started up. Now everything ( including what I said above ) is purely rumour and speculation until the company decides to release info on any changes. I think the Team Manager job is due to go. As I've said before, the magic word 'simplification' appears a lot. The new hours marketplace takes a certain amount of control away from us and I'm sure an algorithm is being worked on to assign OT in the right places. The new Pick-Fill-Serve procedures will take responsibility away from us to plan and fill on depts. And finally, the pay rise for new managers, but nothing for existing managers has not gone down well, especially as ( in mine and my fellow managers case ) there has been zero communication in regards to this.
Interesting that only Shift leader vacancies now available on days ... no team managers, unless you're lucky enough to work night shift... Its coming!
What's everyone's thoughts on Tesco security guards is it time for them to go? Most of our hours are now covered by agency guards
It's highly unlikely that the Team Manager role will be completely removed, the stores that now have shift leaders have them after a reduction in the number of Team Managers.
It's more likely that the team manager population is further reduced to cover just management routines whilst the day to day operation is looked after by Shift Leaders.
This appears to have been happening gradually through the annual review with every store looked at individually.
What is certain is that you don't need 3 layers of management taking the R and A for areas of the store, if more feet on the floor is Tescos strategy, then they can only accomplish this by getting rid of lead team and having a SL/TM structure, getting rid of TMs makes little sense from both, a cost saving perspective and an operational one.
They will not get rid of team managers in extras, maybe the smaller stores but extras will not be able to cope with nothing but shift leaders.
This isnt speculation this is fact tesco wants to save 3 billion pound according to them with in 3 years. They why they will get jobs which take up to much money and not needed. Why have night shift in small Express stores or superstores when they can fill in the morning. Or why have security when you can employee agency workers. The roles that are going in my opinion will be mangers in superstores night shift in express stores and multiple managers in night shift in extra.
There are times when we all need to pull together. I think feeling what it's
like on the other end of things helps towards building a better overall team. We all feel we have the most important job, the hardest job and that we work harder to deliver. Feeling someone else's pain can help see things from a different point of view. Those who do work in other areas seem to be able to see the bigger picture.
I do agree that it feels like some of the tasks that are sent out by head office are sent by people who have not only never worked in a store but have not even ever seen a store.
I'm sure most people would agree if they are going to reduce team managers, shift leaders definitely need upskilling more, and likely a pay rise. I still can't get my head around that a Shift Lead who's looking after the store often for quite significant periods of time is on the same as a team support who has to look after like 5 tills. TS isn't an easy role, but it's nothing compared to shift lead.
I think that the company knows that a lot of shift leaders are ex managers so upskilling them would not be that much of an issue. As for wages, shift leaders are receiving them at a faster rate than team managers have and will receive another in April. The gap is becoming smaller between Shift Leaders and Team Managers. And that's why some more of us will be going soon I feel.
Will be before April, has to be before April 5th by law otherwise CAs would be below the legal minimum wage.
Yes of course, thank you NightandDay.
And with that 92p increase it takes a shift leader ( full time ) up to 24825 a year. I am a suspicious old bugger, and I really do see so many 2+2=4 scenarios lately that something is going to happen soon!
Just because the minimum wage goes up by that much doesn't mean Tescos wages will, someone posted that Sainsbury's is paying their CA equivalent £11 an hour, If I had to take a guess I would estimate It would match that or go to £11.10 an hour, and if the pay reviews are matching the previous ones, the same nominal increase will apply to all hourly paid roles.
Already we get that as night shift in express stores in london £11 an hour if we include the premium we get £13.30 an hour or £15.60 an hour every Saturday which includes nights and sunday premiums. If the wage does go up to match sainsbury I highly doubt we will get £16.60 an hour for nights especially in express stores which far to much for a small tesco former metro store.This February we will find out what is happening for certain big cuts are coming.
Any news on superstore managers?
No news for anyone,only speculation as usual
I would be surprised if Team Managers were going in Superstores and Extras. Lets use the larger stores as an example. Only possible outcome I could see happening is them merging some departments as one eg non food/F&F and Dairy/Meat/Produce/Bread etc that would make the Fresh food section about the same size as Grocery/BWS/Household. Grocery only has one manager so why does meat/dairy, Produce and Bread need 3?
I'm in an Extra where we have SM, when he turns up...... 2 LM and 7 Full time TM and 2 PT TMs thats reduced hell of a lot in the 10 years I've been here!!
I work in Dot Com with another Full time manager and a Part time manager and 5 Team Supports, I would not like to be the only Manager out there with over 200 staff!!!!!!
Sizzle1968 - how many managers does your store have in on a Sunday? It's highly likely to be no more than 2 or 3, with no doubt a fairly high headcount of staff. Why on a quieter weekday do you need a army of management?
Once the full effect of the new contract and pick/fill/serve comes into force you won't need department managers.
The computer will decide where staff are working and their shifts (which will be out of their much wider availability windows), the computer will also plot and send out OT shifts. The computer will potentially approve holidays across the store as every role can be covered by everyone.
All you need is shift leaders to make sure colleagues are following what the computer says and someone to deal with misconduct issues for those that aren't.
Quote from: Monkeyman on 09-01-23, 07:41PMWhat's everyone's thoughts on Tesco security guards is it time for them to go? Most of our hours are now covered by agency guards
Yes they should be made redundant.
As for team managers, all they do is fill the shop floor 90% of what they did is now done by shift leaders on less pay. Its about time the vastly over paid fillers went, some of them are on incredible amounts of money for what is essentially a non job.
Quote from: londoner83 on 12-01-23, 08:40AMSizzle1968 - how many managers does your store have in on a Sunday? It's highly likely to be no more than 2 or 3, with no doubt a fairly high headcount of staff. Why on a quieter weekday do you need a army of management?
Once the full effect of the new contract and pick/fill/serve comes into force you won't need department managers.
The computer will decide where staff are working and their shifts (which will be out of their much wider availability windows), the computer will also plot and send out OT shifts. The computer will potentially approve holidays across the store as every role can be covered by everyone.
All you need is shift leaders to make sure colleagues are following what the computer says and someone to deal with misconduct issues for those that aren't.
See that sounds great in theory, but have you ever looked at the heat map? The heatmap for filling most departments is actually wild. Even the fastest fillers on most depts couldn't get to the speed they expect. The heatmap is what schedule to workload is based off
Funny every customer assistant in our store says they would never want the managers role.
Stores can run with 1 manager on a Sunday because it is a babysitting day when nothing happens training wise, or holiday planning or meetings etc. it also is 1 of the usual days off for managers. But through the week all the jobs need done.
Like anything you can run for a while without a leader/boss/manager but the wheels start to fall off the longer there is no-one running the show.
Sundays are easily the busiest of the trading days in the week when factored by transactions per hour. I actively avoid shopping at my local superstore on Sundays, the last time I was there on a Sunday the queue snaked around 16 aisles and went outside of the store, and that's with 6 manned checkouts and 20+ self service tills and about 10 scan as you shops.
Well said 'madness'. If mgrs weren't needed in any business they wouldn't be there. But you need someone to take responsibility and the fall.
Quote from: madness on 12-01-23, 04:44PMFunny every customer assistant in our store says they would never want the managers role.
Stores can run with 1 manager on a Sunday because it is a babysitting day when nothing happens training wise, or holiday planning or meetings etc. it also is 1 of the usual days off for managers. But through the week all the jobs need done.
Like anything you can run for a while without a leader/boss/manager but the wheels start to fall off the longer there is no-one running the show.
Good point. How are shift leaders expected to deal with all the meetings that take place in regards to the running of the store?
That is why I just cannot see them cutting back on Team Managers in Extras and Superstores anytime soon. They will most likely see how the new system works first before making a decision so if anything it will be next year if/when it happens.
I think the only thing which looks certain at this point is the fish counters, any remaining meat counters and possibly the hot delis going. That will happen before any big manager cut backs.
Quote from: londoner83 on 12-01-23, 08:40AMSizzle1968 - how many managers does your store have in on a Sunday? It's highly likely to be no more than 2 or 3, with no doubt a fairly high headcount of staff. Why on a quieter weekday do you need a army of management?
Once the full effect of the new contract and pick/fill/serve comes into force you won't need department managers.
The computer will decide where staff are working and their shifts (which will be out of their much wider availability windows), the computer will also plot and send out OT shifts. The computer will potentially approve holidays across the store as every role can be covered by everyone.
All you need is shift leaders to make sure colleagues are following what the computer says and someone to deal with misconduct issues for those that aren't.
Quote from: londoner83 on 12-01-23, 08:40AMSizzle1968 - how many managers does your store have in on a Sunday? It's highly likely to be no more than 2 or 3, with no doubt a fairly high headcount of staff. Why on a quieter weekday do you need a army of management?
Once the full effect of the new contract and pick/fill/serve comes into force you won't need department managers.
The computer will decide where staff are working and their shifts (which will be out of their much wider availability windows), the computer will also plot and send out OT shifts. The computer will potentially approve holidays across the store as every role can be covered by everyone.
All you need is shift leaders to make sure colleagues are following what the computer says and someone to deal with misconduct issues for those that aren't.
We have 3 TM in on Sundays 7-2 9.30-4 & 2-10
Shift Leaders won't be expected to do people tasks, Lead managers look like they don't have a place in structure either
This is purely speculation ( as this whole thread, well, until after Viewpoint! ), but going forward I see the structure as such.
Store Manager
Lead Manager(s)
Shift Leaders
Customer Colleagues
As we move away from having teams for individual departments, so there will not be a need for Team Managers. There has to be a succession line to Store Manager, and a level of responsibility above Shift Leader to operate a store effectively ( and to support SM's 'workload' ).
I am fully aware I can be wrong with this, and I've stated previously why I believe it to be the way it will go ( whether now or in the future ). One thing I haven't mentioned is that this company does like to go in circles, and I believe this time Team Managers are for the chop is thus-
In the last decade we've seen the removal of Deputy Manager to be replaced with Lead Managers. We've seen Team Leaders role removed, and we've seen the upskilled role of Shift Leader introduced. Team Managers have not been affected by any changes ( apart from inheriting more depts ) since the late 2000's decade. Again, all my own thoughts and reasoning, so could be completely wrong, but to many thing's are adding up and looking like this is the way the company is going.
It all sounds plausible but I still think that is a year off. They will want to make sure the new system is working correctly before ditching team managers altogether that is why I don't believe its happening in this restructure.
Plus there has been nothing leaked in the press about team managers being dropped, not even a single whisper of it other than this thread whereas by contrast we have heard talk the fish counters and delis are at risk as well as more restructuring of nights/twilights.
Good luck to any store manager who is going to believe huge departments like Dot Com can run with only shift leaders. Our Dot Com department has almost 250 staff.
Who will be responsible for targets not being met? because without a direct person in control the disorganisation will be immense.
Mikoo, they can do it through 'simplification' of processes. That's why so many depts have lost managers over the years. Of course, as we know, a lot of SD's don't like 'simplification' and insist that we all do thing's as though it's circa 2010!
While I agree this is obviously the long term plan, one Store Manager, One Lead manager with only several shift leaders as back up is not to work in large Extras and it will become apparent very quickly that its not going to work.
Its like the heatmaps, what works in a smaller store isn't going to be repeated in a larger store yet the model is the same.
I'm expecting the smaller stores to lose a few team managers but I think the larger stores will stick with them until they know the new system is working. So 2024 would be my guess for any big manager changes.
Like I said. I think its the fish counters and the delis that are going to go with more cut backs on nights and any remaining F&F fitting rooms being closed for good. I'm not really expecting anything beyond that. This ties in with the news report leaks we have already had.
Agreed.They wont remove managers this year but next year.They will remove managers in former metro stores such as line managers if they have it.And instead replace them with shift leaders though.So managers in extra I dont believe they will be removed but only in small Tesco like former metro stores.They will be removing more nights though and replacing them with twilight especially former metro store that still have them.They will become express store and will have same format.If you work in express former metro expect this to happen soon.Especially for night shift. In my store it was very busy as metro now a days no long busy so the idea they will keep nights makes no sense when they are already struggling with morning and afternoon staff and prefer more staff during than.Tesco might not remove nights completely though instead replace some stores to twilight which will save them millions which they would love.
@bobmay you need to stop speculating as what you think the company is doing just because you want your redundancy doesnt meen its going to happen,scare mongering others aint right unless you know facts
If they got rid of the daily meetings and rumble, managers spend a good chunk attending, they'd be able to half the managers straight away!
As for the waste of space SM...what is their purpose? Seriously? They spend their excuse of an existence rocking up, playing the big I am checking labels, phone attached to ear calling for everyone for the any petty reason, then off for coffee break. Hand over meeting, coffee break, 10 am huddle meeting, coffee break, rumble meeting, leaning on a fixture phone to ear for an hour whilst everyone else rumbles, hour+ lunch break, mid afternoon huddle meeting, coffee break then leave instructions before heading home!!
Every SM has a fall guy, who gets blamed for any mistakes flagged up, mainly because the SM hasn't a clue how to check or investigate stock. They know how to read a KPI chart but do they actually understand it all ??? ???
Quote from: NorthbyNorthwest on 13-01-23, 12:23PMMikoo, they can do it through 'simplification' of processes. That's why so many depts have lost managers over the years. Of course, as we know, a lot of SD's don't like 'simplification' and insist that we all do thing's as though it's circa 2010!
There used to be an SD in express who was well known for turning up in stores and responding to everything with "Well when I worked in stores in the 90s we did it like this so you should do it like that now" nothing ever changes does it. No doubt it 2040 you will have people turning up in stores informing people how it was done back in 2023 and why are you not doing it like that now.
Quote from: Sherwoodforest on 13-01-23, 03:07PM@bobmay you need to stop speculating as what you think the company is doing just because you want your redundancy doesnt meen its going to happen,scare mongering others aint right unless you know facts
👍
Seriously people....why is everyone so worked up into speculating what the structure may or not may be? The truth is, there will always be management and general staff no matter what the job title is. A job is worth more the more responsability you have, thats it. If u take out team manager to replace with shift leader eventually the job becomes the same. Think about it, what difference is there between levels of management anyways? Its a shop...you sell baked beans!!
Serve Pick and Fill will be the titles of the managers in the new structure
One manager per area , senior team and team managers who are " exceed " will be matched to these roles
Team manager role to be removed
Extra shift leaders / team support
Oracle now very powerful system , using AI algorithms to perform tasks such as schedule to workload etc
Quote from: markwinters on 13-01-23, 09:25AMShift Leaders won't be expected to do people tasks, Lead managers look like they don't have a place in structure either
How do u know this for a fact? Lots of peoples opinions but im looking for something concrete.
Dourieboy87 - The entire thread seems to be built on rumour without any evidence at all. Normally we would get some whispers of plans in the press but like someone else said the only thing we have heard about is the fish counters going in the stores that still have them.
One rumour I heard at my store is that stock control are losing all weekend routines except for PR scan. So no gaps, counts, lows or overs on Saturday or Sunday.
I've not heard any talk of manager cut backs and like I said earlier, my store has 250 dot com staff. The very idea this department will run with only shift leaders in place is pure fantasy and if head office genuinely think different they will be in for a massive shock then the new system fails and then has to be suspended until they figure it all out. Where the computer thinks hours should be and where the hours are actually needed is very different in reality, we see this with the heatmap so good luck getting all orders completed by 2pm as everyone will be pulled off other departments to finish the pick without warning every day.... what might work in a metro/express won't work in an extra.
our manager has said heat maps will be thrown out and no longer exist once the new system is up and running
Quote from: Sherwoodforest on 13-01-23, 03:07PM@bobmay you need to stop speculating as what you think the company is doing just because you want your redundancy doesnt meen its going to happen,scare mongering others aint right unless you know facts
Here are some facts from Tesco themselves.Last year when they cut nights from many stores they stated that they goal is to save billion within 3 years from their cost.Which means they want to cut more instead of increase their cost.This is all facts not rumours nor is it scaremongering.
Quote from: Mikoo on 14-01-23, 09:11AMDourieboy87 - The entire thread seems to be built on rumour without any evidence at all. Normally we would get some whispers of plans in the press but like someone else said the only thing we have heard about is the fish counters going in the stores that still have them.
One rumour I heard at my store is that stock control are losing all weekend routines except for PR scan. So no gaps, counts, lows or overs on Saturday or Sunday.
I've not heard any talk of manager cut backs and like I said earlier, my store has 250 dot com staff. The very idea this department will run with only shift leaders in place is pure fantasy and if head office genuinely think different they will be in for a massive shock then the new system fails and then has to be suspended until they figure it all out. Where the computer thinks hours should be and where the hours are actually needed is very different in reality, we see this with the heatmap so good luck getting all orders completed by 2pm as everyone will be pulled off other departments to finish the pick without warning every day.... what might work in a metro/express won't work in an extra.
If you have 250+ on DC then you'll likely be up for conversion to UFC which has a much more manageable work structure which doesn't require umpteen managers and team support wandering around playing the big "I Am" towards the real workers whilst the chatters and the favourites get away with anything.
As for the computer not knowing where hours are needed - that's largely because people don't follow the system & do things their own way often bypassing it altogether & so the system never learns. The same has happened with pretty much every system that has been put in place - RHRP, heat maps, scheduler, IDQ, etc, etc. Managers want to do things their own way - get rid of the managers and everything has to be run according to the system, when things go wrong it all feeds back into the system so that it can learn. It wouldn't surprise me if shop floor staff ended up with a pda strapped to their arms logging what task they are currently on and what the next task should be or to jump on a till/pick a dot com trolley, similar to what happens in the DCs.
In terms of "people management" and Shift Leaders in large format, reading the role packs online, they can do things like welcome back and take notes but not actually decide if Mx. XYZ should be 'let off' or given a first written warning etc.
Who knows what the big T have got lined up besides what's been leaked in the media in the recent past.
Just to want to say "thank you" to Nomad and wish everyone all the best, whatever happens. Yes, it's just a "job" and there is life outside of T05co but I don't know about anyone else... this speculation etc during the current crisis is doing nothing for my anxiety so I'm stepping away for a bit.
Whatajoke2019, apologies if anything I ( or others ) have posted on this subject that may have affected you. We're all under constant pressure from those above us, and our team's genuinely don't know how hard it is for us either. Some of us want to go ( with a nice payout ), some of us want to stay, but I would say that all of us have at some point have felt as you are feeling now.
Whilst it has affected you ( this discussion ), I do believe it is an important subject as we have been through a lot in the last couple of years through taking on more depts to the amazing 'simplification' processes that clearly aren't working. Our jobs are hard ( a lot harder than a lot of people realise )and it would be nice if something is to happen, it happens to actually improve our work/life balance and is not just another case of reduncies and heavier workloads for those that remain.
Northbynorthwest ... totally agree with what you've written here
We have a ufc attached to a store was the first one to open. Now does 750 orders a day. But it always having issue and the store doesn't matter anymore all about the ufc. The ufc has 3x more managers than a large extra store now. But yet all the c**p gets put back on the store. All the waste, all the reductions which is a all day job for 2 on each department , all the put backs they've
Looking at the shift leader role not any specific department more like a helicopter hovering over whole store renumaration is not really worth it cheap labour again have been mulling it over as was an ex manager think I will stay as a skilled baker.No hassles just do your job and go home not worth an extra 60p an hour for all the c**p running a shift. Typical tesco trying to do things on the cheap .
@hammer10 get yourself a days ambient team managers job in a night fill store, piece of cake, I work nights got in last night, bearing in mind temps gone, got holidays,leavers and a lot of sickness, asked evening duty what had been done. REPLY(YOU DIDN'T ASK FOR ANYTHING) So what have they done ?YOUR NOT DOING IT FOR NIGHTS, IT'S FOR THE CUSTOMER, didn't even look like they rumbled, still cant tell you after 10 years what days grocery team do.
Sherwoodforest I sense your frustration with your night team colleagues but you are over simplifying by stating ambient is a piece of cake on days. So you have people on holiday. Manage your holiday allocation better. You have numerous sick calls. Engage and look after your teams to minimise this. You have leavers. See if anyone on days wants the odd night-shift overtime (college/ uni students).
Days can be just as tough but for different reasons which don't impact nights. Amber/ red calls, dotcom cover. Customers. Routines. Resource given to nights instead of days. 1 person to replenish a whole department. Seriously.Sounds like you're not able to work with the day team. Have you been clear with your expectations & they with you? Are you realistic with your expectations? Have you sat with your counterparts to discuss a way to move this forward? It is tough for everyone & you should all be supporting one another instead of creating division.
@forcryingoutloud i can sense your defensivness in your tone,so just to rebuff,i give kudos to ambient managers in a day fill store(i was specific about a night fill store)obviuosly a duty handover(theyve been on dotcom/tills is the go to excuse(but not used yesterday))so probably just lack of senior team leadership played its part.theres no overtime so not a choice,and your totally missing the point,if after working in same store over 10 years(same senior team in all those years)you still dont know what grocery days job is.ps WE fill/tidy for the customer
The structure change will be announced on the 19th apparently
Quote from: Bobmay on 10-01-23, 01:23AMThis isnt speculation this is fact tesco wants to save 3 billion pound according to them with in 3 years. They why they will get jobs which take up to much money and not needed. Why have night shift in small Express stores or superstores when they can fill in the morning. Or why have security when you can employee agency workers. The roles that are going in my opinion will be mangers in superstores night shift in express stores and multiple managers in night shift in extra.
[/quotQuote from: Bobmay on 10-01-23, 01:23AMThis isnt speculation this is fact tesco wants to save 3 billion pound according to them with in 3 years. They why they will get jobs which take up to much money and not needed. Why have night shift in small Express stores or superstores when they can fill in the morning. Or why have security when you can employee agency workers. The roles that are going in my opinion will be mangers in superstores night shift in express stores and multiple managers in night shift in extra.
whyjust nights? Days are overloaded with managers in my store who do nothing but walk about with mobiles stuck to their ears! Mind you that's your opinion . You obviously don't work nights . Perhaps you should and see how hard the poor sods work!
Whatever happens there will probably still be a lot of store specific decisions made by the company, what is right for 1 store may not work for the next one just down the road.
Looking at what has happened in other stores, or on previous occasions, is unlikely to have any bearing on the decisions taken this time, there are far too many variables.
One thing that has changed now is it is no longer an employers market and there are plenty of options out there for anyone genuinely seeking work.
Quote from: Watcher on 15-01-23, 09:04PMThe structure change will be announced on the 19th apparently
Where did you hear that?
I still think its odd there has been no leaking or briefing to the press about what is happening other than the fish counters closing. Makes me believe the stuff about managers going can't be legit.
That said, the checkout manager at my store has been told a total restructure of the front end is coming. She is happy as there is a few front end team leaders she wants to lose.. so make of that what you will.
All store managers have been briefed ( signed a non disclosure agreement) and SDs have signed off every store specific structure.
All will be briefed to store teams this month.
Quote from: Watcher on 15-01-23, 09:04PMThe structure change will be announced on the 19th apparently
I was told it's being pushed back to 30th now?
Either way it happening
After being in a meeting this morning, my store manager told myself and the other team managers that post viewpoint there will be a period that store managers have to keep clear as there is a big piece of work coming. No dates, no info, but someone, at some level I'm sure will be affected.
What I've heard.
Stores with large scan as you shop/self serve sections are to lose two team leaders - so mainly Extras. Remaining Team Leaders are to be trained on how to duty so will be required to substitute for managers. Checkout manager is to take a more active role in day to day serving. Do they not already?
Stock Control is to lose 30 hours - bulk of this will be weekend routines being slimmed down. No counts/gaps/lows/overs will be done at all on Sundays only the PR scanning.
Fish counters are closing in May and Hot Delis will be phased out in some stores.
All Extras will get a Grocery shift leader to work alongside the team manager. Obviously this is the start of the Grocery manager role being phased out.
Don't know about the fresh sections or dot com. but with Grocery getting shift leaders I'm guessing dairy/meat, Bread and Produce will as well.
So all in all it does appear the team managers are going to be phased out over the next 18 months.
I did hear about a restructure of the front end so I'm guessing the team leaders they remove from there will be given first refusal of grocery/fresh team leader roles then? The checkout team leaders the first casualties of the expanded self service sections it seems.
What about the Wage Clerk role? surely that will be scaled back once the new system is fully up and running as on paper (yeah I know) there shouldn't be much need for them beyond a couple of hours a day.
We knew the fish counters were going. I had a feeling they would wait until after Easter.
The large stores will always need wage clerks and admins. They might cut some hours but they will always be there. You can't have Extras and Superstores who house staff of 500 and upwards without a HR department. Even the smaller Metros/Express need some form of admin there.
Any idea if any pi changes coming? We generally have little work unless it's a grocery promo...
Quote from: Mikoo on 16-01-23, 03:14PMWhat I've heard.
Stores with large scan as you shop/self serve sections are to lose two team leaders - so mainly Extras. Remaining Team Leaders are to be trained on how to duty so will be required to substitute for managers. Checkout manager is to take a more active role in day to day serving. Do they not already?
Stock Control is to lose 30 hours - bulk of this will be weekend routines being slimmed down. No counts/gaps/lows/overs will be done at all on Sundays only the PR scanning.
Fish counters are closing in May and Hot Delis will be phased out in some stores.
All Extras will get a Grocery shift leader to work alongside the team manager. Obviously this is the start of the Grocery manager role being phased out.
Don't know about the fresh sections or dot com. but with Grocery getting shift leaders I'm guessing dairy/meat, Bread and Produce will as well.
So all in all it does appear the team managers are going to be phased out over the next 18 months.
would they really cut team leads from self service/ scan as you shop when the company is very much heading towards this way of serving and to add shift leaders to grocery along side team manager is surely increasing payroll?
Back to basics on waste. What ever that means.
those jokers on this thread saying all just speculation!! Company stooges the lot of them. Team Managers brace yourselves, about to get shafted and lube just got discontinued!
Maybe the speculation around checkout team support moving to grocery is a buddy system to go hand in hand with serve pick fill training,makes sense if checkout team support knows and can coordinate filling
Quote from: markwinters on 16-01-23, 06:24PMthose jokers on this thread saying all just speculation!! Company stooges the lot of them. Team Managers brace yourselves, about to get shafted and lube just got discontinued!
so where do you get your info from? Are you part of the main board? Are you an adviser to ken murphy?
Quote from: kaled78 on 06-01-23, 08:42PMyes,that's what work and pay is aiming to achieve in the long run
Quote from: trolleyboy96 on 06-01-23, 09:36PMThe admin assistant in our store left before Christmas and guidance was not to replace as the role has virtually gone with the exception of new starter inductions.
The above comment about leads, most have already gone in the small/med superstores, the extras appear to of kept there's on our group and haven't been streamlined as yet. Local extras still have 3-4 leads while the team manager population has shrunk. I do think the one stumbling block is pay, team managers are salaried vs shift leaders hourly paid, that's a chunk of a change.
Did your Admin Colleague work in a small or larger store?
Quote from: stacker62 on 15-01-23, 10:36PMQuote from: Bobmay on 10-01-23, 01:23AMThis isnt speculation this is fact tesco wants to save 3 billion pound according to them with in 3 years. They why they will get jobs which take up to much money and not needed. Why have night shift in small Express stores or superstores when they can fill in the morning. Or why have security when you can employee agency workers. The roles that are going in my opinion will be mangers in superstores night shift in express stores and multiple managers in night shift in extra.
Quote from: Bobmay on 10-01-23, 01:23AMThis isnt speculation this is fact tesco wants to save 3 billion pound according to them with in 3 years. They why they will get jobs which take up to much money and not needed. Why have night shift in small Express stores or superstores when they can fill in the morning. Or why have security when you can employee agency workers. The roles that are going in my opinion will be mangers in superstores night shift in express stores and multiple managers in night shift in extra.
why just nights? Days are overloaded with managers in my store who do nothing but walk about with mobiles stuck to their ears! Mind you that's your opinion . You obviously don't work nights . Perhaps you should and see how hard the poor sods work!
I do work nights. In fact the store I work in has barely no staff only 12 people are left on nights which includes 1 night line manager and 1 shift leader and 1 who does duties pay. There is no staff left here.We were former metro store now express for the past 8 years they have been wanting to get rid of nights which they finally will. As the stores doesn't make much money as before.Before the store was making 3 million a month as metro now 500k a month. Right now we are getting 13.30 an hour every night on weekdays and get on Saturdays 15.60 an hour and if it bank holiday on Sunday we get 17.90 an hour right now.I highly doubt they will keep nights on the remaining small express stores which is like 20 odd them all together around 200 staff instead they would remove it and replace it with morning and evening filling which they are capable of doing and can easily do. There won't be cuts in the morning or evening staff as you have signed new contract which means you can work multiple different locations. That is the reason the new contract was brought in so they don't need to pay redundancy and instead put you in different department. So the only ones on my opinion that is going are nights in the remaining small Tesco.
Quote from: Watcher on 15-01-23, 09:04PMThe structure change will be announced on the 19th apparently
When will the structure change for former metros turned express happen.Many of them still have managers and night shifts. And to manh shift leaders.
Bobmay, maybe they've been holding off on former Metro's so they can add management remaining to any potential changes to superstore/Extra's that are/are not coming?
Quote from: Bobmay on 17-01-23, 09:00AMI do work nights. In fact the store I work in has barely no staff only 12 people are left on nights which includes 1 night line manager and 1 shift leader and 1 who does duties pay. There is no staff left here.We were former metro store now express for the past 8 years they have been wanting to get rid of nights which they finally will. As the stores doesn't make much money as before.Before the store was making 3 million a month as metro now 500k a month. Right now we are getting 13.30 an hour every night on weekdays and get on Saturdays 15.60 an hour and if it bank holiday on Sunday we get 17.90 an hour right now.I highly doubt they will keep nights on the remaining small express stores which is like 20 odd them all together around 200 staff instead they would remove it and replace it with morning and evening filling which they are capable of doing and can easily do. There won't be cuts in the morning or evening staff as you have signed new contract which means you can work multiple different locations. That is the reason the new contract was brought in so they don't need to pay redundancy and instead put you in different department. So the only ones on my opinion that is going are nights in the remaining small Tesco.
£3 million a month would equate to about £750k a week, I don't know what the threshold is, but I'm fairly sure you have Superstores that take around that and they would have more staff because of it, It would be a very small superstore mind but definitely closer to a Superstore than an Express, Pre-Metro conversion, £120k a week was considered top tier takings for a category 4 Express, Category 5, would have been a low taking Metro, the one near me took £250k a week, yours took 3 times that.
Has anyone had a look at colleague help recently?
You can see the collective consultations have been updated on 05/01. This just so happens the day after that SM meetings we're taking place, then you can actually view the buyout calculator for people partners and consultation managers. Again updated on 05/01...
Manager restructure for all managers will be coming imminently, although the 19th was originally agreed, I think they are correct with 31st being the actual date! Gives people chance for EVM launching today so they'll want good results in the bag.
Quote from: 5fdp on 12-01-23, 07:22PMWell said 'madness'. If mgrs weren't needed in any business they wouldn't be there. But you need someone to take responsibility and the fall.
You are of course correct, however what business other than retail has a manager managing 1 or 2 people? Everyone thinks they are indispensable and if they leave or made redundant the company collapses. To illustrate how important you are to Tesco pop down to a pond and chuck a massive stone in then watch the ripples, after a couple of mins if the ripples are still there you are probably right if not..........
sorry about the double post couldnt modify my last post....
Quote from: Sherwoodforest on 15-01-23, 06:32AM@hammer10 get yourself a days ambient team managers job in a night fill store, piece of cake, I work nights got in last night, bearing in mind temps gone, got holidays,leavers and a lot of sickness, asked evening duty what had been done. REPLY(YOU DIDN'T ASK FOR ANYTHING) So what have they done ?YOUR NOT DOING IT FOR NIGHTS, IT'S FOR THE CUSTOMER, didn't even look like they rumbled, still cant tell you after 10 years what days grocery team do.
Mate for the last 3 decades this has been the complaint from both nights and days, what do nights/days do they didnt do x job you didnt do y routine blah blah blah....
Its all obfuscation because its easy to blame the people not in the shop right at that moment to defend themselves. It will continue until the company folds.
Forestgimp, it's not just between days and nights, it can be ambient and fresh, or shop floor vs checkouts. I do believe it's been that way since the year dot, and it's the company's failure in not controlling the culture that has led to it. The interesting bit will be when the fill, pick and serve finally lands in stores, I predict chaos, resistance and disaster because of the company's inability to see past their latest 'initiative'.
Talk in our store today is that nights will be scaled right back from May with only Grocery nights staying. Fresh, Frozen, Health and Beauty nights will all move to days perm.
I'm an extra so I'm taking it with a pinch of salt because if fresh isn't filled during the night its going to cause issues with the pick in the morning but this is Tesco so its likely to be true.
@checkout superstar only problem with your news is a nights contract says collegue,people sat on depts for hr purposes only,so how would they decide who goes?i work nights and we get wagon and half of fresh on average,normally half wagon then full through the night,wouldnt be hard to switch them round so most fresh would be filled pre midnight and small team in at 6 to fill the rest,80 percent of trade comes through the front door so feet on the floor makes sense in retail
Produce comes under fresh, only 2 people actually contracted to produce under their hours and we are over hours with us 2. However we do get off and hell fresh with hours spare. So wouldn't be surprised if produce gets chucked to days/twilight if fresh doesn't.
Quote from: Checkout Superstar on 17-01-23, 06:37PMTalk in our store today is that nights will be scaled right back from May with only Grocery nights staying. Fresh, Frozen, Health and Beauty nights will all move to days perm.
I'm an extra so I'm taking it with a pinch of salt because if fresh isn't filled during the night its going to cause issues with the pick in the morning but this is Tesco so its likely to be true.
Store specific or do we think this will be all over?
No doubt store specific. We just lost our dot com so twilight here we come!!😁😁
@beanny what size store are you?howd you lose dot com?
Well, as an add on to the rumours/speculation, I thought my store manager was on day off today as I hadn't seen him until about an hour and a half ago. Seems there's been a meeting in another store for SM's, a conference call and I think a training session for them. And not a dicky bird about what it's all about, usually he's as leaky as a sieve when it comes to this type of thing!
Quote from: BooBoo on 17-01-23, 01:00AMQuote from: kaled78 on 06-01-23, 08:42PMyes,that's what work and pay is aiming to achieve in the long run
Quote from: trolleyboy96 on 06-01-23, 09:36PMThe admin assistant in our store left before Christmas and guidance was not to replace as the role has virtually gone with the exception of new starter inductions.
The above comment about leads, most have already gone in the small/med superstores, the extras appear to of kept there's on our group and haven't been streamlined as yet. Local extras still have 3-4 leads while the team manager population has shrunk. I do think the one stumbling block is pay, team managers are salaried vs shift leaders hourly paid, that's a chunk of a change.
Did your Admin Colleague work in a small or larger store?
A med superstore hrs was 24 when launched then dropped to 16, now it's 30 mins 3 times a week, jobs gone.
An hour and a half each week for admin :D your store manager has fiddled his heatmap and took those hours for somewhere else.
Quote from: Nightproduceworker on 17-01-23, 07:30PMProduce comes under fresh, only 2 people actually contracted to produce under their hours and we are over hours with us 2. However we do get off and hell fresh with hours spare. So wouldn't be surprised if produce gets chucked to days/twilight if fresh doesn't.
I can see both bread and produce nights moving over to days but not fresh.
Quote from: trolleyboy96 on 17-01-23, 08:41PMQuote from: BooBoo on 17-01-23, 01:00AMQuote from: kaled78 on 06-01-23, 08:42PMyes,that's what work and pay is aiming to achieve in the long run
Quote from: trolleyboy96 on 06-01-23, 09:36PMThe admin assistant in our store left before Christmas and guidance was not to replace as the role has virtually gone with the exception of new starter inductions.
The above comment about leads, most have already gone in the small/med superstores, the extras appear to of kept there's on our group and haven't been streamlined as yet. Local extras still have 3-4 leads while the team manager population has shrunk. I do think the one stumbling block is pay, team managers are salaried vs shift leaders hourly paid, that's a chunk of a change.
Did your Admin Colleague work in a small or larger store?
A med superstore hrs was 24 when launched then dropped to 16, now it's 30 mins 3 times a week, jobs gone.
Thanks for the info.
Quote from: NorthbyNorthwest on 17-01-23, 05:58PMForestgimp, it's not just between days and nights, it can be ambient and fresh, or shop floor vs checkouts. I do believe it's been that way since the year dot, and it's the company's failure in not controlling the culture that has led to it. The interesting bit will be when the fill, pick and serve finally lands in stores, I predict chaos, resistance and disaster because of the company's inability to see past their latest 'initiative'.
I predict 99% of the current fillers wil be fine on a checkout. I predict 50% of the checkout staff will bitch and moan and be useless at filling.
Madness, it is definitely checkout staff that are going to have the biggest issue with 'fill' and fresh staff ( as they have, in my store at least been kept away from ) with the checkouts. The grocery team have always been seen as the 'grunts' who will do anything. So for the majority of them they'll see little change.
Quote from: NightAndDay on 17-01-23, 01:44PMQuote from: Bobmay on 17-01-23, 09:00AMI do work nights. In fact the store I work in has barely no staff only 12 people are left on nights which includes 1 night line manager and 1 shift leader and 1 who does duties pay. There is no staff left here.We were former metro store now express for the past 8 years they have been wanting to get rid of nights which they finally will. As the stores doesn't make much money as before.Before the store was making 3 million a month as metro now 500k a month. Right now we are getting 13.30 an hour every night on weekdays and get on Saturdays 15.60 an hour and if it bank holiday on Sunday we get 17.90 an hour right now.I highly doubt they will keep nights on the remaining small express stores which is like 20 odd them all together around 200 staff instead they would remove it and replace it with morning and evening filling which they are capable of doing and can easily do. There won't be cuts in the morning or evening staff as you have signed new contract which means you can work multiple different locations. That is the reason the new contract was brought in so they don't need to pay redundancy and instead put you in different department. So the only ones on my opinion that is going are nights in the remaining small Tesco.
£3 million a month would equate to about £750k a week, I don't know what the threshold is, but I'm fairly sure you have Superstores that take around that and they would have more staff because of it, It would be a very small superstore mind but definitely closer to a Superstore than an Express, Pre-Metro conversion, £120k a week was considered top tier takings for a category 4 Express, Category 5, would have been a low taking Metro, the one near me took £250k a week, yours took 3 times that.
My store was located very close to major train station and large bus station it was extremly busy weht it was an metro.from early morning from 6 am to 12pm it was extremly busy you wouldnt be able to move. Now it has become express the local people dont come anymore and the workers in the offices close by dont come anymore. Now a days it is very quiet for the most part.
Quote from: Checkout Superstar on 17-01-23, 06:37PMTalk in our store today is that nights will be scaled right back from May with only Grocery nights staying. Fresh, Frozen, Health and Beauty nights will all move to days perm.
I'm an extra so I'm taking it with a pinch of salt because if fresh isn't filled during the night its going to cause issues with the pick in the morning but this is Tesco so its likely to be true.
Who told you this? Also I wouldnt be surprised if it did happen tesco said they will save 1 billion in three years paying an extra 300 an month for eacu night staff will cost tesco to much money which is why I believe tesco will cuts nights from small tesco former metro and express that still have them and probably cut nights in big stores to twilight hours. Even tesco ceo admits people dont buy much anymore which means they are capable to fill in morning evening it makes sense they brought the new contract anyway so people in morning on checkouts if it quiet can fill.
Quote from: Sherwoodforest on 17-01-23, 07:14PM@checkout superstar only problem with your news is a nights contract says collegue,people sat on depts for hr purposes only,so how would they decide who goes?i work nights and we get wagon and half of fresh on average,normally half wagon then full through the night,wouldnt be hard to switch them round so most fresh would be filled pre midnight and small team in at 6 to fill the rest,80 percent of trade comes through the front door so feet on the floor makes sense in retail
What he is saying make sense why because the new contract which tesco brought in makes people work filling the shelves. Tesco did this so in the futute people who are working on checkouts will be filling if it is quiet and in other departments people will be filling shelves like fresh for example. Tesco is also much more quiet and people dont go much in anymore as it is expensive and they want to save money.So it makes sense for tesco to remove nights or reduce it.Tesco themselves stated they want to save 1 billion within three years.I doubt they want to pay extra 100 to 300 per night staff per month when they want to save that money instead.
I will has one thing.With the new contract pick and fill they wont be redundancy for staff who work in the morning as they can work mutliple places.The reason it was brought so that when nights was removed completely from an store or reduced the morning people will be filling the shelves this was Tesco plan to save billions within 3 years.I always saw so many staff on checkouts doing nothing as it was quiet this wasnt what tesco wanted so as an result they will be filling shelves. As for nights tesco wants to save money so it is actually better for them to be filling in morning evening and twilight hours which is reduced the amount of money they give to staff on nights. Which is why I believe they will cuts nights completely out of small store first.I dont belibe they will cut nights straight away in extra stores but we will see.What saves Tesco money they will do it.If they want to remove nights and do an trial where they can have no nights they will do so.
They removed nights in one go at our store and we are an extra. Have been filling it on twighlights for nearly a year now.
Wouldn't be surprised if they cut the opening hours of main bank tills. With all the investment in trolley self serve in the larger stores why do we need for example Doris sitting idle at 6am until a customer comes to her. Likewise in the evening once the rush hour passes do we need cashiers sat around on the off chance someone refuses to use self service?
@bobmay 2 extras in a few miles radius from my extra lost night teams a few years ago, plus serve, pick & fill training was to reduce overtime spend not to get rid of nights, keep dreaming though.
Quote from: londoner83 on 18-01-23, 06:28AMWouldn't be surprised if they cut the opening hours of main bank tills. With all the investment in trolley self serve in the larger stores why do we need for example Doris sitting idle at 6am until a customer comes to her. Likewise in the evening once the rush hour passes do we need cashiers sat around on the off chance someone refuses to use self service?
This might be it. What ever restructure they are planning for the front end it must be connected to filling.
Some stores last year have already had the mainbank opening hours in the morning and evening changed, so it will depend on your store if this happens.
2 extras near me both had this done last year yet my store which is busy first thing and all the way till close, would not cope with this happening hence why it did not happen.
For example in the last hour we take more than them both combined in their last 3 hours.
As for nights being removed, this debate happens every year.
All I know is again 1 of the extras has a massive dot com operation yet went to twilights, yet again my store didn't!
It just wouldn't be feasible to replenish the shop currently with our trade.
Yet is easier in a quite extra.
Bobmay has repeatedly changed his story, yet claims to only have 12 night colleagues left and that's why his store will lose the Night operation, well that is exactly the same amount as my store has which takes more money than his, and we have had round about that number for years!
We have no ban on recruitment and are currently recruiting for nights.
Even after the secret meeting yesterday.
We are also as busy as ever with no down turn after the new year!
Speculate as much as you want, however don't come on hear claiming things as fact with absolutely no evidence to back it up!
The changes will be announced soon, they always are, we will just have to wait and see what happens on top of the continuation of project river!
My store has reduced checkout hours. It works ok. We don't have a main bank open until 8am but if a customer with a big trolley a till is opened. Same for the end of the day. We only have self service for the last two hours of trade. If a main bank is required for the odd trolley someone from the shop floor pops on a till. If customer pays by card, no problem. If they pay by ash the till drawer requires unlocking but just needs to be locked again after.
When we have reduced main bank checkout hours, it does not mean self service only it means we will not be paying someone to sit doing nothing but if a customer needs serving we will get someone for you.
Shop floor and checkouts need to flow together. I totally agree that some checkout colleagues are unfit for most of shop floor but in my store we get them to fill light areas but mostly just rumble and face. If there are idle tills it affects overtime so the longer a till is sat doing nothing between customers the more overtime will be cut out of checkouts as the system just registers colleagues in at wrong times. It's in the interest of checkouts to get colleagues off checkouts and onto the shop floor.
Checkouts are monitored to death. It's scan rate, transaction times, Clubcard penetration, idle time, IDQ or wait time etc. Checkouts can't go for breaks as the want, there is a break list that must be followed. There are cameras trained onto smart till drawers and money is tracked to within an inch of its life. What the smart till drawer can't tell us the cctv can. I'm not complaining about this. It's only people who try and pull a fast one that would complain. I'm just saying that the rest of the store is not monitored to performance at the same level as checkouts. Everybody moans about the unfit checkout person but if they are passing all the performance measures that are in place they are a fantastic colleague, just saying.
Redshoes I agree re store attitude to tills in general, Store and lead managers avoid like the plague, and its measured and managed far more than any other department apart from Dotcom, constantly sneered at by the rest of the store.
Since the reorganisation at our large store in oct 2019 the checkouts is just like all other areas of the store as in it's not anyone's little kingdom. Managers, shift leaders and shop floor colleagues all work as a team and no one gets to just focus or stay in that area
Has anyone heard of new management structure on way?
Quote from: Goldielocks on 18-01-23, 06:18AMThey removed nights in one go at our store and we are an extra. Have been filling it on twighlights for nearly a year now.
How has it been has it worked? And was the store extremly busy before they cut nights? Is delivery worked on?
Quote from: Sherwoodforest on 18-01-23, 06:30AM@bobmay 2 extras in a few miles radius from my extra lost night teams a few years ago, plus serve, pick & fill training was to reduce overtime spend not to get rid of nights, keep dreaming though.
You dont have departments now because tesco expect colleagues to work every section. Do you think this new contract was brought in for no reason expect overtime no. They brought in this so people can fill shelves instead of staying on checkouts. Tesco will soon cuts nights in small tesco.
Lol my department (dotcom) has 4 managers 1 senior manager and 4 team leaders. More managers than staff
Any news thus morning instores?????
Quote from: Sizzle1968 on 19-01-23, 09:29AMAny news thus morning instores?????
Of course not...where's the person who quoted this? Talking nonsense as per usual
Yep, week of Viewpoint starting and they'll announce something? Highly unlikely!
They are waiting until after viewpoint.
Remember last year or the year before when they made bakers redundant and a load of other changes they did it before viewpoint and got terrible results.
Quote from: Hibobhi on 19-01-23, 06:56AMLol my department (dotcom) has 4 managers 1 senior manager and 4 team leaders. More managers than staff
Managers are costing to much, Tesco wants to save money not have lots of mangers instead they prefer part time workers.
Never mind Bob, just keep your fingers crossed for what you wish for.
Sadly this was meant to happen before covid but was put on hold. I worked in H/o as part of the restructure team and then moved to store and now after creating opportunities outside of Tesco am now able to totter along as a GA with no worries in the world. Managers will be paid out with redundancy or given option to step down to shift leader with 18mth protected pay, new senior role (re structuring of seniors) will go into store to carry out formal/ disciplinary actions and act in SM absence. Shift leaders will do all the jobs managers did and in some stores are anyway. Been a long time coming but as I say was held off due to lock down. With massive profits this year company has enough to get rid of manager headcount.
looks like a lot of dead wood will take redundancy and run then!
Quote from: Harry_houdini on 20-01-23, 02:38PMSadly this was meant to happen before covid but was put on hold. I worked in H/o as part of the restructure team and then moved to store and now after creating opportunities outside of Tesco am now able to totter along as a GA with no worries in the world. Managers will be paid out with redundancy or given option to step down to shift leader with 18mth protected pay, new senior role (re structuring of seniors) will go into store to carry out formal/ disciplinary actions and act in SM absence. Shift leaders will do all the jobs managers did and in some stores are anyway. Been a long time coming but as I say was held off due to lock down. With massive profits this year company has enough to get rid of manager headcount.
Please point to the massive profits that you talk about?
Quote from: Harry_houdini on 20-01-23, 02:38PMSadly this was meant to happen before covid but was put on hold. I worked in H/o as part of the restructure team and then moved to store and now after creating opportunities outside of Tesco am now able to totter along as a GA with no worries in the world. Managers will be paid out with redundancy or given option to step down to shift leader with 18mth protected pay, new senior role (re structuring of seniors) will go into store to carry out formal/ disciplinary actions and act in SM absence. Shift leaders will do all the jobs managers did and in some stores are anyway. Been a long time coming but as I say was held off due to lock down. With massive profits this year company has enough to get rid of manager headcount.
Bit drastic ain't it ? Surely store specific
Can't see a large extra losing every manager barring the store manager and 1 senior.
Many stores have Next to no shift leaders. There is no way the business would effectively let developing GAs manage the day to day operations in £1m a week store whilst they learned the role.
Will be store and/or format specific. I can see them getting reducing but not getting rid of but it could account for lack of pay rise in the last couple of years.
Pre covid is irrelevant,strategies change,yes some stores probably over on managers,does my store need dot com lead?probably not,does it need bakery manager?again probably not,but surely tesco wont just remove all managers,makes no sense,where would future store managers come from
Clearly you have a very poor understanding of how Tesco operate. Nothing they do makes any sense however they do it anyway
Interesting that Redundancy is now an option considering Tesco have moved away from that option for instore staff.
Whislt some of the staff instore believe the shop can run without managers, I am fairly confident Tesco will not allow a £1.6m a week extra to be solely run by shift leaders in the short term.
Quote from: BenPvfc on 20-01-23, 06:32PMQuote from: Harry_houdini on 20-01-23, 02:38PMSadly this was meant to happen before covid but was put on hold. I worked in H/o as part of the restructure team and then moved to store and now after creating opportunities outside of Tesco am now able to totter along as a GA with no worries in the world. Managers will be paid out with redundancy or given option to step down to shift leader with 18mth protected pay, new senior role (re structuring of seniors) will go into store to carry out formal/ disciplinary actions and act in SM absence. Shift leaders will do all the jobs managers did and in some stores are anyway. Been a long time coming but as I say was held off due to lock down. With massive profits this year company has enough to get rid of manager headcount.
Bit drastic ain't it ? Surely store specific
I so hope this is true as after 32 years I'm done I got told today a colleague should be able to fill a household cage in 30 mins I don't think prove it was the answer he was looking for
Redundancy is the least preferred option, if they can get around not paying it they will, that's the same approach by all businesses as it's a very costly exercise.
A lot of the current headcount of managers are recent to role so on lot less money than some of the old guard who have been in the same roles for years. The higher paid ones will hopefully take the redundancy where as the newer ones will take the step down to shift leader on a protected salary for 18 months. That way the concern for not having managers in stores is negated as they will remain just classed as shift leaders.
Quote from: Nightworker on 20-01-23, 07:35PMClearly you have a very poor understanding of how Tesco operate. Nothing they do makes any sense however they do it anyway
Yeah that's why they turn in a profit every year and been around for decades and decades it makes no sense whatever 8-)
There's very little difference pay wise between a "new" (last 5-10yrs) manager and a shift leader. The gap will be even smaller when the next pay rise for hourly paid colleagues is agreed. The problem is all the old managers sat on massive salaries. It wouldn't make sense to make the majority of managers redundant only to pay the same wage to a shift leader who doesn't have the same experience or authority.
But a lot of what Tesco do doesn't make sense so we'll see what the next few weeks brings.
Quote from: Harry_houdini on 20-01-23, 08:35PMA lot of the current headcount of managers are recent to role so on lot less money than some of the old guard who have been in the same roles for years. The higher paid ones will hopefully take the redundancy where as the newer ones will take the step down to shift leader on a protected salary for 18 months. That way the concern for not having managers in stores is negated as they will remain just classed as shift leaders.
My store has a large number of established managers, who would take redundancy.
I just cannot vision Tesco paying 100's if not 1000's of TM's to leave the business, and change the whole operating model just like that.
Tesco has always been very good at making changes and leaving you no option but to accept those changes one way or another.
I think the T.M role is on its way out, but Tesco want the T.M's to leave under their own steam.
Tesco isn't going to make the entire manager population redundant after a 30 day consultation period. No billion pound business is run on hourly paid colleagues as shift leaders.
With no team managers are you saying all work level 3 store managers will drop down to level 2? And SD to to level 3? Never happening.
They won't get rid of all managers, they will be put into consultation. They will roll out a new structure, the existing managers will have to interview for the vacancies. If successful the will be appointed into said role. If unsuccessful they will be offered the shift leader role with protected pay diminishing over time to soften the blow. I would imagine most managers would accept the shift leader role rather than look for a new job in a climate that is practically hostile to full time workers.
That won't happen as if you enter consultation you have to be offered redundancy, the uptake would be way too risky for the business.
They will remove roles and pressure being into moving or natural leavers. This is the most sensible option.
I believe that they will keep some managers especially in an extra..ie, one for fresh, one for front end and then put shift leaders in to run the shifts. As for leads, will there be any need for them in this structure? Will redundancies be offered?
Many roles have been removed over the years, with the last one being the removal of stock control manager ( even though some stores still retain them ). With the new roll out of pick, fill and serve, maybe that is a route they may go down. You will have a dedicated dot com TM, a dedicated services TM and ambient/fresh role combines into one TM?
I do feel that if redundancy is offered a lot of TM's would fancy it. And the company is apparently awash with money (an SM's opinion, not mine ) so potentially could be a case for the company to use that option.
I think we are definitely moving towards fresh/bread/produce being merged under 1 manager with two shifts leaders there as support.
In our large extra we now only have 1 fresh manager and have done since Easter. It works I mean he spends all the time doing paper work.
Quote from: randomworker on 20-01-23, 08:36PMQuote from: Nightworker on 20-01-23, 07:35PMClearly you have a very poor understanding of how Tesco operate. Nothing they do makes any sense however they do it anyway
Yeah that's why they turn in a profit every year and been around for decades and decades it makes no sense whatever 8-)
The only thing that will surprise me in the next few weeks is if there are NO surprises
This is the annual review, been in pipeline for sometime however covid hit. The consultation options will be around reapplying for a manager role or apply for shift leader with the protection payment. Mngrs will be able to apply for a position and this could be in any store so some mngrs may look to get nearer home. There will be a scoring process prior hence why grade governance needs signing off Monday 23rd by SM ready for cluster discussions. What matters to you survey being pushed to be completed by Monday ..... They did this with Metro structures, they did people partners just over a year ago and recently the office and security/shrink. They would happily let mngrs take redundancy the long term savings are worth it. Lead team again can apply for position in any store redundancy would be viable option for long serving mngrs. However SM Express is same level so these vacancies will also be on the table.
Quote from: randomworker on 20-01-23, 08:36PMQuote from: Nightworker on 20-01-23, 07:35PMClearly you have a very poor understanding of how Tesco operate. Nothing they do makes any sense however they do it anyway
Yeah that's why they turn in a profit every year and been around for decades and decades it makes no sense whatever 8-)
Apart from when they recorded a loss of £6.4B in 2015 Then closed my db pension and numerous other benefits which made Tesco a great place to work
Until they block the SM from final scoring their managers, then the nepotism and favouring will continue. The bully boy, or stale toxic culture will remain.
A lot of SM's surround themselves with yes managers, who do everything they're told without question. Anyone who stands up for themselves or challenges, is subject to a bad annual review and non mets by the one person they challenged.
The amount of GA 's I have seen sacked over the years for things that shouldn't have got that far, due to the SM being involved behind the scenes to ensure the outcome, then sits in final judgement supposedly being neutral! Any appeal, then another matey local SM is brought in to uphold it!
Quote from: Olivia Pope on 21-01-23, 01:36AMThis is the annual review, been in pipeline for sometime however covid hit. The consultation options will be around reapplying for a manager role or apply for shift leader with the protection payment. Mngrs will be able to apply for a position and this could be in any store so some mngrs may look to get nearer home. There will be a scoring process prior hence why grade governance needs signing off Monday 23rd by SM ready for cluster discussions. What matters to you survey being pushed to be completed by Monday ..... They did this with Metro structures, they did people partners just over a year ago and recently the office and security/shrink. They would happily let mngrs take redundancy the long term savings are worth it. Lead team again can apply for position in any store redundancy would be viable option for long serving mngrs. However SM Express is same level so these vacancies will also be on the table.
Grades need to be signed off by 23rd?
There are still 3-4 weeks to the end of the Tesco year.(EOY grades are never decided in advance! 8-)
My fellow managers have this weekend to throw themselves at our store manager.
She likes flavoured gin, galaxy chocolate and yankee candles by the way.
I never bought into this idea that a company or individual must act and do as I expect. End of the day it's business and Tesco offer a job and money in exchange for my labour.
These supermarkets will do as they see fit to survive in a competitive landscape. If I feel like a company has changed and don't meet my expectations then I move on. I ain't owed a living.
The individuals who shop and work there will change over time as what is important to them changes.
Tesco are a means to an end for me if they closed down tomorrow then i move on in life. But until that day happens I will happily freely give my labour in exchange for money. I don't need their fake social, well being or personal development mumble jumble they like to spin now and then ;)
Without any proof this is all speculation.
TMs are a waste of money. My store has 4 TMs, one has probably 60% of the shop.
The rest split between the other 3.
The one that has 60% spends 90% of the week on the floor. The other 3 100% in office.
Literally the only one that has anything done is the one who spends the time one the floor. Reviews done, training up to date, department Rotas done weeks/full month ahead. Always has everything covered or has a strong plan in place to address the issues.
The other 3 nothing, week by week rota if lucky.
Probably a lot more stores like this example. Stores can run with next to no managers if shift leaders are in place.
Quote from: randomworker on 21-01-23, 09:31AMI never bought into this idea that a company or individual must act and do as I expect. End of the day it's business and Tesco offer a job and money in exchange for my labour.
These supermarkets will do as they see fit to survive in a competitive landscape. If I feel like a company has changed and don't meet my expectations then I move on. I ain't owed a living.
The individuals who shop and work there will change over time as what is important to them changes.
Tesco are a means to an end for me if they closed down tomorrow then i move on in life. But until that day happens I will happily freely give my labour in exchange for money. I don't need their fake social, well being or personal development mumble jumble they like to spin now and then ;)
:thumbup:
@stockstackreduction and @davethebabe. I can assure you that EVERY year we are asked to submit expected grades PRIOR to them being completed, of course some may change however with the no grade should be a surprise motto it is very very few that are amended.
The SM meetings in clusters to agree scoring and fairness so consistency can be deemed have been booked in therefore no speculation I am afraid to say we know it's coming just not the final details.
Expected grades are ALWAYS done before end of year and rarely changed as above, not sure who's kidding who there - it's always been the case!
I would take redundancy, really would now, turned it down 4 times in the last few years, disillusioned by the expectation and workload expected, I understand where how my team feel and know most of them would take it but the colleague role change has removed that option, I wonder if changing all managers to team manager last year and no attached title will mean the same...
Quote from: Harry_houdini on 20-01-23, 02:38PMShift leaders will do all the jobs managers did and in some stores are anyway. Been a long time coming but as I say was held off due to lock down. With massive profits this year company has enough to get rid of manager headcount.
They already do it in our store, managers in the shop but no where to be seen only a maniacal laughing to be heard from the admin room or if its the SMs day off his office.
Quote from: Harry_houdini on 20-01-23, 08:35PMA lot of the current headcount of managers are recent to role so on lot less money than some of the old guard who have been in the same roles for years. The higher paid ones will hopefully take the redundancy where as the newer ones will take the step down to shift leader on a protected salary for 18 months. That way the concern for not having managers in stores is negated as they will remain just classed as shift leaders.
I believe the pay protection was updated December 22 and details its protected for 2 years now
Quote from: Tesco gimp on 20-01-23, 07:49PMQuote from: BenPvfc on 20-01-23, 06:32PMQuote from: Harry_houdini on 20-01-23, 02:38PMSadly this was meant to happen before covid but was put on hold. I worked in H/o as part of the restructure team and then moved to store and now after creating opportunities outside of Tesco am now able to totter along as a GA with no worries in the world. Managers will be paid out with redundancy or given option to step down to shift leader with 18mth protected pay, new senior role (re structuring of seniors) will go into store to carry out formal/ disciplinary actions and act in SM absence. Shift leaders will do all the jobs managers did and in some stores are anyway. Been a long time coming but as I say was held off due to lock down. With massive profits this year company has enough to get rid of manager headcount.
Bit drastic ain't it ? Surely store specific
I so hope this is true as after 32 years I'm done I got told today a colleague should be able to fill a household cage in 30 mins I don't think prove it was the answer he was looking for
Responded in the correct way it's totally a fair answer to the statement. In fairness majority of household cages could be knocked off within 30 min per cage... apart from those lovely agency ones
Quote from: Olivia Pope on 21-01-23, 10:41AM@stockstackreduction and @davethebabe. I can assure you that EVERY year we are asked to submit expected grades PRIOR to them being completed, of course some may change however with the no grade should be a surprise motto it is very very few that are amended.
The SM meetings in clusters to agree scoring and fairness so consistency can be deemed have been booked in therefore no speculation I am afraid to say we know it's coming just not the final details.
Olivia, well aware of how grades are decided. I have been in Tesco 30yrs+.
I was just highlighting the point that grades are decided before you as a manager can challenge them.
Some store managers will give selected grades to those who they like or who do things for them.
The Grocery manager in my store a few years ago was totally useless, and I mean useless. I've worked with a lot of managers over the last 31 years.
However, he would cover all the late nights,sundays, manager absence, goto a well known sandwich shop and get the SM his lunch, and update his computer out so he could have nemerous performance trackers upto date.
This is the same scenario in a lot of businesses, however Tesco claim to be fair.
And just to clarify I can never been anything less then a pass, green, met, good, Satisfactory etc etc
Quote from: kaled78 on 20-01-23, 03:39PMlooks like a lot of dead wood will take redundancy and run then!
If you are coffee redundancy take it han leave. Tesco is no longer good place to work instead of is understaffed and to much work expected for low pay. Hopefully they will cuts nights in small tesco. Which makes sense considering they want to save 1 billion in this year and next year.
Quote from: stockstaffreduction on 20-01-23, 07:45PMInteresting that Redundancy is now an option considering Tesco have moved away from that option for instore staff.
Whislt some of the staff instore believe the shop can run without managers, I am fairly confident Tesco will not allow a £1.6m a week extra to be solely run by shift leaders in the short term.
Wrong redundancy can be offered to staff especially those who hours are changed to suit what the company wants for example nights.
Quote from: Olivia Pope on 21-01-23, 01:36AMThis is the annual review, been in pipeline for sometime however covid hit. The consultation options will be around reapplying for a manager role or apply for shift leader with the protection payment. Mngrs will be able to apply for a position and this could be in any store so some mngrs may look to get nearer home. There will be a scoring process prior hence why grade governance needs signing off Monday 23rd by SM ready for cluster discussions. What matters to you survey being pushed to be completed by Monday ..... They did this with Metro structures, they did people partners just over a year ago and recently the office and security/shrink. They would happily let mngrs take redundancy the long term savings are worth it. Lead team again can apply for position in any store redundancy would be viable option for long serving mngrs. However SM Express is same level so these vacancies will also be on the table.
When will former metro who became Express follow the express format of having few shuft leaders avd one store manager with no night shift? There are many former metro stores that have multiple managers and still have night shift with night manager.
Quote from: trolleyboy96 on 21-01-23, 10:57AMI would take redundancy, really would now, turned it down 4 times in the last few years, disillusioned by the expectation and workload expected, I understand where how my team feel and know most of them would take it but the colleague role change has removed that option, I wonder if changing all managers to team manager last year and no attached title will mean the same...
You missed an large opportunity to take redundancy. Now the only ones who will be able to are those who work nights or those who hours are changed. You are non longer department college but instead tesco colleagues which the reason for tesco bring is that they dont pay redundancy
I think this year, ceo and director strategy will be interesting, what they will cut and what they gonna push.
Judging from last year financial report, looks great but there are some factors I think still can be play.
https://www.tescoplc.com/media/759057/tesco-annual-report-2022.pdf
I believe, the increase of selling and profit and adjusting operating profit still been driven by higher price of goods, hold on the increase of cost of goods from suppliers, and hold on lower operating cost, this is where our concern is, how much they going to pay us, redundancy offer, bonuses etc.
For sure, ceo and directors will try to reach their target that in general just sales, profit, eps, and non operating such as carbon neutral, gender pay gap, diversity etc.
Increasing pay from lower level is something they can't avoid, it will be about how much they willing to reduce operating profit and make their target harder. Meanwhile managers earning will be capped as usual, and bonus will be given in number and time that won't ruin Q1, Q2 etc target as much, in term of liquidity. Offering redundancy will lower liquidity in short term with high impact, I believe they will try to avoid this as much as possible, hence protection pay will be play even more.
Meanwhile, middle manager will have a big headache, to achieve this while work environment already so bad, and moral so low.
I think this summer will be the test of their strategy and how the middle management will cope with the demand. Meanwhile, there are possibility of deflation and bank of england pivoting interest rate, that will lower their sales and revenue number.
Us in lower level will just keep adjusting our work ethic by how the company treated us, the worst they treated us, the less care us with out job, that will make the job output lower regardless the quantity of work increase such as longer hours.
My bet is, they will try to move people around rather than offering redundancy, if pay increase significant enough, overtime will be less and less hiring new staff. And only boost overtime when things are not under control anymore.
Gender pay gap and diversity will play along too with recruiting staff/manager and career promotion since this is in their objective.
First important move for them I think to decide base pay for lower staff, then calculate if redundancy are feasible within their target if moving around people not as much as they expected.
Quote from: Bobmay on 21-01-23, 11:56AMQuote from: trolleyboy96 on 21-01-23, 10:57AMI would take redundancy, really would now, turned it down 4 times in the last few years, disillusioned by the expectation and workload expected, I understand where how my team feel and know most of them would take it but the colleague role change has removed that option, I wonder if changing all managers to team manager last year and no attached title will mean the same...
You missed an large opportunity to take redundancy. Now the only ones who will be able to are those who work nights or those who hours are changed. You are non longer department college but instead tesco colleagues which the reason for tesco bring is that they dont pay redundancy
If a store or stores need to reduce the number of Tesco colleagues be it due to taking less or changes in the job that mean less staff are needed then its still a reduncency situation there are no ifs or buts about it and they will have to pay redundancy pay.
No need for staff redundancy. Natural wasteage and no recruitment will sort it within a year. Most stores have about 10% turnover of staff. Unless your a mgr or nights you have no chance of redundancy.
Quote from: 5fdp on 21-01-23, 04:32PMNo need for staff redundancy. Natural wasteage and no recruitment will sort it within a year. Most stores have about 10% turnover of staff. Unless your a mgr or nights you have no chance of redundancy.
What about Tesco instore security guards what's your thoughts 🤔??
Instore security?natural wastage id of thought as theyre only going to pay agency instead,so what would be the point
If security are now termed as tesco colleagues and not contracted as security.. no chance. You are just like the rest of the staff. General assistants with a primary dept but assigned to none. As I said before even staff in the fish counters if they were to close would just move to other depts.
Wow, some pretty major over analysis and diversifying from the original topic on here.
Anyone actually have a clue about the original claim that " Team Managers about to get demoted-lose pay!"
I'll have a quick guess myself.
No one can legally be demoted without actually agreeing a change of role !
Slight oversimplification but that would be against employment law and for all of USDAW's bad press they are actually pretty good at protecting us there.
You can't lose pay unless you agree to a change without recourse through tribunal.
Hmm wonder who could come in handy here to?.
This isn't meant as a pop at anyone guys, simply a reminder to utilise the protection that is afforded us in law and the fact that most of us already pay USDAW to be there to provide the guidance needed to utilise this.
No such thing as redundancy until your offered it,why worry about ifs till your sure whats happening
The company will avoid a redundancy option until it is absolutely necessary to offer it.
Realistically they do not want to lose the skills that have been built up over the years.
That said the market has changed and they can not afford to pay as much for those skills any more, so will be searching for ways to resolve this.
The real question though is would you actually be worse off or better off as a Shift Leader than a manager if the speculation is to be believed?, even if it's all nonesense there is a chain of thought that would suggest that when you work it out into actuall hours in work, that a colleague doesn't really earn much less than a manager ?
there are an awful lot of variables to take into account, not least of which is the shift leader role is hourly paid not salaried, if this continues to be treated this way then it's quite feasible to earn more rather than less. 🤔
1. How many managers actually work the 36hr week they are paid for ?
2. How much would you actually earn at the lower hourly rate if you were paid for every hour ?
3. With the current claims culture would Tesco not be more comfortable knowing they are paying a rate that can't be challenged again. ? (ie, the previous very expensive legal case about hours)
That's why I stepped down I worked it out I was only on 8 pound an hour when I was a manager due to hours I was putting in and not seeing much of the family .
This is what is on colleague help regarding overtime for Salaried colleagues:
If colleagues find that they need to work additional hours on a regular basis to perform their job role, they should speak to their manager about this, as accountabilities and objectives are expected to be achievable within normal working hours. However, there may be times when flexibility may be needed on the colleague's part, but this should be an exception rather than the norm. For example, the manager may ask a colleague to work extra hours to complete a specific piece of work or to meet a tight deadline outside of the normal working week.
If additional hours are required, the colleague should talk to their manager before actually working them to agree how this will be managed. Normally this will be paid, but salaried colleagues do have the option of Time Off In Lieu. (Please note that we no longer operate Time off in Lieu for hourly paid colleagues who have moved to the Work & Pay Payroll system).
Where an overtime payment is agreed in advance of colleagues working the extra hours, overtime will be paid at the following rates:
Quote from: Hammer10 on 21-01-23, 06:36PMThat's why I stepped down I worked it out I was only on 8 pound an hour when I was a manager due to hours I was putting in and not seeing much of the family .
What manager role was that and in what type of shop?
Will all of this affect service team support or do we continue on as usual. In my store we dont have any offtill activity so are back and forth getting calls helping in selfservice areas and all of that stuff aswell as sorting schedules training and so on
Lead Team redundancy or step down with protected pay
Team manager apply for a new manager role with greater responsibility obviously be less roles than current amount of managers so they will be offered redundancy or step down with protected pay
Recruitment of new shift leaders
Checkout team leaders no more and replaced by normal colleagues doing the basics
So we basically become shift leaders for front end like the role is meant to be without having to get calls and so on?
That was about 10 years ago dairy manager ,this was when things were different 12 hour days were the norm pressure from above very little staff store takings were even then over a million a week.
Some of this information I know is accurate. Our SM had to attend a group meeting 2 weeks ago so to agree TM end of year reviews were consistent across the group, meeting run by group PP. I personally know the group PP, she was our store PM b4 being promoted, but she is the kind of person to throw her own mother under a bus, to advance her T career.
Our LM, whose role is no more,was returned to our store this week, apparently all LM need to be in their base store for week 1, has spent the past week undoing all the great work our SM has done the past year to improve our EVM result, obviously trying to justify their own existence in T.
Just seen no evidence yet you suggest TM will be offered redundancy. If it is 75% of our TM will be dancing with joy come week 1, myself included, I would be in a position to never have to work again.
If someone could please evidence the accuracy of this redundancy rumour please, I will be eternally grateful.
I'm sure most of us can agree that something is definitely happening soon in stores, but what are the chances of a store having a management restructure aswell as loosing it's nightfill & moving it to days/twilights(even if it's just moving 1 department to days instead of all of nights) at the same time as the management restructure?
Surely they can't expect a manager to do staff consultation meetings when they are worried about there own job
I feel for all of you, I really do. I was a team manager for almost 20 years in various stores and formats.
The impending doom that this company does to you is insane, I swear that over several years it started to drive me crazy. The workload was totally unmanageable the expectations were out of the ball park.
Never having 2 days off on the trot and expected to work 40/50 hour weeks because "you're a manager" was unrealistic. On days off you were still answering emails and messages. It never ended.
I'm so glad I left.
I wonder how many managers are looking at new cars,thinking there getting made redundant? :question: :question: :question: (-*-)
Need to remember it will be store specific. So, if night lead team go, will the structure be that a team mgr will take over with 2 shift leaders and night shift stays or in some stores the night shift goes and shift leaders run the twilight shift with a day team mgr over seeing it till 12 pm. Hopefully it will be the latter for most stores so redundancy here it comes!!
Quote from: RocketRonnie100 on 22-01-23, 08:05AMI feel for all of you, I really do. I was a team manager for almost 20 years in various stores and formats.
The impending doom that this company does to you is insane, I swear that over several years it started to drive me crazy. The workload was totally unmanageable the expectations were out of the ball park.
Never having 2 days off on the trot and expected to work 40/50 hour weeks because "you're a manager" was unrealistic. On days off you were still answering emails and messages. It never ended.
I'm so glad I left.
Swings and roundabouts. Had a good few store managers through out store and they never worked those crazy hours and were good at delegating and they moved on wanting bigger stores.
Team leaders have been removed in my store for over a year now. They are called Off Till but it's more like a runner role. They still co change run and end of day closure. They still stand over the breaks. They still support when called to a till. They still support to ensure training is caked out
The manager is responsible for booking and issuing out overtime. Manager needs to stand over the overtime and any shifts not filled after the 72 hours before period needs to be chased by the manager but there is wording to the effect that off till support in filling overtime. The wording is not great but we take it to mean that off till ask colleagues who are working if they want extra overtime but manager rings people. Also, if someone is sick on mangers day off or before manager starts they can ask if they are able to fill the shift.
The off till colleagues are not responsible and to book overtime or to add shifts the the extra hours market. Team leaders were able to do this but in most cases did not.
Off till should not be called to the desk to solve desk problems. The desk are on a higher pay grade. It's really not the done thing to ask someone on a lower pay grade to problem solve for you. This was the biggest issue when we changed. The desk were used to team leaders supporting them.
Since change 50% of team leaders have moved into different roles or left the business. I have heard of stores where they all left at consultation.
Quote from: Totot on 21-01-23, 03:36PMI think this year, ceo and director strategy will be interesting, what they will cut and what they gonna push.
Judging from last year financial report, looks great but there are some factors I think still can be play.
https://www.tescoplc.com/media/759057/tesco-annual-report-2022.pdf
I believe, the increase of selling and profit and adjusting operating profit still been driven by higher price of goods, hold on the increase of cost of goods from suppliers, and hold on lower operating cost, this is where our concern is, how much they going to pay us, redundancy offer, bonuses etc.
For sure, ceo and directors will try to reach their target that in general just sales, profit, eps, and non operating such as carbon neutral, gender pay gap, diversity etc.
Increasing pay from lower level is something they can't avoid, it will be about how much they willing to reduce operating profit and make their target harder. Meanwhile managers earning will be capped as usual, and bonus will be given in number and time that won't ruin Q1, Q2 etc target as much, in term of liquidity. Offering redundancy will lower liquidity in short term with high impact, I believe they will try to avoid this as much as possible, hence protection pay will be play even more.
Meanwhile, middle manager will have a big headache, to achieve this while work environment already so bad, and moral so low.
I think this summer will be the test of their strategy and how the middle management will cope with the demand. Meanwhile, there are possibility of deflation and bank of england pivoting interest rate, that will lower their sales and revenue number.
Us in lower level will just keep adjusting our work ethic by how the company treated us, the worst they treated us, the less care us with out job, that will make the job output lower regardless the quantity of work increase such as longer hours.
My bet is, they will try to move people around rather than offering redundancy, if pay increase significant enough, overtime will be less and less hiring new staff. And only boost overtime when things are not under control anymore.
Gender pay gap and diversity will play along too with recruiting staff/manager and career promotion since this is in their objective.
First important move for them I think to decide base pay for lower staff, then calculate if redundancy are feasible within their target if moving around people not as much as they expected.
I agree they will move people around especially in areas which they need to do.That is why they brought the new contract so they don't need to pay redundancy and instead they dont need to hire staff whenever a person leaves.The only way redundancy moving forward will happen is when they want people to do certain times for example morning evening twilight and people wont do.For example nights if they remove night and the people in nights dont want to move their hours than they will get redundancy.
Quote from: penguin on 21-01-23, 04:02PMQuote from: Bobmay on 21-01-23, 11:56AMQuote from: trolleyboy96 on 21-01-23, 10:57AMI would take redundancy, really would now, turned it down 4 times in the last few years, disillusioned by the expectation and workload expected, I understand where how my team feel and know most of them would take it but the colleague role change has removed that option, I wonder if changing all managers to team manager last year and no attached title will mean the same...
You missed an large opportunity to take redundancy. Now the only ones who will be able to are those who work nights or those who hours are changed. You are non longer department college but instead tesco colleagues which the reason for tesco bring is that they dont pay redundancy
If a store or stores need to reduce the number of Tesco colleagues be it due to taking less or changes in the job that mean less staff are needed then its still a reduncency situation there are no ifs or buts about it and they will have to pay redundancy pay.
I don't see any way tesco will give redundancy to staff working in morning or evening especially now that the new contract means you can work every where tills shelves etc.Unless tesco changes your hours and expect you to do different hours there is no way I see redundancy. Or if the store closes down.
Quote from: Beanny on 22-01-23, 09:08AMNeed to remember it will be store specific. So, if night lead team go, will the structure be that a team mgr will take over with 2 shift leaders and night shift stays or in some stores the night shift goes and shift leaders run the twilight shift with a day team mgr over seeing it till 12 pm. Hopefully it will be the latter for most stores so redundancy here it comes!!
One thing I know is that if night sre going than 100% they are going completely in the small stores. Express etc.
😴
I think it is safe to say that redundancy will only be certain in a situation that the whole night team operation of a store is
Axed, team managers on days are more likely I think to go to a soft restructuring situation.
Okay Bobmay ...we get it you would like redundancy...no need to constantly spam the thread with your hopes
just been speaking to a x team manager on the phone who took early retirement last year,she said "bloody typical they will offer redundancy after I retired early"
@ Redshoes
"The wording is not great but we take it to mean that off till ask colleagues who are working if they want extra overtime but manager rings people."
Rings people as in...at home in their own time away from work ??? :-X :-X
@night owl I agree that some of the information is correct and unfortunately usdaw will already be involved and agreed to the terms. There should be a group consultation and you would be able to nominate mngrs to represent you and gather information etc. A couple of years ago they did something similar and you could apply for the mngrs role in any store you wanted, not sure if they will offer this again however if you do not apply and do not wish to be a shift leader redundancy must be option if your pay will be affected, if it's a name change with tweaks to content then they do not have too. As for consultation mngrs they can use SMS, mngrs from the office, depot or other parts of the business and these can be done via teams or in person. If you are in the union get your rep to attend, gather your questions, take your time do not feel pressured, if successful you should have a trial period to ensure your happy with the new role - unless you take a role with no different skills etc. if you step down and take protected pay, is there a timeframe before you can reapply again? Would you be expected to go through the options / JDI etc process again. You will be entitled to time for interviews, they should support you with cv training etc. good luck
Me too would never look back, litrally your day off would consist of constant what's apps, staff messaging and duty manager stuck so calling for help....
Lates into early was awful >:(
Would turn my phone off on days off.
I still cannot see them getting rid of all team managers. Certainly not in extras anyway.
There is just no way the new work and pay app is going to go live at the same time they ditch all managers/move nights to days and make what ever changes they are making to the front end. It will be complete and utter chaos.
Plus Tesco usually trial things first. Has any Extra been part of a slimmed down management yet? the only thing we took part in was some night staff moving to days. They went back for Xmas but everyone was told they should expect to be moved back to days perm within the new year.
And offered redundancy as an alternative.
Quote from: Checkout Superstar on 23-01-23, 09:01AMI still cannot see them getting rid of all team managers. Certainly not in extras anyway.
There is just no way the new work and pay app is going to go live at the same time they ditch all managers/move nights to days and make what ever changes they are making to the front end. It will be complete and utter chaos.
Plus Tesco usually trial things first. Has any Extra been part of a slimmed down management yet? the only thing we took part in was some night staff moving to days. They went back for Xmas but everyone was told they should expect to be moved back to days perm within the new year.
Won't be all Managers, they will keep Say 4 generic Line Managers in the massive stores less as sizes goes down Shiftleaders/Duty numbers will increase
Basically line managers will become leads on less pay and shift leaders managers.
I reckon my SS doing about 900l/week will go to SM, Fresh Manager, Grocery Manager, & Services (Checkouts, CSD + PFS) Mgr. We will lose LM Admin and Stock mgr and a part-timer who covers Cash Office, CSD & PFS Mgr. We now have 5 Shift Leaders (from zero a year ago).
The pieces of the jigsaw have been steadily slotting into place since the tablet launched a few years ago. Scheduler to workload and more shift leaders are clearly amongst the last few pieces. I know of at least 3 night leads that have left our group in the last year and been replaced with a team manager. Real push from the company late last year to recruit shift leaders and make sure they are trained to be the managers "number 2". In addition store's received an A frame in November, for the front of the store, "Recruiting Now". The box was labelled "recruiting night (team) managers". Something big is clearly imminent, but none of us know for sure what. My guess is that night leads go (possibly not in £2m Extras), Team manager headcount significantly reduces and they become "duty managers" and shift leads run departments. But, like I say, that's just a guess.........
There are no departments, all colleagues are just tesco colleagues now
Will be 1 manager for FILL
1 manager for SERVE
I manager for PICK
All Tesco colleagues will be fully trained by 28th July 2023 as per new contract
Schedule to workload
Schedule to availability will determine where the tesco colleagues are working
Shift leaders to run the shift
Quote from: Prince of Darkness on 23-01-23, 11:09AMI reckon my SS doing about 900l/week will go to SM, Fresh Manager, Grocery Manager, & Services (Checkouts, CSD + PFS) Mgr. We will lose LM Admin and Stock mgr and a part-timer who covers Cash Office, CSD & PFS Mgr. We now have 5 Shift Leaders (from zero a year ago).
This is what we have now in a 500k superstore, shift leaders it varies as it's hours rather than staff, I think we have 6 currently but only 1 full time rest our part time.
Quote from: RaceToTheBottom on 23-01-23, 01:31PMThere are no departments, all colleagues are just tesco colleagues now
Will be 1 manager for FILL
1 manager for SERVE
I manager for PICK
All Tesco colleagues will be fully trained by 28th July 2023 as per new contract
Schedule to workload
Schedule to availability will determine where the tesco colleagues are working
Shift leaders to run the shift
You will still be contracted to a primary department where your hours will be worked. The scheduler should only move people as and when needed but if everyone is in the right place it shouldn't be a case of being moved every day to a different department. It should only be a case of moving people to cover holidays etc.
In terms of the new scheduler I think people are getting worked up over nothing. You will not be put on four different departments in one day unless your initial hours are in the wrong place which if they are then its most likely you will be moved anyway.
Quote from: Prince of Darkness on 23-01-23, 11:09AMI reckon my SS doing about 900l/week will go to SM, Fresh Manager, Grocery Manager, & Services (Checkouts, CSD + PFS) Mgr. We will lose LM Admin and Stock mgr and a part-timer who covers Cash Office, CSD & PFS Mgr. We now have 5 Shift Leaders (from zero a year ago).
I've heard similar in our store. I think bread, produce, dairy/meat are going to merge with only one manager over seeing them with checkouts/CSD/PFS also doing the same with only one manager.
So that would see us lose 4 managers in one swoop. (although one of them will probably end up being given the new bigger fresh department.) We are an extra. I think the stock control and non food managers will stay, for now.
However its the time frame for this which baffles me. If nights are moving to days, fish counters are going, several managers are going and departments are merging that seems like too much of a change within such a short time frame to actually work. So either its going to be phased over 12 - 18 months or its total rubbish.
double post.
There are no departments, all colleagues are just tesco colleagues now
Will be 1 manager for FILL
1 manager for SERVE
I manager for PICK
All Tesco colleagues will be fully trained by 28th July 2023 as per new contract
Schedule to workload
Schedule to availability will determine where the tesco colleagues are working
Shift leaders to run the shift
What about Drive 😀
Quote from: RaceToTheBottom on 23-01-23, 01:31PMThere are no departments, all colleagues are just tesco colleagues now
Will be 1 manager for FILL
1 manager for SERVE
I manager for PICK
All Tesco colleagues will be fully trained by 28th July 2023 as per new contract
Schedule to workload
Schedule to availability will determine where the tesco colleagues are working
Shift leaders to run the shift
So is everyone going to have the full bronze/silver training for every department then? Everyone trained for the safe & legal recording for every department? Everyone trained for backdoor & supplied with PPE? Everyone trained for every department waste, date scan & reductions? All this by July along with training everyone on checkouts and DotCom?
It would appear that checkouts/CSD/PFS are going to be merged in selected superstores and store specific extras with only one manager overseeing the lot and additional team support roles created
Quote from: FarmerFred on 23-01-23, 05:52PMQuote from: RaceToTheBottom on 23-01-23, 01:31PMThere are no departments, all colleagues are just tesco colleagues now
Will be 1 manager for FILL
1 manager for SERVE
I manager for PICK
All Tesco colleagues will be fully trained by 28th July 2023 as per new contract
Schedule to workload
Schedule to availability will determine where the tesco colleagues are working
Shift leaders to run the shift
So is everyone going to have the full bronze/silver training for every department then? Everyone trained for the safe & legal recording for every department? Everyone trained for backdoor & supplied with PPE? Everyone trained for every department waste, date scan & reductions? All this by July along with training everyone on checkouts and DotCom?
By July everyone in Superstores and Extras will be required to have all fresh departments as well as Grocery/BWS alongside dotcom (picker) and checkouts listed as departments on My Tesco.
Non Food/CSD/PFS/Stock control/cash office/admin/wages/backdoor will not be required but you raise a good point about waste. I'm guessing over time everyone will have to be trained on how to do it.
Quote from: Mikoo on 23-01-23, 05:54PMIt would appear that checkouts/CSD/PFS are going to be merged in selected superstores and store specific extras with only one manager overseeing the lot and additional team support roles created
It look that way. In my store the CSD/PFS manager is best friends with the Front End team leader so it will be fun watching the back stabbing and fireworks once both realise they are gonna have to fight for the same job.
Quote from: Mikoo on 23-01-23, 05:54PMIt would appear that checkouts/CSD/PFS are going to be merged in selected superstores and store specific extras with only one manager overseeing the lot and additional team support roles created
Thats been the caes in our Extra for over a year?
So Extra Team Managers....... how many TMs do you have at the moment???
We take over £1.2m but still have 14 TMs
Quote from: Sizzle1968 on 23-01-23, 06:26PMQuote from: Mikoo on 23-01-23, 05:54PMIt would appear that checkouts/CSD/PFS are going to be merged in selected superstores and store specific extras with only one manager overseeing the lot and additional team support roles created
Thats been the caes in our Extra for over a year?
Most of this seems like its going to be store specific but I wonder who makes this decision, is it the SM in conjunction with the area manager or is it the SM alone.
If its the SM alone then I can see how this is going to go. For example lets use the frontend/customer service desk. If the frontend manager is more experience than the customer service desk manager but the CSD manager is the SM favourite (despite being incompetent) and the CDS manager then gets the gig everyone is going to know why.
I feel sorry for all the good managers who are about to be displaced by the arselickers - who in my experience are usually the most lazy.
Quote from: Sizzle1968 on 23-01-23, 06:27PMSo Extra Team Managers....... how many TMs do you have at the moment???
We take over £1.2m but still have 14 TMs
14 team managers no wonder they need to get rid
My extra has 10 daytime team managers, 5 of which are at dot com. Two daytime leads.
Nights has one lead, two team leaders
Quote from: Sizzle1968 on 23-01-23, 06:27PMSo Extra Team Managers....... how many TMs do you have at the moment???
We take over £1.2m but still have 14 TMs
Jesus we have been at 1 front end manager, 1 fresh 1 grocery and 1 stock admin merch manager for nearly 2 years now. along with 4 shift leaders.
That is where it must be getting forced now.
Can't believe there are still stores on 14 managers.
Quote from: Mikoo on 23-01-23, 05:54PMIt would appear that checkouts/CSD/PFS are going to be merged in selected superstores and store specific extras with only one manager overseeing the lot and additional team support roles created
Been doing that role for a few years now. One manger with almost half the store in head count. Team Support taken away just over a year ago so the day to day of checkouts is run by Off Till colleagues with no skill pay, they are on less than the CSD and the same as every other colleague in the store.
Our extra 2 leads(1 dot com) 1 front end,1 gm,clothing 1 fresh,produce 1 grocery,h and b 1 bakery,bws 2 dot com 1 night lead and 2 managers,1 of the nights is placement,think we take under a mil,oh and a stock and admun
Quote from: Redshoes on 24-01-23, 12:03AMBeen doing that role for a few years now. One manger with almost half the store in head count. Team Support taken away just over a year ago so the day to day of checkouts is run by Off Till colleagues with no skill pay, they are on less than the CSD and the same as every other colleague in the store.
We started using the tills scheduler correctly in the last month so it is easy to see that Team Supports could go soon in our store. I guess we will get an 18 month cushion payment but with the skills payment not going up in the last 5 years it's withering to a worthless amount anyway :D .
Quote from: Checkout Superstar on 23-01-23, 03:57PMQuote from: RaceToTheBottom on 23-01-23, 01:31PMThere are no departments, all colleagues are just tesco colleagues now
Will be 1 manager for FILL
1 manager for SERVE
I manager for PICK
All Tesco colleagues will be fully trained by 28th July 2023 as per new contract
Schedule to workload
Schedule to availability will determine where the tesco colleagues are working
Shift leaders to run the shift
You will still be contracted to a primary department where your hours will be worked. The scheduler should only move people as and when needed but if everyone is in the right place it shouldn't be a case of being moved every day to a different department. It should only be a case of moving people to cover holidays etc.
In terms of the new scheduler I think people are getting worked up over nothing. You will not be put on four different departments in one day unless your initial hours are in the wrong place which if they are then its most likely you will be moved anyway.
Ex Metro store now a large store and I can jump between dairy, checkouts and BWS in a single 6.5hr shift.
So for Extras it looks like this is what's happening.
Management restructure.
Checkouts/SAYS/SelfServe/CSD/PFS - all being merged under one manager with reduced roles for Team Support as more ''off till activity'' roles are created
Fresh merging as one with Bread/Dairy/Meat/Produce all falling under one manager instead of 3 with additional Shift Leader roles created
Grocery - 1 mananger
Non Food/F&F - 1 manager
Stock Control/Cash Office/Admin/Merch/Wages - 1 manager
so it will be the fresh and front areas most effected by the manager changes.
Shop Floor
Night shift Health & Beauty/Frozen/BWS moving to days perm. Most of this has already been rolled out.
Fish Counters to close in May with Hot Deli's going in specific stores also.
Reduced routines for stock control/Admin/Wages
Can I ask where you've got this information from please? Also, what changes for Dot Com?
5 team managers overseeing the shop floor does seem accurate of where we are heading.
I wonder how they will restructure dot com.
@alwayssearching no mention of lead managers?night structure?
Store/Lead managers are currently being informed of changes via a zoom call.
Quote from: TheDD on 24-01-23, 10:14AMStore/Lead managers are currently being informed of changes via a zoom call.
Not true
100% not true
Quote from: Mikoo on 24-01-23, 09:33AM5 team managers overseeing the shop floor does seem accurate of where we are heading.
I wonder how they will restructure dot com.
Currently our Dot Com has over 200 staff and 2 FT & 1 PT Team Manager so dreading going down to 1 TM!!!!
Quote from: Mikoo on 23-01-23, 08:32PMMy extra has 10 daytime team managers, 5 of which are at dot com. Two daytime leads.
Nights has one lead, two team leaders
Sounds like both our stores will be mega affecred doesn't it??
Quote from: FarmerFred on 23-01-23, 05:52PMQuote from: RaceToTheBottom on 23-01-23, 01:31PMThere are no departments, all colleagues are just tesco colleagues now
Will be 1 manager for FILL
1 manager for SERVE
I manager for PICK
All Tesco colleagues will be fully trained by 28th July 2023 as per new contract
Schedule to workload
Schedule to availability will determine where the tesco colleagues are working
Shift leaders to run the shift
So is everyone going to have the full bronze/silver training for every department then? Everyone trained for the safe & legal recording for every department? Everyone trained for backdoor & supplied with PPE? Everyone trained for every department waste, date scan & reductions? All this by July along with training everyone on checkouts and DotCom?
[/quote
Yes is the answer. Did you not have a 1 to 1 and sign these new terms and Conditions before Xmas?
Quote from: AlwaysSearching on 24-01-23, 09:13AMSo for Extras it looks like this is what's happening.
Management restructure.
Checkouts/SAYS/SelfServe/CSD/PFS - all being merged under one manager with reduced roles for Team Support as more ''off till activity'' roles are created
Fresh merging as one with Bread/Dairy/Meat/Produce all falling under one manager instead of 3 with additional Shift Leader roles created
Grocery - 1 mananger
Non Food/F&F - 1 manager
Stock Control/Cash Office/Admin/Merch/Wages - 1 manager
so it will be the fresh and front areas most effected by the manager changes.
Shop Floor
Night shift Health & Beauty/Frozen/BWS moving to days perm. Most of this has already been rolled out.
Fish Counters to close in May with Hot Deli's going in specific stores also.
Reduced routines for stock control/Admin/Wages
For a while now I've wondered why my front end has a manager as they get the team supports to do all the work for them. So if team supports are also being cut back on they will be a lot of bruised egos in my store.
Don't know of any of our staff in our store being told about new terms and conditions.
We were just taken in for one to ones and told we were expected to complete training for checkouts, self service, dot com and filling, and told it had to be done by July..that's it...no further details, and nobody I have spoken to has seen the new terms and conditions or any new contracts. I understand the union signed the contracts for us, we haven't seen them and have no idea what details have changed such as job codes etc.
If they are reducing Team Support numbers to make way for more ''off till activity'' then I wonder if the Team Supports will get first chance of the new shift leader roles on fresh or will the previous managers of those departments be asked if they want it?
It could be a case of, sorry contracts have changed there's no job for you ''bye''
They will team 5 it like they did last year to stock control,before all the new contract c**p kicked in.
Quote from: Hammer10 on 24-01-23, 02:07PMDon't know of any of our staff in our store being told about new terms and conditions.
In terms of My Tesco. The allocator app that everyone is terrified about will only move you around if your hours are in the wrong place which if your manager follows their heatmap they shouldn't be.
There will be cases where you are moved but that will be when holidays need covering etc. It should not be a daily thing.
So in short, if your availability is only your contracted shifts and your contracted shifts are accurate on the heatmap you will be fine.
Your availability does not effect your ability to pick up overtime.
Quote from: RaceToTheBottom on 24-01-23, 11:36AMQuote from: FarmerFred on 23-01-23, 05:52PMQuote from: RaceToTheBottom on 23-01-23, 01:31PMThere are no departments, all colleagues are just tesco colleagues now
Will be 1 manager for FILL
1 manager for SERVE
I manager for PICK
All Tesco colleagues will be fully trained by 28th July 2023 as per new contract
Schedule to workload
Schedule to availability will determine where the tesco colleagues are working
Shift leaders to run the shift
So is everyone going to have the full bronze/silver training for every department then? Everyone trained for the safe & legal recording for every department? Everyone trained for backdoor & supplied with PPE? Everyone trained for every department waste, date scan & reductions? All this by July along with training everyone on checkouts and DotCom?
Yes is the answer. Did you not have a 1 to 1 and sign these new terms and Conditions before Xmas?
No because I'm not directly involved in shop floor operations these days. The colleagues that I have spoken with all have primary departments and some have been discussing department changes with various managers, which doesn't seem to tie up with what you are suggesting.
As far as I'm aware no one has seen the new terms and conditions yet as the new contracts are yet to go live. Maybe the confusion is over the new availability forms which the majority of stores did not explain to their staff correctly.
However it is true that every colleague will need to have checkouts/personal shopper and Grocery/fresh listed as departments come July. There will be no escaping it unless you are exempt on occupational health grounds.
*but* and this is the important bit - everyone will still be contracted to a primary department where there contracted hours should always be worked unless those hours are in the wrong place which as I said above should not be the case if your heatmaps are correct.
So if you don't want to be moved around a lot have your availability set as only your contracted shifts (this will not effect you being able to see overtime) and make sure your manager has you in the right place at the right time.
Anything else is scare stories.
All colleagues have the new contracts in my store. It's no longer the one page version, if you have a contract that is a few pages long it's the new one.
I already have a list of colleagues contracted to more than one area. Primary dept is the one you have the most hours in and this will be your manager. Most of my colleagues are within front end but I have a checkout colleague who has a singe C&C shift and a fresh colleague who has a single checkout shift.
If you are wanting to increase your contracted hours this is probably the way forward. We have no issues. You just need to keep track of holidays but if manager reviews the system and holidays are not issued short notice without communicating it's not an issue. All managers have to do is follow process and it works.
Quote from: TheDD on 24-01-23, 10:14AMStore/Lead managers are currently being informed of changes via a zoom call.
no we are not.
Quote from: AlwaysSearching on 24-01-23, 09:13AMSo for Extras it looks like this is what's happening.
Management restructure.
Checkouts/SAYS/SelfServe/CSD/PFS - all being merged under one manager with reduced roles for Team Support as more ''off till activity'' roles are created
Fresh merging as one with Bread/Dairy/Meat/Produce all falling under one manager instead of 3 with additional Shift Leader roles created
Grocery - 1 mananger
Non Food/F&F - 1 manager
Stock Control/Cash Office/Admin/Merch/Wages - 1 manager
so it will be the fresh and front areas most effected by the manager changes.
Shop Floor
Night shift Health & Beauty/Frozen/BWS moving to days perm. Most of this has already been rolled out.
Fish Counters to close in May with Hot Deli's going in specific stores also.
Reduced routines for stock control/Admin/Wages
This seems to be the predominant theory from the rumour mill. As for the Leads, I think they will go into consultation also. The general consensus seems to be that the lead role is defunct and that with the line manager upper pay moved to 36k, makes lead managers surplus to requirements. Only the larger extras taking over a million plus, keeping a lead/deputy. With the role changing in scale they couldn't really just job match, so I see that having to be interviewed for.
Stores have been ripe for restructure for the last couple of years, when they did the structures two years ago it was inevitable that the soft structure process would happen in an unbalanced way with some stores getting there sooner than others, leaving a big disparity across the formats. Some of the bigger extras had less managers and leads that the smaller ones making it a bone of contention. Leaving stores in that limbo was affecting payroll and not getting the desired savings. At the end of the day Ken is an accountant not a retailer. so now is the time to finally put the nail in the coffin of lead managers who were on 50k+
If this indeed is the way they go it is the last of the low hanging fruit in the stores. The business have already scraped the bottom of the GA barrel with fewer and fewer plausible reasons for cash grabs (obviously they can redefine rumble for a fourth cash grab). Technology will be the only way to reduce head count going forward.
One final observation, with bakeries restructured 3 years ago, counters closed two years ago, pensions weakened, colleague hot food canteens closed and a whole myriad of cost cutting by Dave Lewis culminating in significant reduction in colleague benefits most leads and managers will welcome the chance to take a lump sum and jump from an iceberg that is in boiling water.
Quote from: Duff McKagan on 24-01-23, 02:28PMWe were just taken in for one to ones and told we were expected to complete training for checkouts, self service, dot com and filling, and told it had to be done by July..that's it...no further details, and nobody I have spoken to has seen the new terms and conditions or any new contracts. I understand the union signed the contracts for us, we haven't seen them and have no idea what details have changed such as job codes etc.
Will this effect everyone including night? I don't see the point of night people being trained for checkouts ai ce they wont be working on them.
Quote from: Checkout Superstar on 24-01-23, 06:47PMAs far as I'm aware no one has seen the new terms and conditions yet as the new contracts are yet to go live. Maybe the confusion is over the new availability forms which the majority of stores did not explain to their staff correctly.
However it is true that every colleague will need to have checkouts/personal shopper and Grocery/fresh listed as departments come July. There will be no escaping it unless you are exempt on occupational health grounds.
*but* and this is the important bit - everyone will still be contracted to a primary department where there contracted hours should always be worked unless those hours are in the wrong place which as I said above should not be the case if your heatmaps are correct.
So if you don't want to be moved around a lot have your availability set as only your contracted shifts (this will not effect you being able to see overtime) and make sure your manager has you in the right place at the right time.
Anything else is scare stories.
Everyone including night staff? I dont see the point of night staff being trained on checkouts or personal shopper.
Pre 2005 colleagues don't have to go on main bank checkouts but do have to train on self service, this is the same for nights and days...clearly night workers aren't really going to be on main bank tills because they're not open during the shift, and self service are only open for the first 2 hours. There will be some exemptions for those who simply won't be working while tills are open or when dot com are working...there's no point in them training for tills or dot com if they work 12-6 for instance. But for everyone else on regular 10-7 shifts they will have to train on checkouts, self serve and dot com.
At least that's the case in my store.
Should nights move to twilights or early mornings then they will have staff already trained to serve pick and fill.
If nights moves to Twilight or Mornings it's gonna cost them a fair few quid as I suspect it will be much the same as when Non food was removed from nights and nearly everyone took the redundancy offer and ran for the hills.
Much like most night workers i suspect if redundancy is ever an option I will personally after 20 years service be taking it and moving on
Quote from: Bobmay on 25-01-23, 11:40AMQuote from: Checkout Superstar on 24-01-23, 06:47PMAs far as I'm aware no one has seen the new terms and conditions yet as the new contracts are yet to go live. Maybe the confusion is over the new availability forms which the majority of stores did not explain to their staff correctly.
However it is true that every colleague will need to have checkouts/personal shopper and Grocery/fresh listed as departments come July. There will be no escaping it unless you are exempt on occupational health grounds.
*but* and this is the important bit - everyone will still be contracted to a primary department where there contracted hours should always be worked unless those hours are in the wrong place which as I said above should not be the case if your heatmaps are correct.
So if you don't want to be moved around a lot have your availability set as only your contracted shifts (this will not effect you being able to see overtime) and make sure your manager has you in the right place at the right time.
Anything else is scare stories.
Everyone including night staff? I dont see the point of night staff being trained on checkouts or personal shopper.
You will when nights start to erode
Apologies if this comes across a bit rude, any chance we can have this thread go back to talking about that most maligned of creature ( I am one! ), the team manager's?
Store managers all find out Monday, not long until people's fates are known!
How do u know it's Monday?
Beanny, store managers I know have been told to keep next week free for something!
When will they tell us?
Quote from: NorthbyNorthwest on 25-01-23, 07:24PMBeanny, store managers I know have been told to keep next week free for something!
Rather they get on with it to be honest
Whats making me laugh is that those Mother-Feffers read this
I suspect they do more than read on here.
Quote from: NorthbyNorthwest on 25-01-23, 06:00PMApologies if this comes across a bit rude, any chance we can have this thread go back to talking about that most maligned of creature ( I am one! ), the team manager's?
Are you feeling sorry for yourself? I wouldn't look for much sympathy here, the vast majority of us on here have been on the receiving end of bullying and coercive behaviour from section/team managers over the years including being told we are over Pi and if we don't do more we will lose our jobs or no we cant have that holiday because another person on a different shift has a single day of so its over budget, Or we have been lied to about company policy to try to compel us to do things. Or no the 2005 pay review deal has been scrapped so everyone has to till train now or yes you were paid right go away, or there isnt any money to pay the overtime you just did so we will give you time in leu that you cant take because we wont let you (that last one has been stopped by head office now its actually written in Tesco policy).
So go cry by yourself.
Quote from: rogerthedodger on 25-01-23, 05:59PMQuote from: Bobmay on 25-01-23, 11:40AMQuote from: Checkout Superstar on 24-01-23, 06:47PMAs far as I'm aware no one has seen the new terms and conditions yet as the new contracts are yet to go live. Maybe the confusion is over the new availability forms which the majority of stores did not explain to their staff correctly.
However it is true that every colleague will need to have checkouts/personal shopper and Grocery/fresh listed as departments come July. There will be no escaping it unless you are exempt on occupational health grounds.
*but* and this is the important bit - everyone will still be contracted to a primary department where there contracted hours should always be worked unless those hours are in the wrong place which as I said above should not be the case if your heatmaps are correct.
So if you don't want to be moved around a lot have your availability set as only your contracted shifts (this will not effect you being able to see overtime) and make sure your manager has you in the right place at the right time.
Anything else is scare stories.
Everyone including night staff? I dont see the point of night staff being trained on checkouts or personal shopper.
You will when nights start to erode
New T and Cs were active as of 16th October 2022
Quote from: forrestgimp on 26-01-23, 08:09AMQuote from: NorthbyNorthwest on 25-01-23, 06:00PMApologies if this comes across a bit rude, any chance we can have this thread go back to talking about that most maligned of creature ( I am one! ), the team manager's?
Are you feeling sorry for yourself? I wouldn't look for much sympathy here, the vast majority of us on here have been on the receiving end of bullying and coercive behaviour from section/team managers over the years including being told we are over Pi and if we don't do more we will lose our jobs or no we cant have that holiday because another person on a different shift has a single day of so its over budget, Or we have been lied to about company policy to try to compel us to do things. Or no the 2005 pay review deal has been scrapped so everyone has to till train now or yes you were paid right go away, or there isnt any money to pay the overtime you just did so we will give you time in leu that you cant take because we wont let you (that last one has been stopped by head office now its actually written in Tesco policy).
So go cry by yourself.
Classy
One thing some may of forgotten, but team managers last year lost the title of depts...guessing that will have a bearing on any future changes and a wiggle out of any redundancy pay.
Now branded as team manager, rather than grocery manager or checkout manager and the theory was to rotate managers round the business more.
Please do not quote immediately prior post(s). .Admin.
Only exception to this is phone shop managers, they still come under Phone Shop Team Manager... nothing ever seems to be happening to then
Quote from: forrestgimp on 26-01-23, 08:09AMQuote from: NorthbyNorthwest on 25-01-23, 06:00PMApologies if this comes across a bit rude, any chance we can have this thread go back to talking about that most maligned of creature ( I am one! ), the team manager's?
Are you feeling sorry for yourself? I wouldn't look for much sympathy here, the vast majority of us on here have been on the receiving end of bullying and coercive behaviour from section/team managers over the years including being told we are over Pi and if we don't do more we will lose our jobs or no we cant have that holiday because another person on a different shift has a single day of so its over budget, Or we have been lied to about company policy to try to compel us to do things. Or no the 2005 pay review deal has been scrapped so everyone has to till train now or yes you were paid right go away, or there isnt any money to pay the overtime you just did so we will give you time in leu that you cant take because we wont let you (that last one has been stopped by head office now its actually written in Tesco policy).
So go cry by yourself.
Sorry to hear that forrestgimp has been treated so badly by team managers. And what has his comment done to me? Nothing, nothing at all, because I've been where he is, and I get it, and that's why I've tried to do what I can for colleague's that report to me, and paid the price in my reviews. But hey, it doesn't matter because if we do go you'll only have each other to blame for things going wrong instead of us!
Forrest, I usually like your contributions, but some others may take your reply to me quite badly, I however don't and look forward to more of your insights in the future.
We are now just a Team Manager, but accountable to certain areas. As such we can be moved anywhere. We also don't have set hours, most stores run on a rota that constantly changes. We do early and late shifts, often in same week. In theory we should now be on middle shifts and shift leads should be opening and closing the shop. In reality we don't have the shift leads to be able to do this.
It seems like every week someone posts that changes are coming next week. No matter what is coming I just wish it would happen now. The last change was a soft structure change and it has never really landed. It's harder now than it will be. It just now needs to land.
Quote from: chocolatestrawberry on 26-01-23, 09:41AMPlease do not quote immediately prior post(s). .Admin.
Only exception to this is phone shop managers, they still come under Phone Shop Team Manager... nothing ever seems to be happening to then
Or Home shopping fulfillment Managers
Asda got in there first
https://www.thesun.co.uk/money/21171074/asda-announces-job-cuts/amp/
Quote from: jonty on 26-01-23, 11:04AMAsda got in there first
https://www.thesun.co.uk/money/21171074/asda-announces-job-cuts/amp/
And so it starts......
Quote from: jonty on 26-01-23, 11:04AMAsda got in there first
https://www.thesun.co.uk/money/21171074/asda-announces-job-cuts/amp/
Tesco got in there first in 2016 when they got rid of night teams in most of their stores.
I was referring to news for this year.
Pretty much had it confirmed to me by my store manager that all shift leaders will be trained on and expected to due duty shifts going forward, any who decline will be asked to step down
Shift Leaders have been doing duty shifts in Express for the past 9 years, it's hardly surprising, in fact it's more surprising that they weren't doing it already in SS format.
I'm fairly certain its in the small print of the shift leader contract that they may be required to duty although that could be based on store size. So refusing to duty would be a breach of contract in that instance anyway.
Shift leader is already a duty role no matter store size
Quote from: leeds106 on 25-01-23, 01:33PMIf nights moves to Twilight or Mornings it's gonna cost them a fair few quid as I suspect it will be much the same as when Non food was removed from nights and nearly everyone took the redundancy offer and ran for the hills.
Much like most night workers i suspect if redundancy is ever an option I will personally after 20 years service be taking it and moving on
They are now removing nights from asda stores.So you never know. Tesco will be following the lead soon enough.
https://news.sky.com/story/asda-shake-up-risks-job-cuts-and-lower-pay-for-4-000-night-workers-12795895
Quote from: rogerthedodger on 25-01-23, 05:59PMQuote from: Bobmay on 25-01-23, 11:40AMQuote from: Checkout Superstar on 24-01-23, 06:47PMAs far as I'm aware no one has seen the new terms and conditions yet as the new contracts are yet to go live. Maybe the confusion is over the new availability forms which the majority of stores did not explain to their staff correctly.
However it is true that every colleague will need to have checkouts/personal shopper and Grocery/fresh listed as departments come July. There will be no escaping it unless you are exempt on occupational health grounds.
*but* and this is the important bit - everyone will still be contracted to a primary department where there contracted hours should always be worked unless those hours are in the wrong place which as I said above should not be the case if your heatmaps are correct.
So if you don't want to be moved around a lot have your availability set as only your contracted shifts (this will not effect you being able to see overtime) and make sure your manager has you in the right place at the right time.
Anything else is scare stories.
Everyone including night staff? I dont see the point of night staff being trained on checkouts or personal shopper.
You will when nights start to erode
Unless the remove nights or change fhem to twilight hours.It is an waste of resources for night staff to be trained on checkouts or dotcom. They are removed nights from many supermarkets like sainsbury's and now they removed nights from asda. I expect tesco to follow this and increase the number of stores they remove nights from.
https://news.sky.com/story/asda-shake-up-risks-job-cuts-and-lower-pay-for-4-000-night-workers-12795895
I'll say it once more - Tesco removed night teams from the majority of its store in 2016.
Quote from: SAMCRO on 26-01-23, 03:43PMI'll say it once more - Tesco removed night teams from the majority of its store in 2016.
Not majority you still have hundreds of stores which still have nights especially in many small Tesco former ex metros and also small superstores and large superstores. Also they didbt completely remove them in 2016 rather it was reduced numbers if full time people
@bobmay yes the majority closed then,sure theres only 7/8 left out of 22 on our group still fill at night,so yes majority,
Shift leaders in superstores duty is the primary function, if there not duty manager then what they doing?
Don't understand that comment.
We are a large store and out shift leaders will open and close the shop and do everything in between thats including filling, backdoor, problem solving, contacting help desk, maintenance etc etc. the only stuff they don't do is schedule and personnel meetings
Same in my store Random - they work their backsides off!
It's rumours and speculation. Although after what has happened over the past 7 years at Tesco then I would not be surprised with the removal of Managerial positions.
Tesco play the long game, they get all their affairs in order and then slice and dice with the cuts. Years ago your badge said "Betty - Produce - 1999." Then they changed the contracts to simply say "Betty - Customer Assistant - 1999"
Then within a year GAs were told about Serve, Pick & Fill. Although you have a core/primary department - it means nothing. You are simply a jack of all trades. You will never be offered redundancy as you are simply a customer assistant who can be sent to work anywhere on the shopfloor.
Tesco learnt a costly lesson during 2016-2018 when they spent hundreds of thousands on redundancy payments to night staff and stock control colleagues. This is why they decided to remove our departments from our contract.
Nothing is a coincidence at Tesco, it is all by design - the long con.
It is no coincidence that managers have not had a pay raise in a long time, it is no coincidence that shift leaders are running the shopfloor in superstores and Extras - whilst the managers sit upstairs. It is no coincidence with the creation of the MyTesco App that now takes a lot of work away from managers. It is no coincidence that we will soon be able to request holidays, overtime, work elsewhere in store or at another store all from our mobile phones... again less work/control for managers.
All of this is the long con by Tesco - to get ready for the removal of managers. Shift leader pay is getting increasing close to starting salary manager pay. I suspect Managers will be renamed shift leaders.
Don't forget Tesco are aiming to save £1Billion over the next 3years. That works out to £7millon a week. They cannot afford energy costs and constant pay raises for GAs and shift leaders.
Quote from: trolleyboy96 on 26-01-23, 04:22PMShift leaders in superstores duty is the primary function, if there not duty manager then what they doing?
In my Extra not one of the shift leaders has ever been duty, I look forward to it happening though, a couple blagged their way into shift leader roles without ever being fully trained or tested so watching them s*** their pants when they have to deal with the store on a Saturday will be fun.
Quote from: forrestgimp on 26-01-23, 08:09AMQuote from: NorthbyNorthwest on 25-01-23, 06:00PMApologies if this comes across a bit rude, any chance we can have this thread go back to talking about that most maligned of creature ( I am one! ), the team manager's?
Are you feeling sorry for yourself? I wouldn't look for much sympathy here, the vast majority of us on here have been on the receiving end of bullying and coercive behaviour from section/team managers over the years including being told we are over Pi and if we don't do more we will lose our jobs or no we cant have that holiday because another person on a different shift has a single day of so its over budget, Or we have been lied to about company policy to try to compel us to do things. Or no the 2005 pay review deal has been scrapped so everyone has to till train now or yes you were paid right go away, or there isnt any money to pay the overtime you just did so we will give you time in leu that you cant take because we wont let you (that last one has been stopped by head office now its actually written in Tesco policy).
So go cry by yourself.
What a real ar*whole thing to write.
Nice one
We have 2 shift leads who do duties and 2 training. Once the trainees are up and running we will be at structure but not before.
The extra near me is 10 managers over structure. All stores were told to train shift leads, if they have not used this time to train shift leads they will suffer if there is a restructure as expected.
Quote from: NightAndDay on 26-01-23, 02:32PMShift Leaders have been doing duty shifts in Express for the past 9 years, it's hardly surprising, in fact it's more surprising that they weren't doing it already in SS format.
what's even more surprising is why anybody wants the shift leader role ???
Quote from: forrestgimp on 26-01-23, 08:09AMQuote from: NorthbyNorthwest on 25-01-23, 06:00PMApologies if this comes across a bit rude, any chance we can have this thread go back to talking about that most maligned of creature ( I am one! ), the team manager's?
Are you feeling sorry for yourself? I wouldn't look for much sympathy here, the vast majority of us on here have been on the receiving end of bullying and coercive behaviour from section/team managers over the years including being told we are over Pi and if we don't do more we will lose our jobs or no we cant have that holiday because another person on a different shift has a single day of so its over budget, Or we have been lied to about company policy to try to compel us to do things. Or no the 2005 pay review deal has been scrapped so everyone has to till train now or yes you were paid right go away, or there isnt any money to pay the overtime you just did so we will give you time in leu that you cant take because we wont let you (that last one has been stopped by head office now its actually written in Tesco policy).
So go cry by yourself.
forrest, to be fair, not all managers are arseholes.....only the majority :D :D :D
Quote from: lackofinterest on 26-01-23, 07:57PMQuote from: NightAndDay on 26-01-23, 02:32PMShift Leaders have been doing duty shifts in Express for the past 9 years, it's hardly surprising, in fact it's more surprising that they weren't doing it already in SS format.
what's even more surprising is why anybody wants the shift leader role ???
They generally want it due to having ambition, a desire to work towards achieving a better standard of living for themselves and often their family.
For those with no ambition it can be difficult to understand the motivation though.
better standard of living? they will be expected to put tosco before their family and will probably be told to step down if they don't. ambition? with tosco? don't make me laugh :P
Thank you, that perfectly demonstrates my point on a complete lack of understanding of Ambition. 👍
I can't find any definition of ambition that mentions working longer hours or earning more money.
It seems to be achieving a better standard of living, which could be a better work life balance and/or more time with one's family or leisure time with friends.
Ambition often confused with greed.
or stupidity in this case in my opinion
Quote from: Nomad on 26-01-23, 08:30PMI can't find any definition of ambition that mentions working longer hours or earning more money.
It seems to be achieving a better standard of living, which could be a better work life balance and/or more time with one's family or leisure time with friends.
Ambition often confused with greed.
:thumbup:
Quote from: 2ndtimeround on 26-01-23, 08:11PMQuote from: lackofinterest on 26-01-23, 07:57PMQuote from: NightAndDay on 26-01-23, 02:32PMShift Leaders have been doing duty shifts in Express for the past 9 years, it's hardly surprising, in fact it's more surprising that they weren't doing it already in SS format.
what's even more surprising is why anybody wants the shift leader role ???
They generally want it due to having ambition, a desire to work towards achieving a better standard of living for themselves and often their family.
For those with no ambition it can be difficult to understand the motivation though.
Well said mate
Quote from: Nomad on 26-01-23, 08:30PMI can't find any definition of ambition that mentions working longer hours or earning more money.
It seems to be achieving a better standard of living, which could be a better work life balance and/or more time with one's family or leisure time with friends.
Ambition often confused with greed.
Shift leaders are hourly paid colleagues not salaried, they are payed for the hours they work.
There is no confusion at all between ambition and greed for those of us that understand the difference and are happy to work for what we need.
The definition if greed is something more than is needed. I don't think an extra couple of quid is greed. A wee bit of jealousy I think. Maybe should have leave 1sttimeround and not come back .
The question is, will tesco follow suit.
4300 jobs is not going to be all there nightshifts going,say average 40 staff employed over a week of nights at asda that,d be just under 110 getting rid,asda have around 340 odd superstores and over 200(supermarkets?not sure what the difference is)wouldnt get your hopes up
I wouldn't say 40. Our store has around 20 night crew and an extra. The number is probably an average and rumoured. But we shall see.
40 is just what i thought over the full week a store would employ,not per shift,im in extra and would think with managers we,d have 35 staff contracted to nights,but were not the biggest extra
Asda restructure moves grocery fill 7pm-12 and frozen 7pm-1am. If it's just these areas then its possible that 4000 colleagues is the vast majority of stores.
Asda restructure moves grocery fill 7pm-12 and frozen 7pm-1am. If it's just these areas then its possible that 4000 colleagues is the vast majority of stores.
We Have less than 30 night crew with. .Com. However Im Not sure it will save us this time.
The new report says fresh food will be filled between 7pm and midnight. Maybe articles are getting the news mixed up.
FFS this is a tesco forum and with it comes all the speculation, tea leaf and tarot readings and more spit balling than you can shake a stick at. Now we have added Asda into the mix ;D ;D ;D
I dare'nt ask for this thread to get back to its original subject as Forrest will accuse me of crying again! So, on the Asda news, if Tesco were to follow suit, there would have to be a shake up at distribution as the logistics model would have to change. Anyone from distro's here to add anything?
Shift Leaders at my store are told to be fully flexible 7 days a week between 05:00 - 00:30. Shifts are all over the place, hardly the recipe for family life.
Quote from: SAMCRO on 27-01-23, 08:21AMShift Leaders at my store are told to be fully flexible 7 days a week between 05:00 - 00:30. Shifts are all over the place, hardly the recipe for family life.
Identical to life as an SL in Express. For a couple of years I was on a rotating three week rota w different days off in ea of the weeks. Only benefit was that it was predictable and that we had every third weekend off, but we finished on a Friday with a late and restarted on Monday on an early so not that great as a break.
Essentially the Express model of working is now being rolled out SS and to an extent Extras. Quite a few Expresses now have a shared SM with all the day to day work done by SLs.
Quote from: SAMCRO on 27-01-23, 08:21AMShift Leaders at my store are told to be fully flexible 7 days a week between 05:00 - 00:30. Shifts are all over the place, hardly the recipe for family life.
If this happens in my extra there are a few shift leaders who will probably stand down straight away as they aren't capable of the task that is going to be asked of them. Makes me wonder if our SM set them up on purpose so he could get rid.
Quote from: Prince of Darkness on 27-01-23, 08:32AMQuote from: SAMCRO on 27-01-23, 08:21AMShift Leaders at my store are told to be fully flexible 7 days a week between 05:00 - 00:30. Shifts are all over the place, hardly the recipe for family life.
Identical to life as an SL in Express. For a couple of years I was on a rotating three week rota w different days off in ea of the weeks. Only benefit was that it was predictable and that we had every third weekend off, but we finished on a Friday with a late and restarted on Monday on an early so not that great as a break.
Essentially the Express model of working is now being rolled out SS and to an extent Extras. Quite a few Expresses now have a shared SM with all the day to day work done by SLs.
Yip definitely could see a store manager running 2 large stores in a certain radius in the future
Quote from: SAMCRO on 27-01-23, 08:21AMShift Leaders at my store are told to be fully flexible 7 days a week between 05:00 - 00:30. Shifts are all over the place, hardly the recipe for family life.
Some individuals who have worked in a certain role over time can become set in their ways and accustomed to certain working practices. When you have someone who is hungry and not had that role they can be more open minded and flexible.
Aldi and lidl came into the market place and showed that the big guys were set in their ways and accustomed to a preconceived idea of what customers valued in their shopping experience.
End of day the job market and competition will decide if those shift leaders roles can be filled and be productive enough.
Quote from: SAMCRO on 26-01-23, 06:23PMIt's rumours and speculation. Although after what has happened over the past 7 years at Tesco then I would not be surprised with the removal of Managerial positions.
Tesco play the long game, they get all their affairs in order and then slice and dice with the cuts. Years ago your badge said "Betty - Produce - 1999." Then they changed the contracts to simply say "Betty - Customer Assistant - 1999"
Then within a year GAs were told about Serve, Pick & Fill. Although you have a core/primary department - it means nothing. You are simply a jack of all trades. You will never be offered redundancy as you are simply a customer assistant who can be sent to work anywhere on the shopfloor.
Tesco learnt a costly lesson during 2016-2018 when they spent hundreds of thousands on redundancy payments to night staff and stock control colleagues. This is why they decided to remove our departments from our contract.
Nothing is a coincidence at Tesco, it is all by design - the long con.
It is no coincidence that managers have not had a pay raise in a long time, it is no coincidence that shift leaders are running the shopfloor in superstores and Extras - whilst the managers sit upstairs. It is no coincidence with the creation of the MyTesco App that now takes a lot of work away from managers. It is no coincidence that we will soon be able to request holidays, overtime, work elsewhere in store or at another store all from our mobile phones... again less work/control for managers.
All of this is the long con by Tesco - to get ready for the removal of managers. Shift leader pay is getting increasing close to starting salary manager pay. I suspect Managers will be renamed shift leaders.
Don't forget Tesco are aiming to save £1Billion over the next 3years. That works out to £7millon a week. They cannot afford energy costs and constant pay raises for GAs and shift leaders.
That the point I was stating.With the new contract they can simply not pay redundancy like before when they removed jobs.Now they simply move around.The only time they will pay redundancy I belive is for places like night shift pharmacy and mangers.Those are the only three places left where redundancy will happen.Or if they close down the store which I believe they will close down some stores.
The thing to consider is if the role you play is more important than the time of day you work. If you can only work school hours, that does not prevent you getting or keeping a job within store but it might prevent you doing a particular role. If you want to avoid checkouts at all costs it's probably best not to have a job on the shop floor at a time of day when the checkouts is undermanned. Going forward the checkout manager is not going to able to recruit if Depts are over hours at the time that checkouts need staff. This applies to all areas. I was using checkouts purely as an example.
Same will apply to shift leads, if they can't do the required hours. Managers in SS have been doing these hours for years. They open and close the stores daily, with the assistance of shift leads in recent times. If some or all managers go there is nobody to do this. The last structure change was a soft one so managers were not replaced if they left and if stores got closer to structure they got to recruit shift leads. Then all stores were told to train shift leads, they were even online training sessions. If we go to new structure that has not fully landed the managers should do mainly mid shift and shift leads the open and close shifts. Manager retain the admin side of the role, even during it being updated. It's nearly annual review time for managers, they now have contracts that say that they are just a manager and the areas they run can change. My guess is that jobs will be issued on scores and managers with lowest scores will be offered shift leads once all the remaining manager roles in stores have been issued out. Things like being able to keep up with the changes, after training, will be considered. A manager that is always behind on admin and has a high level of exceptions and is poor at booking holidays etc may suffer in new way forward. Being able to work a cage in record time may not fall part of what is considered. Shift leads should work shoulder to shoulder with colleagues. No harm in a manager filling shelves or serving on a till but they will have to be able to do the other side of the job.
@Redshoes
I'm guessing there won't be a stampede for other managers offering to cover your dept when you're off ???
I'm also guessing that these managers are dreading the new contracts whereby they may be moved onto your department for any length of time to learn the ropes ???
Checkout managers have long been the losers of the short straw...highest headcount but least appreciated. Taking the flak from the SM for failing one in front, the flak from other dept managers for having their team on the checkout and the flak from the shop floor staff being constantly asked to "jump on" having just got off or not finishing their own routines!
your comment just highlights one of the biggest problems in Tescos old business model is that they have allowed too many managers to be in one store looking after their own department and not being flexible enough to meet the demands of competition who are more lean, mean and flexible
No one in our store gets to hide away or control one aspect of the store operations like they are a mini business owner.
Can't be long now before announcements made- 45 day consultation ending 31/3. Valentines Day Massacre!
There is a shift lead in my store who won't work beyond 6pm (and I'm certain alters their shifts in frog so that its not noticed) so its going to be interesting seeing what happens to them going forward.
Quote from: randomworker on 27-01-23, 10:46AMyour comment just highlights one of the biggest problems in Tescos old business model is that they have allowed too many managers to be in one store looking after their own department and not being flexible enough to meet the demands of competition who are more lean, mean and flexible
No one in our store gets to hide away or control one aspect of the store operations like they are a mini business owner.
It hasn't always been the case. At one time section managers were periodically moved around the store onto other depts, every manager became knowledgeable on how each section and routines were operated. Same for GSM's who weren't encouraged to remain in one store for more than a few years.
The thinking was the good ones were moved to improve other depts and stores, and the lesser knowledgeable ones moved to learn and improve, instead of remaining in their own little comfort zones stagnating.
Just had a look on T careers site, no Team manager vacancies advertised within 50 miles of my store, only advertised manager roles were for several Pharmacy manager positions. I do know a neighbouring store has had a Team Manager leave since Christmas but they are yet to be replaced.
Could be just a coincidence, or could be all vacancies are on hold at the moment.
Quote from: Night Owl on 27-01-23, 01:43PMJust had a look on T careers site, no Team manager vacancies advertised within 50 miles of my store, only advertised manager roles were for several Pharmacy manager positions. I do know a neighbouring store has had a Team Manager leave since Christmas but they are yet to be replaced.
Could be just a coincidence, or could be all vacancies are on hold at the moment.
No flies on you
Yep this kicked in Monday, we had 2 placements signed off, both have been refused appointments, even though the shop has 2 vacancies.
They won't replace manager vacancies if they think they can move another manager from a different store that's over surely?
Good chance we will see a change in the managers T&Cs ie move to 5 out of 7 days like the shift leaders, so they have to work Sundays etc
It will all be announced on Monday
Quote from: randomworker on 27-01-23, 10:46AMyour comment just highlights one of the biggest problems in Tescos old business model is that they have allowed too many managers to be in one store looking after their own department and not being flexible enough to meet the demands of competition who are more lean, mean and flexible
No one in our store gets to hide away or control one aspect of the store operations like they are a mini business owner.
Take away ownership and pride in running your own department well and you just create a culture of not my problem and why does it matter.
Or alternatively you make all managers responsible for the overall store and remove the territorial attitude that has plagued the company for years. 🤔
Quote from: Night Owl on 27-01-23, 01:43PMJust had a look on T careers site, no Team manager vacancies advertised within 50 miles of my store, only advertised manager roles were for several Pharmacy manager positions. I do know a neighbouring store has had a Team Manager leave since Christmas but they are yet to be replaced.
Could be just a coincidence, or could be all vacancies are on hold at the moment.
Not that it means a lot because it could all change on Monday, but I've just searched within 50 miles of various places and there are several team manager vacancies advertised around the country covering days and nights. Ones even a nice 4 night week on a full time contract.
https://apply.tesco-careers.com/members/modules/job/detail.php?record=783975
https://apply.tesco-careers.com/members/modules/job/detail.php?record=784128
https://apply.tesco-careers.com/members/modules/job/detail.php?record=784184
https://apply.tesco-careers.com/members/modules/job/detail.php?record=786925
https://apply.tesco-careers.com/members/modules/job/detail.php?record=784453
https://apply.tesco-careers.com/members/modules/job/detail.php?record=785711
https://apply.tesco-careers.com/members/modules/job/detail.php?record=786451
Its business as usual till the changes are announced. That's why you still see job vacancies for Team Managers.
Quote from: 2ndtimeround on 27-01-23, 02:32PMOr alternatively you make all managers responsible for the overall store and remove the territorial attitude that has plagued the company for years. 🤔
Thats too big a span of control to get to know and build relationships with colleagues.
Also far too many micro in department special rules/proceedures/ routines to become an expert in everything.
Quote from: madness on 27-01-23, 02:14PMQuote from: randomworker on 27-01-23, 10:46AMyour comment just highlights one of the biggest problems in Tescos old business model is that they have allowed too many managers to be in one store looking after their own department and not being flexible enough to meet the demands of competition who are more lean, mean and flexible
No one in our store gets to hide away or control one aspect of the store operations like they are a mini business owner.
Take away ownership and pride in running your own department well and you just create a culture of not my problem and why does it matter.
Possible yes but end of the day how much will it matter to the customer who is looking for value in their shop
You can build professional relationships with the team across a whole store no matter how large simply by treating everyone equally, most people prefer this.
I'm not sure exactly what sort of special procedures etc you are referring to as everything we do now as managers is about following process and routines, everything is available through the various help systems for any skills gaps and all managers have long since been made accountable for their own training to keep up to date.
As managers in todays company we are simply working as automatons implementing the corporate process. Personality and individuality is no longer required unfortunately as long as the cogs keep turning.
One of the biggest issues with team/line managers is that so many got promoted without proper training. At least that is the case for my store... so it doesn't bode well for a load of new shift leaders given I've already mentioned how one SL in my store doesn't even know how to do the basics yet might soon be expected to duty.
I guess the only sliver lining for managers in Extras is that its going to be store specific rather than company wide. So some might not have much change inflicted onto them.
Quote from: JJH on 26-01-23, 07:21PMWhat a real ar*whole thing to write.
Nice one
Not great when the boot is on the other foot is it...
Security are going just going to be agency
It will be funny if we have all got ahead of ourselves and the only changes Tesco make are to the nightshift and night managers.
I do think its odd nothing has leaked to the press at all other than the Fish Counters closing. You would have thought that if Tesco were planning a cull of management the press would have covered it by now, we've been discussing this for weeks so its not like the theories have been a secret.
Unfortunately it's happening on Monday all projects will be visible from then including the new management structure which as I've said is a hard change and it's days
Deep dark,
How certain are you that all will be revealed on Monday?
What is your source?
Quote from: randomworker on 27-01-23, 03:43PMQuote from: madness on 27-01-23, 02:14PMQuote from: randomworker on 27-01-23, 10:46AMyour comment just highlights one of the biggest problems in Tescos old business model is that they have allowed too many managers to be in one store looking after their own department and not being flexible enough to meet the demands of competition who are more lean, mean and flexible
No one in our store gets to hide away or control one aspect of the store operations like they are a mini business owner.
Take away ownership and pride in running your own department well and you just create a culture of not my problem and why does it matter.
Possible yes but end of the day how much will it matter to the customer who is looking for value in their shop
I always put the colleague first and the customer 2nd. Look after the colleague right and they will look after the customer. Do it the other way round and you will get short term gain but long term loss/pain
Store managers are getting briefed on Monday
Quote from: Night Owl on 27-01-23, 05:06PMDeep dark,
How certain are you that all will be revealed on Monday?
What is your source?
I can't tell you my source but it is happening and store managers will be briefed on Monday.
Store managers been told to clear there schedule for the day
45min call scheduled for 0900 Monday coming.
Remember the bulk of the management changes are only happening in superstores. Extras won't be hit until next year, they will want to make sure its going to work first so superstores will be the guinea pig.
Quote from: Mickymouse1962 on 27-01-23, 04:19PMSecurity are going just going to be agency
how do u know this
These restructures happen during the same week every year and it is always store specific.
My superstore had the new management restructure a couple of years ago. We now have 3 day managers covering
Grocery ( dry grocery, stock and admin, back door and warehouse)
fresh (dairy,produce,bakery)
Front end ( checkouts, customer service, cash office, pfs)
We now have shift leaders to run the shop covering duty
Not all stores in my group have this structure, it has been rolling out for a few years so I imagine the announcement could be a continuation of this but it will be store specific.
We still have a night team but at this time last year another store on our group lost theirs, this has also been happening for years so I imagine this will also continue.
Store managers won't find out till Monday what, if any, changes will be happening in their store
Quote from: Deep dark on 27-01-23, 04:43PMUnfortunately it's happening on Monday all projects will be visible from then including the new management structure which as I've said is a hard change and it's days
There is a piece of work related to customer colleagues landing on Monday. Something relating to managers is landing week 3. My source is another team manager in another store who was told this on Wednesday.
Quote from: Greygoose on 27-01-23, 06:04PMThese restructures happen during the same week every year and it is always store specific.
My superstore had the new management restructure a couple of years ago. We now have 3 day managers covering
Grocery ( dry grocery, stock and admin, back door and warehouse)
fresh (dairy,produce,bakery)
Front end ( checkouts, customer service, cash office, pfs)
We now have shift leaders to run the shop covering duty
Not all stores in my group have this structure, it has been rolling out for a few years so I imagine the announcement could be a continuation of this but it will be store specific.
We still have a night team but at this time last year another store on our group lost theirs, this has also been happening for years so I imagine this will also continue.
Store managers won't find out till Monday what, if any, changes will be happening in their store
What sales does your store take a week ? Also do you have .com ?
With all these cuts bet there won't be cheaper food in shops .
Quote from: Greygoose on 27-01-23, 06:04PMThese restructures happen during the same week every year and it is always store specific.
My superstore had the new management restructure a couple of years ago. We now have 3 day managers covering
Grocery ( dry grocery, stock and admin, back door and warehouse)
fresh (dairy,produce,bakery)
Front end ( checkouts, customer service, cash office, pfs)
We now have shift leaders to run the shop covering duty
Not all stores in my group have this structure, it has been rolling out for a few years so I imagine the announcement could be a continuation of this but it will be store specific.
We still have a night team but at this time last year another store on our group lost theirs, this has also been happening for years so I imagine this will also continue.
Store managers won't find out till Monday what, if any, changes will be happening in their store
Our structure (superstore) is very similar to this but we are already a twilight store, there are a few stores on our group with this structure. We have shift leaders that run the day to day and twilight fill.
No .com and no pfs.
Quote from: Hammer10 on 27-01-23, 07:10PMWith all these cuts bet there won't be cheaper food in shops .
With all these cuts, customers will be replenishing as they pick. They already serve themselves.
Wonder if they've received their new contract along with their club card vouchers.
Will be some changes this year. Bakery will go to bake off if not this time within 12 months. Also Customer Service desk and Wages. Anyone who can't see this is being extremely naive.
As few salaried colleagues as possible and skill required roles will be paid for the few hrs that is required for said task
Bakery won't go to bake off in stores that are making a profit ,bakery sales in scratch stores are up by 15 % or more on our group as soon as you go to bake off it goes the other way if not worse .
Quote from: rogerthedodger on 27-01-23, 08:24PMWill be some changes this year. Bakery will go to bake off if not this time within 12 months. Also Customer Service desk and Wages. Anyone who can't see this is being extremely naive.
As few salaried colleagues as possible and skill required roles will be paid for the few hrs that is required for said task
what do you mean.these two departments?
Does anyone actually have some facts around the situation of team managers?
Quote from: BenPvfc on 27-01-23, 06:13PMQuote from: Greygoose on 27-01-23, 06:04PMThese restructures happen during the same week every year and it is always store specific.
My superstore had the new management restructure a couple of years ago. We now have 3 day managers covering
Grocery ( dry grocery, stock and admin, back door and warehouse)
fresh (dairy,produce,bakery)
Front end ( checkouts, customer service, cash office, pfs)
We now have shift leaders to run the shop covering duty
Not all stores in my group have this structure, it has been rolling out for a few years so I imagine the announcement could be a continuation of this but it will be store specific.
We still have a night team but at this time last year another store on our group lost theirs, this has also been happening for years so I imagine this will also continue.
Store managers won't find out till Monday what, if any, changes will be happening in their store
What sales does your store take a week ? Also do you have .com ?
I think it's irrelevant, because there are stores that have dot com that are on the new structure and there are stores without dot com on the old structure, likewise with sales.
The same thing applies with nights and twilight stores.
I don't know what the criteria is but it has been a gradual process taking place over the last few years.
It is store specific and no-one will have definitive answers for any structure changes for your specific store until Monday
Quote from: Davethebave on 27-01-23, 05:31PMStore managers are getting briefed on Monday
Might just be details of the payrise? Time will tell.
No it is all about the moves it's all over our store all staff know.
Quote from: WaxOn_WaxOff_8 on 27-01-23, 10:20PMDoes anyone actually have some facts around the situation of team managers?
Only that its mainly Superstores the changes will effect.
The whole 'store specific' will depend on two factors, how big your dot com department is and how much money you take each week, that is what I've been told.
This is why I was asking @greygoose ?
Well all managers been told they got to reapply for their jobs which includes nights. So something is happening in our store.
Quote from: 2ndtimeround on 27-01-23, 02:32PMOr alternatively you make all managers responsible for the overall store and remove the territorial attitude that has plagued the company for years. 🤔
That's what a duty manager does. Needs to look at the big picture and whole store. In SS a manager will be duty at some point daily, sometimes for whole shift.
Quote from: Nightproduceworker on 28-01-23, 09:26AMWell all managers been told they got to reapply for their jobs which includes nights. So something is happening in our store.
Are you a superstore?
Quote from: Nightproduceworker on 28-01-23, 09:26AMWell all managers been told they got to reapply for their jobs which includes nights. So something is happening in our store.
hmm I don't like that idea. It means the SS can expose of someone who might be capable but they don't like for what ever reason.
If they are having to reapply it should be entirely based on their performance as a manager and nothing else.
Quote from: Juicecorner on 28-01-23, 09:34AMQuote from: Nightproduceworker on 28-01-23, 09:26AMWell all managers been told they got to reapply for their jobs which includes nights. So something is happening in our store.
Are you a superstore?
no an extra.
Quote from: Nightproduceworker on 28-01-23, 09:26AMWell all managers been told they got to reapply for their jobs which includes nights. So something is happening in our store.
This is not true in my store or my partner's store so it's not all managers. We are both in superstores
Quote from: PeteonMeat on 28-01-23, 11:52AMQuote from: Nightproduceworker on 28-01-23, 09:26AMWell all managers been told they got to reapply for their jobs which includes nights. So something is happening in our store.
This is not true in my store or my partner's store so it's not all managers. We are both in superstores
You will find out on Monday just like the rest of us
OK so -
Where is this coming from?
Does anyone have any concrete
Is this just speculation
Yeah that sounds like BS to be honest.
You can't be made to reapply for a job you already have. What happens if you don't get it? instant dismissal? for all Usdaws faults they wouldn't allow it.
When i started at tesco,im sure we had 3 checkout managers,they had to apply for 1 job when it got restructured back then,if a store over structure on managers surely thats the solution now as your all just non specific team managers
Quote from: Mikoo on 28-01-23, 12:16PMYeah that sounds like BS to be honest.
You can't be made to reapply for a job you already have. What happens if you don't get it? instant dismissal? for all Usdaws faults they wouldn't allow it.
man look I don't know, this is what they been told. So I'd imagine that redundancy would be on the cards or option for demotion to shift leader roles. Only way it works. Yes we all find out Monday if not sooner via the news.
Something is happening we just don't know what and again yes it be store specific.
When it happened in my store all managers had to reapply or were given the option to step down to a shift leader role with pay protection. Redundancy wasn't an option as the manager role still existed, it was a change to the role not a complete removal
No, if the headcount of managers reduces the options would be reapply, apply for alternative roles or step down with pay protected for 18 months or redundancy as if there is now only 3 compared to seven for example 4 roles are now redundant ... they can't not offer redundancy when they've removed actual jobs
Quote from: Ashbeck on 27-01-23, 02:36PMQuote from: Night Owl on 27-01-23, 01:43PMJust had a look on T careers site, no Team manager vacancies advertised within 50 miles of my store, only advertised manager roles were for several Pharmacy manager positions. I do know a neighbouring store has had a Team Manager leave since Christmas but they are yet to be replaced.
Could be just a coincidence, or could be all vacancies are on hold at the moment.
Not that it means a lot because it could all change on Monday, but I've just searched within 50 miles of various places and there are several team manager vacancies advertised around the country covering days and nights. Ones even a nice 4 night week on a full time contract.
https://apply.tesco-careers.com/members/modules/job/detail.php?record=783975
https://apply.tesco-careers.com/members/modules/job/detail.php?record=784128
https://apply.tesco-careers.com/members/modules/job/detail.php?record=784184
https://apply.tesco-careers.com/members/modules/job/detail.php?record=786925
https://apply.tesco-careers.com/members/modules/job/detail.php?record=784453
https://apply.tesco-careers.com/members/modules/job/detail.php?record=785711
https://apply.tesco-careers.com/members/modules/job/detail.php?record=786451
Just because they have vaccines doesnt change anything many stores had vaccines until they removed positions.
Quote from: Checkout Superstar on 27-01-23, 04:31PMIt will be funny if we have all got ahead of ourselves and the only changes Tesco make are to the nightshift and night managers.
I do think its odd nothing has leaked to the press at all other than the Fish Counters closing. You would have thought that if Tesco were planning a cull of management the press would have covered it by now, we've been discussing this for weeks so its not like the theories have been a secret.
You know how much I get working in ex metro express for nights? I get £13.30 an hour right now and on Saturdays i get £15.60 an hour. On saturdays which are bank holidays I get £17.90 an hour do you seriously believe nights especially in small Tesco will continue getting that I highly doubt.It will be more likely we will get our hours cut by half atleast and instead told to do twilight.
The only two rumours that seems to hold weight in my store is nightshift moving to twilights/days as well as the fish counters going.
There was some talk about a restructure of the front end but no one seems to understand what that means.
If a restructure of management is coming then none of them, including the store manager is letting on.
Quote from: Nightproduceworker on 28-01-23, 09:26AMWell all managers been told they got to reapply for their jobs which includes nights. So something is happening in our store.
Reapply how can they re apply if they have permanent job
QuoteJust because they have vaccines doesnt change anything many stores had vaccines until they removed positions.
Do they provide immunity from redundancy?
Quote from: jonty on 28-01-23, 01:30PMQuoteJust because they have vaccines doesnt change anything many stores had vaccines until they removed positions.
Do they provide immunity from redundancy?
You have to be 2 years working for redundancy otherwise no redundancy one member here stated before they removed nights from their store they were hiring staff for nights even manager,
LOL
@bobmay how many bhols are on saturday?and you only get night premiums 12-6 your only 2.30 and hour over everyone else,
When I worked for another retailer 30 years ago, we had a manager restructure. Only change to the job role, was the job title and for most of us a wage cut, with protection pay based on lenght of service. All mangers had to reapply for their role, except SM. Redundancy was on offer.
I have known others in other industries have to reapply for their own job as well. Nothing illegal if companies follow the correct procedures.
Please please don't be bullied into anything, any team managers out there.
It's not worth it and in the long run unless you absolutely love the job, you'll be better off out of it. Trust me.
Do not be led into a false sense of security, nobody gives a sh*t, all they care about is their own backs and protecting other store managers.
@nightowl think your right,my dad worked for the council going into properties to assess work needing doing once they moved out,sure he had to reapply for same job 3times,in the end he took retirement as he didnt have qualifications to job he,d been doing for years
Yeah, you can be asked to re apply for a job role but that is a redundancy situation.
Hopefully the rummers (https://en.wikipedia.org/wiki/Rummer) are true and the team managers who have been waiting for redundancy can get it.
Some Managers had to reapply back during the first consultation when twilight stores came in first run, and then compliance if they wanted to stay and a scoring system was in place, from memory it was similar to the colleague one, training and skills, availability, warnings on file, end of year review status.
The text below is an excerpt copied from a legal advice page.
Reapplying for your own job
It is quite common for employers to ask you to reapply for your own job. This is usually done to assist your employer in deciding who to select.
If you don't reapply or if you're unsuccessful in your application, you'll still have a job until your employer makes you redundant.
A lot of people have said that redundancy is not an option.
But what if it cost's the company nothing?
It seems that redundancy payments are tax deductible. With the increased profits the company are apparently making this year it'll be a win/win for them. Cutting cost, reducing tax burden, increasing profits, all can be announced whilst team management are thrown away. It'll be the same old sob story from the company as they proclaim it's to protect jobs and keep prices lower for customers. Of course, we know that is Tesco speak for "you'll do more and the shareholders will be happy ".
We have been told call is Monday, Rxpress format also have a call so they can be told what's going on. Lead managers in SS and Extras can NOT attend the call, SM's only.
If the restructure is team managers reducing to max of 3 then everyone would have the option to apply or apply for shift leader / team leader role with pay protection. However if you do not apply and do not wish to step down this would be a change in terms and conditions so redundancy an option. If it was a case of all mngrs moving to TL /sl that would be different.
Leads have been reducing and not in every SS/extra all dependant on headcount and sales.
Whatever the announcement Tesco does not have an issue making people re apply / redundant. We are all numbers and definitely replaceable.................... start your job search so you have options
Can someone explain what the difference is between a shift leader and a fulfilment shift leader 🤔
If an extra has 10 team managers and a new structure says supposed to have 6,surely all 10 would be expected to apply,if you dont apply surely thats on you,and not redundancy,what if none apply?the jobs there,you just havent applied,they wouldnt make ten redundant,aernt you all just non specfic team managers,
Fufilment shift leader only works in dotcom
You had a job and they got rid of it hence chance of redundancy
Quote from: Sherwoodforest on 28-01-23, 05:15PMIf an extra has 10 team managers and a new structure says supposed to have 6,surely all 10 would be expected to apply,if you dont apply surely thats on you,and not redundancy,what if none apply?the jobs there,you just havent applied,they wouldnt make ten redundant,aernt you all just non specfic team managers,
The only previous example I can think of that fits here is when they removed the Personel managers from stores.
They replaced the roles with People Partners covering a few stores each initially, however in my part of the Uk all bar one of the existing Personel managers opted to be made redundant and Tesco were forced to recruit elsewhere to fill the new roles.
The best advice I can give anyone that is potentially affected is to make sure you have expert advice as employment law is full of areas that can be misinterpreted. Unfortunately since the Dave Lewis reign the company appears to have developed a habit of gambling that you will not take them on, then if you do they simply push this as far as possible before paying you what you were initially due as an offered settlement, before a Magistrate gets an opportunity to hit them harder.
Totally unethical but unfortunately legal.
Is it dotcom affected by this? As they are the only people with specific roles given on contacts
So fulfilment shift leaders and dotcom manager not generic ones
Quote from: Olivia Pope on 28-01-23, 05:00PMWe have been told call is Monday, Rxpress format also have a call so they can be told what's going on. Lead managers in SS and Extras can NOT attend the call, SM's only.
If the restructure is team managers reducing to max of 3 then everyone would have the option to apply or apply for shift leader / team leader role with pay protection. However if you do not apply and do not wish to step down this would be a change in terms and conditions so redundancy an option. If it was a case of all mngrs moving to TL /sl that would be different.
Leads have been reducing and not in every SS/extra all dependant on headcount and sales.
Whatever the announcement Tesco does not have an issue making people re apply / redundant. We are all numbers and definitely replaceable.................... start your job search so you have options
My extra has over 500 staff. No way will it function with 3 managers.
This has disaster written all over it. Another Uni grad who has never stepped foot on the shopfloor thinking up daft ideas.
Or maybe nothing is going to happen and your all worrying for nothing,just enjoy your weekend and see what comes monday,worrying wont change a thing
Quote from: Checkout Superstar on 28-01-23, 06:06PMMy extra has over 500 staff. No way will it function with 3 managers.
This has disaster written all over it. Another Uni grad who has never stepped foot on the shopfloor thinking up daft ideas.
You mean its actually functioning atm what with many stores being plagued with managers straight from the Uni production line.
Can't wait till I retire from this s*** company it is being run into the ground.
Quote from: Loki on 28-01-23, 06:35PMQuote from: Checkout Superstar on 28-01-23, 06:06PMMy extra has over 500 staff. No way will it function with 3 managers.
This has disaster written all over it. Another Uni grad who has never stepped foot on the shopfloor thinking up daft ideas.
You mean its actually functioning atm what with many stores being plagued with managers straight from the Uni production line.
All the manager have to do is training/reviews while being supported by shift leaders. It's easier to achieve than you think
Try telling them that. Methinks training and reviews go over many heads.
Hopefully they keep managers who can deliver the job and let the ones leave who can't....
But knowing Tesco the opposite will probably happen
Quote from: Jeff123 on 29-12-22, 05:45PMStructure will be to loose half the team manager headcount in each store replaced by shift leaders, structure will be managers have area of responsibility and equal headcount of colleagues accountable for recruiting, Rotas, training, say and performance management, shift leaders will be duty cover and responsible for the shop floor day to day overseeing the operation customer facing.
The managers will I expect need to interview and score points to keep jobs the ones that fall short will be offered shift leader roles on protected pay untill they drop to there new lower wage this will mean some managers quit without the offer of redundancies we will loose experience and skills but save some money.
Everyone knows it's a job nothing more loyalty means nothing do what u need to do to look after yourselves Tesco wont care It's a business not a friend or family member they employ you instruct you and dismiss you when they decide to.
This has already happened in mine, 5 managers down to 2 and shift leaders.
My extra has over 500 staff. No way will it function with 3 managers.
This has disaster written all over it. Another Uni grad who has never stepped foot on the shopfloor thinking up daft ideas.
[/quote]
My store has around 450 store staff with a ufc attached too. The store is running on 1 fresh manager, 1 grocery manager and they both look after non food to between them, 2 part time checkout, customer service desk and pfs magager between them. 1 stock control and admin but they do the same roll in the ufc too. And that's it. This has been like this since last April. Apart from the sharing of non food which happened in September. We have 1 lead manager for the store. The store does work running like this ok the mangers are hardly on the shop floor like they used to be. Not working toilet roll and cereal like they used to be. And it become more of a admin roll. But it works.
But then you get into the ufc there 6 managers in there plus 1 lead manager
Quote from: AlwaysSearching on 24-01-23, 09:13AMSo for Extras it looks like this is what's happening.
Management restructure.
Checkouts/SAYS/SelfServe/CSD/PFS - all being merged under one manager with reduced roles for Team Support as more ''off till activity'' roles are created
Fresh merging as one with Bread/Dairy/Meat/Produce all falling under one manager instead of 3 with additional Shift Leader roles created
Grocery - 1 mananger
Non Food/F&F - 1 manager
Stock Control/Cash Office/Admin/Merch/Wages - 1 manager
so it will be the fresh and front areas most effected by the manager changes.
Shop Floor
Night shift Health & Beauty/Frozen/BWS moving to days perm. Most of this has already been rolled out.
Fish Counters to close in May with Hot Deli's going in specific stores also.
Reduced routines for stock control/Admin/Wages
It looks like this is it. The Dairy manager told me today that him, the plant bread/bakery manager and the produce manager will all have to apply for the sole fresh manager job only one will get it and the other two will be expected to drop down to shift leads.
So redundancy Monday eh!
I'm wondering if SM will be told Monday then it's a 10 day embargo before they can tell anyone, it's happened before and we all know leaks happen.
On the merge roles topic, superstores have been running all fresh under one for a while and grocery went from 2 twilight managers to a day manager, stock varies from shared to just the grocery manager. The fresh role only works if the manager can manage and not fill, ours has been a revolving door of placements all crashing out every 10 weeks as the role is too big.
Admin/wages is losing a lot of hours. Shift Leaders will be expected to pick it up.
Quote from: trolleyboy96 on 28-01-23, 08:48PMSo redundancy Monday eh!
I'm wondering if SM will be told Monday then it's a 10 day embargo before they can tell anyone, it's happened before and we all know leaks happen.
On the merge roles topic, superstores have been running all fresh under one for a while and grocery went from 2 twilight managers to a day manager, stock varies from shared to just the grocery manager. The fresh role only works if the manager can manage and not fill, ours has been a revolving door of placements all crashing out every 10 weeks as the role is too big.
That is why in Extras this will be a total disaster. Its far too big a store to manage that way.
I get some are happy that managers are 'finally getting it' but in the long run its us on the shop floor that are going to suffer. Things are badly understaffed and overstretched as it is without removing an active manager who will now have far greater things to oversee. Shift leaders won't work the same way, we have proof of this with dot com.
Quote from: Rodie on 28-01-23, 08:54PMAdmin/wages is losing a lot of hours. Shift Leaders will be expected to pick it up.
They won't cut admins in extras. Far too much of that role is legal stuff especially those that have dot com departments.
A store which houses over 200 staff cannot function without a HR department. No business with that many staff could.
Half of this posted here has to be made up. None of it is sustainable.
The latest rumour is that its mainly regarding lead team. Apparently they will be reduced to only 1 across all Extras with a view of getting rid of them completely in Superstores.
I think that sounds more like it.
Quote from: Himynameus on 28-01-23, 08:34PMMy extra has over 500 staff. No way will it function with 3 managers.
This has disaster written all over it. Another Uni grad who has never stepped foot on the shopfloor thinking up daft ideas.
My store has around 450 store staff with a ufc attached too. The store is running on 1 fresh manager, 1 grocery manager and they both look after non food to between them, 2 part time checkout, customer service desk and pfs magager between them. 1 stock control and admin but they do the same roll in the ufc too. And that's it. This has been like this since last April. Apart from the sharing of non food which happened in September. We have 1 lead manager for the store. The store does work running like this ok the mangers are hardly on the shop floor like they used to be. Not working toilet roll and cereal like they used to be. And it become more of a admin roll. But it works.
But then you get into the ufc there 6 managers in there plus 1 lead manager
[/quote]
What does the night structure look like in your store? @Himynameus
Quote from: Mikoo on 28-01-23, 09:09PMThe latest rumour is that its mainly regarding lead team. Apparently they will be reduced to only 1 across all Extras with a view of getting rid of them completely in Superstores.
I think that sounds more like it.
My Extra has 3 leads but I suppose if nights are moving to days that removes one of them anyway.
Quote from: Generaldogsbody1 on 28-01-23, 09:13PMQuote from: Himynameus on 28-01-23, 08:34PMMy extra has over 500 staff. No way will it function with 3 managers.
This has disaster written all over it. Another Uni grad who has never stepped foot on the shopfloor thinking up daft ideas.
My store has around 450 store staff with a ufc attached too. The store is running on 1 fresh manager, 1 grocery manager and they both look after non food to between them, 2 part time checkout, customer service desk and pfs magager between them. 1 stock control and admin but they do the same roll in the ufc too. And that's it. This has been like this since last April. Apart from the sharing of non food which happened in September. We have 1 lead manager for the store. The store does work running like this ok the mangers are hardly on the shop floor like they used to be. Not working toilet roll and cereal like they used to be. And it become more of a admin roll. But it works.
But then you get into the ufc there 6 managers in there plus 1 lead manager
What does the night structure look like in your store? @Himynameus
[/quote]
2 night managers no lead Manager since November.
Quote from: Rodie on 28-01-23, 08:46PMQuote from: AlwaysSearching on 24-01-23, 09:13AMSo for Extras it looks like this is what's happening.
Management restructure.
Checkouts/SAYS/SelfServe/CSD/PFS - all being merged under one manager with reduced roles for Team Support as more ''off till activity'' roles are created
Fresh merging as one with Bread/Dairy/Meat/Produce all falling under one manager instead of 3 with additional Shift Leader roles created
Grocery - 1 mananger
Non Food/F&F - 1 manager
Stock Control/Cash Office/Admin/Merch/Wages - 1 manager
so it will be the fresh and front areas most effected by the manager changes.
Shop Floor
Night shift Health & Beauty/Frozen/BWS moving to days perm. Most of this has already been rolled out.
Fish Counters to close in May with Hot Deli's going in specific stores also.
Reduced routines for stock control/Admin/Wages
It looks like this is it. The Dairy manager told me today that him, the plant bread/bakery manager and the produce manager will all have to apply for the sole fresh manager job only one will get it and the other two will be expected to drop down to shift leads.
But of stores that already had health and beauty, bws and frozen moved to days last year, the. Our store manager wanted bws and frozen back to nights cause they couldnt handle it.
Wasn't supposed to happen. I'd imagine theres phases each store are going through before they finally ditch all nights together.
Quote from: Generaldogsbody1 on 28-01-23, 09:13PMQuote from: Himynameus on 28-01-23, 08:34PMMy extra has over 500 staff. No way will it function with 3 managers.
This has disaster written all over it. Another Uni grad who has never stepped foot on the shopfloor thinking up daft ideas.
My store has around 450 store staff with a ufc attached too. The store is running on 1 fresh manager, 1 grocery manager and they both look after non food to between them, 2 part time checkout, customer service desk and pfs magager between them. 1 stock control and admin but they do the same roll in the ufc too. And that's it. This has been like this since last April. Apart from the sharing of non food which happened in September. We have 1 lead manager for the store. The store does work running like this ok the mangers are hardly on the shop floor like they used to be. Not working toilet roll and cereal like they used to be. And it become more of a admin roll. But it works.
But then you get into the ufc there 6 managers in there plus 1 lead manager
What does the night structure look like in your store? @Himynameus
[/quote]
It should work out to one manager per 34 colleagues. It was 27 colleagues but as workload changes so does this.
Quote from: Redshoes on 28-01-23, 09:46PMIt should work out to one manager per 34 colleagues. It was 27 colleagues but as workload changes so does this.
We'll be recruiting managers if that's the case as we're way off.
I wonder if it'll be leaked in the Sunday papers tomorrow as in previous years?
Quote from: jonty on 28-01-23, 01:30PMQuoteJust because they have vaccines doesnt change anything many stores had vaccines until they removed positions.
Do they provide immunity from redundancy?
:D ;) :D :D 😂
No mention of PI/Merchandising. Wonder if they'll stay on nights?
Quote from: Mikoo on 28-01-23, 09:09PMThe latest rumour is that its mainly regarding lead team. Apparently they will be reduced to only 1 across all Extras with a view of getting rid of them completely in Superstores.
I think that sounds more like it.
that would be a great idea so therefore it won't happen ???
Told by union rep security that are left are going and agency only
With our Dot Com so big not sure how this will work, alongside the day to day legals, audits,rotas and planning etc I spend half my time in Investigatory & ARM meetings......over 220 staff......needs at least 1 Manager....we have 2 FT and 1 PT
Quote from: Mikoo on 28-01-23, 12:16PMYeah that sounds like BS to be honest.
You can't be made to reapply for a job you already have. What happens if you don't get it? instant dismissal? for all Usdaws faults they wouldn't allow it.
Of course you can. If it's changing in any way. Then your current role stops to exist. Not the first time they're doing this.
Quote from: Sizzle1968 on 29-01-23, 09:38AMWith our Dot Com so big not sure how this will work, alongside the day to day legals, audits,rotas and planning etc I spend half my time in Investigatory & ARM meetings......over 220 staff......needs at least 1 Manager....we have 2 FT and 1 PT
Similar set up in mine.
I do have to question the sanity of anyone who believes a Tesco Extra with 500 staff and a very busy dot com department can run with only 3 managers. I've never heard anything so absurd, that is why I'm taking a lot of this now with a pinch of salt.
We will see what tomorrow brings but if this is happening its ALL shop floor staff who are the real losers.
My store is a large superstore. Has been running with 4 managers for over a year. It's a disaster but Tesco don't care - this is the way forward. Anyone who thinks otherwise is deluded.
I suspect department managers will lose their titles and be called shift leaders. They will essentially do the same job they are doing now. So the Fresh Food and Produce manager will become the Fresh Food and Produce shift leader.
We currently have 4 managers and 4 shift leaders. So it would become 8 shift leaders with one taking the duty role on a shift.
This is all to eradicate the Manager role from contracts so that in time to come the powers that be have the option to make further cuts by getting rid of a few shift leaders.
All of this avoids paying out redundancy.
Quote from: SAMCRO on 29-01-23, 11:09AMMy store is a large superstore. Has been running with 4 managers for over a year. It's a disaster but Tesco don't care - this is the way forward. Anyone who thinks otherwise is deluded.
Should work with the right managers. What do those managers cover ?
Quote from: BenPvfc on 29-01-23, 11:19AMQuote from: SAMCRO on 29-01-23, 11:09AMMy store is a large superstore. Has been running with 4 managers for over a year. It's a disaster but Tesco don't care - this is the way forward. Anyone who thinks otherwise is deluded.
Should work with the right managers. What do those managers cover ?
Manager 1 - Checkouts & Customer Service
Manager 2 - Fresh, Produce & Bakery
Manager 3 - Stock Control, PI & Wages
Manager 4 - Grocery, Backdoor, GM & H&B
But you are forgetting that with the new colleague contract and schedule to workload you won't actually have departments going forward.
Yes there will still be the same work to be done but anyone in theory is trained to do it. A manager could therefore in theory be assigned a set headcount of colleagues from across the store.
You would need shift leaders to cover duty, check people are doing what the computer has assigned them to do, that they are being productive and then a couple of managers to deal with all the SYA, Conduct and Performance cases (as shift leaders aren't currently allowed to do this)
The days of 10+ managers in a extra will be consigned to history
Jobs which cost to much and can be reduced will be cut. Security directly for tesco is going. Nights will be cut replaced with twilight hours which will save tesco millions. If not completely remove it. Managers will be fine replaced with shift leaders why have 30k 50k a year managers when you have shift leaders instead and few managers
Quote from: SAMCRO on 29-01-23, 11:09AMMy store is a large superstore. Has been running with 4 managers for over a year. It's a disaster but Tesco don't care - this is the way forward. Anyone who thinks otherwise is deluded.
I suspect department managers will lose their titles and be called shift leaders. They will essentially do the same job they are doing now. So the Fresh Food and Produce manager will become the Fresh Food and Produce shift leader.
We currently have 4 managers and 4 shift leaders. So it would become 8 shift leaders with one taking the duty role on a shift.
This is all to eradicate the Manager role from contracts so that in time to come the powers that be have the option to make further cuts by getting rid of a few shift leaders.
All of this avoids paying out redundancy.
They couldn't just change a manager to a shift leader. That's more than just a title change. The shift leader role is now established within the business with very different roles and responsibilities to a manager.If they wanted to change managers to shift leaders, then it's a redundancy situation because they are two very different job roles.
That's not to say they won't up the shift leaders responsibilities to completing meetings, training and reviews and still hold out for natural wastage from the remaining team manager population.
Quote from: londoner83 on 29-01-23, 11:38AMBut you are forgetting that with the new colleague contract and schedule to workload you won't actually have departments going forward.
Yes there will still be the same work to be done but anyone in theory is trained to do it. A manager could therefore in theory be assigned a set headcount of colleagues from across the store.
You would need shift leaders to cover duty, check people are doing what the computer has assigned them to do, that they are being productive and then a couple of managers to deal with all the SYA, Conduct and Performance cases (as shift leaders aren't currently allowed to do this)
The days of 10+ managers in a extra will be consigned to history
This all sounds good in theory and im sure great from head office. But theres only so much you can be good at. I can fill any section of dairy but my 5 year dairy staff can do any section of dairy far quicker than I can. They might do 5 or 6 delivery cages in a 3.75 hour morning shift.
A trained but inexperienced checkout person will do 1 maybe 2 as they don't know where everything is on the shop.
Tesco run the timing model of what is capable assuming everyone is a super experienced filling machine. Not an obese person from the checkouts.
Quote from: SAMCRO on 29-01-23, 11:24AMQuote from: BenPvfc on 29-01-23, 11:19AMQuote from: SAMCRO on 29-01-23, 11:09AMMy store is a large superstore. Has been running with 4 managers for over a year. It's a disaster but Tesco don't care - this is the way forward. Anyone who thinks otherwise is deluded.
Should work with the right managers. What do those managers cover ?
Manager 1 - Checkouts & Customer Service
Manager 2 - Fresh, Produce & Bakery
Manager 3 - Stock Control, PI & Wages
Manager 4 - Grocery, Backdoor, GM & H&B
What is the night structure within this store?
My own personal store is a large and very busy superstore, 800-900k a week.
SM
4 managers:
1x checkouts
1x fresh, backdoor, frozen
1x stock/admin, cash, GM
1x twilight, dotcom, HB, services
3 full time shift leaders
1 part time fulfilment shift leader
Store works perfectly
Quote from: madness on 29-01-23, 11:57AMQuote from: londoner83 on 29-01-23, 11:38AMBut you are forgetting that with the new colleague contract and schedule to workload you won't actually have departments going forward.
Yes there will still be the same work to be done but anyone in theory is trained to do it. A manager could therefore in theory be assigned a set headcount of colleagues from across the store.
You would need shift leaders to cover duty, check people are doing what the computer has assigned them to do, that they are being productive and then a couple of managers to deal with all the SYA, Conduct and Performance cases (as shift leaders aren't currently allowed to do this)
The days of 10+ managers in a extra will be consigned to history
This all sounds good in theory and im sure great from head office. But theres only so much you can be good at. I can fill any section of dairy but my 5 year dairy staff can do any section of dairy far quicker than I can. They might do 5 or 6 delivery cages in a 3.75 hour morning shift.
A trained but inexperienced checkout person will do 1 maybe 2 as they don't know where everything is on the shop.
Tesco run the timing model of what is capable assuming everyone is a super experienced filling machine. Not an obese person from the checkouts.
Harsh but true
I'm on really good terms with one of our store leads and they told me yesterday this is what he thinks will happen.
I'm an Extra and bare in mind this is his own opinion of what he is expecting.
1 Lead team only they won't be called lead team anymore they will be deputy store manager. All lead team members can apply. I've no idea what will happen to those who don't get the role as I can't imagine redundancy being given. That would be some big payouts.
Like already said, Extras that have 3 fresh managers will see that cut to 1 with two shift leads. All 3 current managers will be invited to apply.
Customer Service Desk/PFS/Checkouts will go forward with only 1 manager. Again its a case of each current manager of this section reapplying for the job. Team Support will also lose numbers, off till activity is going to be the way forward.
Stock Control, non food and dot com managers should be staying as they are depending on your store size. If its an Extra these departments are likely to be uneffected.
Nights will go down to only 2 managers with no lead and no shift leaders. Bulk of night shift will also be moving to days/twilights but this is store specific. The Store Manager will be able to decide what they believe is in the best interests of their own store for this one.
He is expecting the fish counter to close but thinks the hot deli will be ok for another year.
Quote from: filling-machine on 29-01-23, 12:33PMQuote from: SAMCRO on 29-01-23, 11:24AMQuote from: BenPvfc on 29-01-23, 11:19AMQuote from: SAMCRO on 29-01-23, 11:09AMMy store is a large superstore. Has been running with 4 managers for over a year. It's a disaster but Tesco don't care - this is the way forward. Anyone who thinks otherwise is deluded.
Should work with the right managers. What do those managers cover ?
Manager 1 - Checkouts & Customer Service
Manager 2 - Fresh, Produce & Bakery
Manager 3 - Stock Control, PI & Wages
Manager 4 - Grocery, Backdoor, GM & H&B
What is the night structure within this store?
No night team. It was disbanded and eradicated in 2016.
Dairy and produce is filled in the morning - chaos for customers.
Grocery is filled in the evening, with one or two grocery colleagues working the morning shift to pick up the pieces.
PI always have batch 1 labels remaining in the morning as the evening team do not have enough time to complete them.
It's a big wake up call for stores who still have the luxury of a night team.
My store has had this structure for the past 7yrs.
Quote from: Nightworker on 29-01-23, 12:53PMQuote from: madness on 29-01-23, 11:57AMQuote from: londoner83 on 29-01-23, 11:38AMBut you are forgetting that with the new colleague contract and schedule to workload you won't actually have departments going forward.
Yes there will still be the same work to be done but anyone in theory is trained to do it. A manager could therefore in theory be assigned a set headcount of colleagues from across the store.
You would need shift leaders to cover duty, check people are doing what the computer has assigned them to do, that they are being productive and then a couple of managers to deal with all the SYA, Conduct and Performance cases (as shift leaders aren't currently allowed to do this)
The days of 10+ managers in a extra will be consigned to history
This all sounds good in theory and im sure great from head office. But theres only so much you can be good at. I can fill any section of dairy but my 5 year dairy staff can do any section of dairy far quicker than I can. They might do 5 or 6 delivery cages in a 3.75 hour morning shift.
A trained but inexperienced checkout person will do 1 maybe 2 as they don't know where everything is on the shop.
Tesco run the timing model of what is capable assuming everyone is a super experienced filling machine. Not an obese person from the checkouts.
Harsh but true
well at some point someone is gonna have to step up and manage a persons fill rate and either give them the training to do so and if they can't obtain a standard then manage them out the door.
Well all know of pick rate monitoring in DC and Dot.com and it will only be a matter of time until someone in the industry figure out a monitoring and fill rate in the stores
Quote from: randomworker on 29-01-23, 01:46PMQuote from: Nightworker on 29-01-23, 12:53PMQuote from: madness on 29-01-23, 11:57AMQuote from: londoner83 on 29-01-23, 11:38AMBut you are forgetting that with the new colleague contract and schedule to workload you won't actually have departments going forward.
Yes there will still be the same work to be done but anyone in theory is trained to do it. A manager could therefore in theory be assigned a set headcount of colleagues from across the store.
You would need shift leaders to cover duty, check people are doing what the computer has assigned them to do, that they are being productive and then a couple of managers to deal with all the SYA, Conduct and Performance cases (as shift leaders aren't currently allowed to do this)
The days of 10+ managers in a extra will be consigned to history
This all sounds good in theory and im sure great from head office. But theres only so much you can be good at. I can fill any section of dairy but my 5 year dairy staff can do any section of dairy far quicker than I can. They might do 5 or 6 delivery cages in a 3.75 hour morning shift.
A trained but inexperienced checkout person will do 1 maybe 2 as they don't know where everything is on the shop.
Tesco run the timing model of what is capable assuming everyone is a super experienced filling machine. Not an obese person from the checkouts.
Harsh but true
well at some point someone is gonna have to step up and manage a persons fill rate and either give them the training to do so and if they can't obtain a standard then manage them out the door.
Well all know of pick rate monitoring in DC and Dot.com and it will only be a matter of time until someone in the industry figure out a monitoring and fill rate in the stores
Years ago we used to have a replenishment scheduler which said how long each section took to fill. It was a pile of s**t mind as very inaccurate however we were told we had to pull the report off every night as it was monitored from above😂🤣😂
Anybody heard any rumours or know if front end team supports will be affected in this restructure / change. We are an extra store there is currently 4 of us non full time.
Just had an interesting chat with one of my colleagues. She is telling me that in our store (Extra) the current non food manager is going to be asked to go full time or step down, if she steps down the non food manager role will become part of the Stock Control managers rota.
Would that even be allowed? That would make one manager in charge of about 60 people
Quote from: Checkout Superstar on 29-01-23, 04:33PMJust had an interesting chat with one of my colleagues. She is telling me that in our store (Extra) the current non food manager is going to be asked to go full time or step down, if she steps down the non food manager role will become part of the Stock Control managers rota.
Would that even be allowed? That would make one manager in charge of about 60 people
Try working in Dot Com we have 220 staff between 2 of us!!!
Quote from: PhiltheFill on 29-01-23, 12:57PMI'm on really good terms with one of our store leads and they told me yesterday this is what he thinks will happen.
I'm an Extra and bare in mind this is his own opinion of what he is expecting.
1 Lead team only they won't be called lead team anymore they will be deputy store manager. All lead team members can apply. I've no idea what will happen to those who don't get the role as I can't imagine redundancy being given. That would be some big payouts.
Like already said, Extras that have 3 fresh managers will see that cut to 1 with two shift leads. All 3 current managers will be invited to apply.
Customer Service Desk/PFS/Checkouts will go forward with only 1 manager. Again its a case of each current manager of this section reapplying for the job. Team Support will also lose numbers, off till activity is going to be the way forward.
Stock Control, non food and dot com managers should be staying as they are depending on your store size. If its an Extra these departments are likely to be uneffected.
Nights will go down to only 2 managers with no lead and no shift leaders. Bulk of night shift will also be moving to days/twilights but this is store specific. The Store Manager will be able to decide what they believe is in the best interests of their own store for this one.
He is expecting the fish counter to close but thinks the hot deli will be ok for another year.
our store advertised for two shifts leaders around Xmas. Only a few knew as I was only online. And yet again one of the managers favourites applied
Everyone needs to chill out...I am sure all will be revealed in the near future...everything else speculation
If you believe everything on here,only store manager and trolley person are going to be left to run shops
Quote from: Sherwoodforest on 29-01-23, 08:16PMIf you believe everything on here,only store manager and trolley person are going to be left to run shops
Trolleys - what is it with Tesco even thinking about paying someone to push trolleys back from the far end of the car park to the store entrance, only for the next customer to pick it up by the door and leave it by the car wash again? Put them all on a coin return system and only site the bays nearer the store entrance, not in the next village and there's 80 hours a week in a SS at least saved.
Agree. Go to any discounter and if you want a trolley you get it yourself.
Why is it people park in our car parks walk past full trolley bays and yet expect someone to keep the bay by the doors full?
I wish we had 80 hours on trolleys, I have 26 and over hours. I'm told we are a basket store, somebody needs to tell the customers.
Whatever happens it's not going to be a single fit. What will work in a store with 100 colleagues won't work in a store with Depts with more than that. They briefed out a while back that the managers would all get teams of same or similar sizes but this was revoked very quickly.
We don't take the same level of cash as we did before Covid. The store takes the same money, if not more. It's just the cash that is less. There have been a few advances with the cash office system and the upgrade to some tills. The processing of money is very quick, I can see changes to cash office hours.
There are changes coming for the site register at pfs. I did hear that this was all going online and will be centrally managed. It's a quicker and better way of doing it and cuts out a chunk of work for the middle man, even though that middle man is me.
Quote from: SAMCRO on 29-01-23, 11:24AMQuote from: BenPvfc on 29-01-23, 11:19AMQuote from: SAMCRO on 29-01-23, 11:09AMMy store is a large superstore. Has been running with 4 managers for over a year. It's a disaster but Tesco don't care - this is the way forward. Anyone who thinks otherwise is deluded.
Should work with the right managers. What do those managers cover ?
Manager 1 - Checkouts & Customer Service
Manager 2 - Fresh, Produce & Bakery
Manager 3 - Stock Control, PI & Wages
Manager 4 - Grocery, Backdoor, GM & H&B
This has been the case for a lot of stores already for couple years now. I myself work in superstore non dotcom. 4 managers 4 shift leaders.
It isn't easy, finding shift leaders that are good enough to do a manager job is extremely hard to find also!
I'd imagine come 10am tomorrow it will all become clear ;)
But this will be bigger than anyone is expecting and will be some surprises along the way
Looking at extras having a store manager with 2/3 managers with an equal responsibility and head count then a shop run by shift leaders
Superstores with potentially one store manager and only one manager
It's going to be intresting for sure
Please tell me ; how would a dot com store actually work, when the pick team arrive and start at 6 (or earlier) , when the first fresh deliveries arrive at that time as well? Fill by 9 is great, but the first vans are on the road by 7. Availability will tank and customers will walk away.
Tomorrow they,l be working 30 cages of grocery that wont get filled tonight,good news just keeps on coming with this company
Quote from: HalloweenJack on 29-01-23, 11:35PMPlease tell me ; how would a dot com store actually work, when the pick team arrive and start at 6 (or earlier) , when the first fresh deliveries arrive at that time as well? Fill by 9 is great, but the first vans are on the road by 7. Availability will tank and customers will walk away.
Our dot com store the fresh fillers come in for 4am pickers start at 6am. grocery fill in the evening.
only have 8 or 9 vans though.
Good luck today folks, I think we will all need it
Well if the 9am briefing rumour is correct we should at least start to get some posts based on genuine info. 🤞
What ever happens and who ia affected
Good Luck all
Quote from: Rumblerumble on 30-01-23, 06:31AMWhat ever happens and who ia affected
Good Luck all
Going to be a tense day all round ???
I think today is about colleagues, and good luck to those affected. It will potentially point to any upcoming changes to managers coming in a few weeks time. I expect to hear the following phrases in any announcement- 'cost of living', 'simplification of processes' , 'future proofing the business' , 'commitment to lower prices for customers'.
And you can guarantee that no matter what they do, they'll try the same again next year.
SM Call at 09:00 - This is 100% genuine and invite visually confirmed by my own eyes. Good luck to all that may be affected by any potential changes.
Should be interesting out SM barely gets here before 10am..
What's everyone's thoughts
Quote from: Towers45 on 30-01-23, 07:30AMWhat's everyone's thoughts
I think there are some big management changes coming
Im guessing Extra's are going to follow Express and Superstore stucture and have Shift Leaders.
Quote from: Towers45 on 30-01-23, 07:30AMWhat's everyone's thoughts
Personally think whatever the SM will be briefed today will be leaked to media by tomorrow morning & then company will officially announce it Wednesday either way hope everyone gets what they hope for!
In my case hopefully redundancy as I'll rather leave with a payout than without as I'm leaving within the month
Store manager at 9am, management at 11am followed by any effected colleagues/union reps. Released to media at 12.00. Any changes to nights, released tomorrow morning
@nightgrafter fingers crossed for you then
Good luck to everyone affected after today's announcements... no matter what your grade is. These are extremely tough times for us all what with the economy in tatters and the cost of living crisis.
Regardless of their usual bovine platitudes, the company couldn't give a toss about the lives they toss aside... no matter the length of service one has dedicated to the company.
Good luck to you all... myself included I may add.
Sounds like it will be counter, admin, wages and night shift colleagues effected.
Good luck everyone. I'll say it, Tesco doing this in the middle of a cost of living crisis makes them s***.
Quote from: NightGrafter on 30-01-23, 07:40AMQuote from: Towers45 on 30-01-23, 07:30AMWhat's everyone's thoughts
Personally think whatever the SM will be briefed today will be leaked to media by tomorrow morning & then company will officially announce it Wednesday either way hope everyone gets what they hope for!
In my case hopefully redundancy as I'll rather leave with a payout than without as I'm leaving within the month
Can't see them waiting till Wednesday it'll have to be today, most SM day off Wednesday
Quote from: Towers45 on 30-01-23, 08:04AMQuote from: NightGrafter on 30-01-23, 07:40AMQuote from: Towers45 on 30-01-23, 07:30AMWhat's everyone's thoughts
Personally think whatever the SM will be briefed today will be leaked to media by tomorrow morning & then company will officially announce it Wednesday either way hope everyone gets what they hope for!
In my case hopefully redundancy as I'll rather leave with a payout than without as I'm leaving within the month
Can't see them waiting till Wednesday it'll have to be today, most SM day off Wednesday
Agreed
Quote from: NightGrafter on 30-01-23, 07:40AMQuote from: Towers45 on 30-01-23, 07:30AMWhat's everyone's thoughts
Personally think whatever the SM will be briefed today will be leaked to media by tomorrow morning & then company will officially announce it Wednesday either way hope everyone gets what they hope for!
In my case hopefully redundancy as I'll rather leave with a payout than without as I'm leaving within the month
Just a thought...have you already given official notice you are leaving within the month ???
Quote from: PhiltheFill on 30-01-23, 08:02AMSounds like it will be counter, admin, wages and night shift colleagues effected.
Good luck everyone. I'll say it, Tesco doing this in the middle of a cost of living crisis makes them s***.
Are you confindent that this is the case? Or is it just off of what your lead manager thinks?
Just had it confirmed: trolleys moving to nights
Soon as someone has something legit please post.
Quote from: Checkout Superstar on 30-01-23, 08:43AMSoon as someone has something legit please post.
Every store manager in every format store is now unavailable as taking a very important zoom call
If it affects a pool of people im sure theyd need to be told b4 anythings posted,from a dignity point if view,
Agree
Don't want to burst any bubbles out sm isn't in store, usual lateness...
@trolleyboy could be working from home
Good luck to anyone who's affected by whatever is announced today.
surprised to see the "no one listens/cares" thingy is still open... just in case ;)
Quote from: trolleyboy96 on 30-01-23, 09:11AMDon't want to burst any bubbles out sm isn't in store, usual lateness...
Probably taking the call out of store
No he has just walked in, chatting to the 2 guards. He might of forgotten there's a call or no one told him, wouldn't be the first time.
Just out we're closing all produce depts... 😂😂😂
It will be what it'll be. No sense in thinking it will be good
if I had £1 for every time I heard "it is what it is" just lately I'd be able to give everyone on the shop floor a pay rise 🤣
@trolleyboy 2 guards?1 of thems gonna be going,frivulous if you ask me with your 2 guards,dont know who your store thinks it is!!!!
Agency and we have had some trouble lately early doors so have an extra one for a few weeks.
Quote from: Voices Of Reason on 30-01-23, 09:21AMJust out we're closing all produce depts... 😂😂😂
It will be what it'll be. No sense in thinking it will be good
Feel sad for the managers today losing their jobs
Quote from: lucgeo on 30-01-23, 08:17AMQuote from: NightGrafter on 30-01-23, 07:40AMQuote from: Towers45 on 30-01-23, 07:30AMWhat's everyone's thoughts
Personally think whatever the SM will be briefed today will be leaked to media by tomorrow morning & then company will officially announce it Wednesday either way hope everyone gets what they hope for!
In my case hopefully redundancy as I'll rather leave with a payout than without as I'm leaving within the month
Just a thought...have you already given official notice you are leaving within the month ???
No was waiting to see what happens this month hoping they move nights to twilights if not will leave with nothing or try dropping my nights from 4 to 1
They should of got alan sugar to do zoom call,would all be over by now,and on to next task
Comms is down, managers and USDAW reps at 12, brief colleagues in impacted departments at 1.
9am tomorrow all other colleagues brief
Changes to availability windows coming too
Scratch bakeries and counters going
All effected colleagues will be told today, either in person or via a phone call
This sounds bad.
So much for it being only managers.
Any news yet?
Surely somethings been leaked already :D
Does anyone know if a pay rise will be mentioned today?
I'm sure all will be out by 12 after manager briefing
Stock & Wages/Admin affected? Still no comms for our store manager about a briefing
Are we sure a briefing has happened?
saying that our non food manager and F&F shift leader just looked in deep conversation and the shift leader looked close to tears.
A briefing has definitely happened, I expect the store managers are currently going through what it looks like for their stores to brief their teams. Each store will be slightly different. We will all know our fates soon
Most lead and lines going. Huge investment in SL hours. Most departments losing hours through simplification processes.
All store managers went on a call at 9am, if they didn't go on this they won't know!
If you take less than 500k a week expect to run with two TMs, one dot com manager and no leads. 136 hours of SL.
RELIABLE SOURCE LEAD NIGHT AND LEAD .COM BEING OFFERED ALTERNATE OPTIONS NO REDUNDANCY .....MORE TO FOLLOW
How is that going to happen if most lead and line managers go, surely redundancy?
Quote from: SpudChucker1970 on 30-01-23, 11:10AMIf you take less than 500k a week expect to run with two TMs, one dot com manager and no leads. 136 hours of SL.
Reductions in management teams, with redundancies available. Lead Team gone in SS. New, really expanded, roles for remaining managers. Some stores keeping nights but going down to 1 manager and 3 shift leaders. Additional shift leads for days as well.
There are changes to PFS, bakeries, DotCom, counters and so on but all very store specific.
The key takeaway is that this time people will be offered redundancies. Consultations start on 06.02 with redundancy figures available from 13.02 and any potential leavers will work until 29.04
Still nothing confirmed.
SMS locked in offices all around I'm sure. Will post the details once I'm briefed
Any ideas what roles??
Is it just Team Managers or do us regular colleagues get any changes?
i.e stock control.
Are Security going
@mickeymouse what would be the point?just to replace with agency guards,cant see that being cost effective to do or worthwhile
Just remember the security role now is just being a greeter and a deterrent.
Our security have been agency for years.
The counters/bakery manager in our store usually finishes at 1pm on a Monday but he is staying until 4pm. That makes it sound like counters/bakery are involved.
Agency security are awe full. Better with a cut out cardboard police officer standing at the door. All managers being briefed in our store at 12pm. Hopefully leaks thereafter!!
I think all stock control routines other than PR scanning are being scrapped on weekends. A loss of 16 hours.
Can anyone actually confirm these briefings are happening?
All the managers in my store are currently in the meeting room.
Any news on payrise or Nights being effected?.
Briefings are defo happening at the moment!
Quote from: Rodie on 30-01-23, 12:28PMI think all stock control routines other than PR scanning are being scrapped on weekends. A loss of 16 hours.
I'm surprised stock control still functions. They have come at it with cuts every year.
Quote from: Checkout Superstar on 30-01-23, 12:35PMAll the managers in my store are currently in the meeting room.
Yes, emergency manager meetings started today.
Changes week 10
More news next few coming days for store specifics. All stores will be reviewed and go to the structure introduced in some stores in 2019 with less management and shift leaders brought it. Nights full time 4 day working weeks. All counters, deli, fish closing across the board now
Some leads confirmed letting go also, my superstore going to no lead
Official from my personal manager call briefing
Sounds like fish counters *and* hot delis are closing from May.
So sorry to those effected.
So are deli staff being moved or offered redundancy?
Quote from: Checkout Superstar on 30-01-23, 12:55PMSo are deli staff being moved or offered redundancy?
I'm not sure, but personally colleagues "GAs" do not get offered redundancy. New Contract will just mean your hours will be moved into a different department where those hours suit best.
Quote from: Checkout Superstar on 30-01-23, 12:55PMSo are deli staff being moved or offered redundancy?
No they signed new contract which states they are now Tesco worker.Unless the hours which they are doing now there is no job for they won't get redundancy.
Many former metros store turned express still have nights a night manager and far ro many shift leaders around 12 shift leaders 2 managers and 1 store managers. When will they be at the stage when they will have no night and have only 1 store manager and few shift leaders?
This sounds very like the structure that's been introduced in Ireland over the last couple of years.
Nights are just skeleton crews, dealing with the fresh delivery and leavers aren't replaced. They're hoping to allow "natural wastage" (disgusting term) to clear out most night crews. Only dotcom stores have nights crews now and that will be eventually fazed out.
All counters closed last year, staff were just moved around and leavers not replaced. No scratch bakeries here just part baked.
Management teams are very small now, a busy extra would be a store manager, deputy, maybe 3 team managers and they're trying to get as much of the duty shifts covered with team leaders as possible.
I've felt for awhile that they've been trialing many of these changes in ireland before implanting them in the UK.
Hopefully redundancy offers are available for affected staff and management alike and they can move on to better things.
In Ireland there was also an attempt to remove premium payments for early mornings, Sundays and Bank Holidays. This was roundly rejected by the staff, and wasn't implemented. But I believe new starters are on a flat rate.
All security guards were TUPE'd across to agency or given a buyout last year.
Huge number of refits taking place last year and this year, there was a big push to try and get all stores completed before Xmas but wasn't possible.
There is talk that the dotcom pick could be moved to mostly evenings, but that's purely speculation.
They will be trying to get a number of dotcom fulfillment centers up and running in the near future.
The common consensus among staff is that really it's only the nightcrew who've any hope of redundancy at this point. Most staff just have a generic contract (not quiet pick fill serve but similiar) and with a blanket ban on recruitment for nights it seems inevitable once the depot can accomodate it.
Still waiting to hear if there's been any conference calls for sm in ireland today
Briefs should have now taken place in all stores - the ones I'm aware of took place at 12 and 12:30 with all managers informed of the changes including store specifics
Yes all managers were in a meeting at 12 pm
Is there any company that messes their staff around more than Tesco? one of our more competent managers recently got a lead manager job at a SS. Yet todays news means that job will be gone by week 10.
Such a bad company this is.
Quote from: Mikoo on 30-01-23, 01:48PMIs there any company that messes their staff around more than Tesco? one of our more competent managers recently got a lead manager job at a SS. Yet todays news means that job will be gone by week 10.
Such a bad company this is.
Leads in SS have been an obvious target for a while, so it should not be a surprise.
From the management view it doesn't appear to be the cull many thought, some stores local no changes, a couple 1 manager to go, superstores all lost leads on our group a while back, all positioned in Extra's, will see how this develops.
Any manager recieved their 1 2 1 yet regarding the structure?
I'm Dot Com TM in a large Extra with 12 TMs and we're ALL apparently affected and in our individual 121 meetings tomorrow!!
Does any know what the selection criteria will be for managers? I assume it will be similar to as it was for colleagues when Bakery/Stock Control went through this?
Quote from: Sizzle1968 on 30-01-23, 05:00PMI'm Dot Com TM in a large Extra with 12 TMs and we're all apparently affected and in our individual 121 meetings tomorrow!!
"
I'm in a large extra and told our 2 dot com managers are not part of the process.
I'm part of a large SS and nothing much is really changing. 1 manager per 40 GAs which is about what we're at now anyway. Our lead manager is staying. Nights staying at 2 managers and 2 shift leaders, with the option for the managers to move into a 4 day working week.
Any news on large extra stores?
Is it just managers affected at the moment?
Is the full time hours over 4 days offered to day managers as well or is it just nights?, sounds like a good deal to me, seeing as I already work 11 hour days most of the time.
Just night managers at itll save Tesco money. Those hours that they'll be working extra on the 4 days will all be outside of the night premium window; so the hours they used to get night premium for on the 5th day will be gone. Saves Tesco around £50/£60 a month. Managers in our store are both dropping down anyway though.
Both leads on days and nights are being made redundant in my SS and the 2 team managers on nights have to reapply for 1 role, heard my SS is not the only store to get rid of both leads
What is the situation with leads on both days and nights in anyone's extra store?
PFS changes? CSD changes?
Quote from: Pmjd84 on 30-01-23, 05:30PMJust night managers at itll save Tesco money. Those hours that they'll be working extra on the 4 days will all be outside of the night premium window; so the hours they used to get night premium for on the 5th day will be gone. Saves Tesco around £50/£60 a month. Managers in our store are both dropping down anyway though.
Guessing full-time general assistants on nights won't be offered the 4day working week?
In my extra store now only one lead on days. Lead night redundant.
@Beanny what money does your Extra take?
Quote from: Sherwoodforest on 30-01-23, 11:59AM@mickeymouse what would be the point?just to replace with agency guards,cant see that being cost effective to do or worthwhile
it is as they then don't pay sick pay holiday pay pension
My store, which was at the structure from last time, is losing half of the remaining management team with no extra shift leaders being put in.
Is there any information on how they are simplifying the Express Bakery Routines?
All we do is hoy it the oven
we are a ss with .com taking 800k currently have 10 managers(including nights),but no shift leaders at present,we have been told it's being cut to 5 and shift leaders being introduced,plus night lead is going
Quote from: Voulezvous on 30-01-23, 06:25PMQuote from: Pmjd84 on 30-01-23, 05:30PMJust night managers at itll save Tesco money. Those hours that they'll be working extra on the 4 days will all be outside of the night premium window; so the hours they used to get night premium for on the 5th day will be gone. Saves Tesco around £50/£60 a month. Managers in our store are both dropping down anyway though.
Guessing full-time general assistants on nights won't be offered the 4day working week?
No, just managers at the moment.
My store takes around 800k a week.
Any news on express stores ?
Wondering if any smaller to med superstores planning on having less than 3 team managers? with some extra's going down to 5-6 seems they might stream it tighter for superstores..
So what happens if there are 3 night managers and there are 1 TM job + 2 shift lead jobs available. If no one applies and no one will step down???
Does that mean redundancy on the table???
Cutting the range down
Has anything been announced that relates to all stores and not just store specific? Most posts on here seem to be store specific.
Only thing that jumped out was closing all counters.
@Pmjd84 surely a night manager who works sat/sun wouldnt save anything as extra day hours will be on sunday
Quote from: Nightworker on 30-01-23, 07:51PMSo what happens if there are 3 night managers and there are 1 TM job + 2 shift lead jobs available. If no one applies and no one will step down???
Does that mean redundancy on the table???
The way it works is that the 3 team managers go into a selection pool and get scores based on a criteria. The highest score gets the job, no option of giving it to one of the others at this stage or being able to volunteer for redundancy.
The other two would be offered the shift leader roles with a lump sum or protected pay. If they decided to take that then they get a trail period, if they chose not to take it then redundancy is offered.
This applies to both days and night managers effected.
Lead team is different as they don't really have any roles that they can't step down into.
Our extra has 3 dot com TM all not effected. Lead dot com not effected and lead trade not effected.
We lose lead night and gain 2 shift leaders over night, so 2 TM on nights and 2 shift leaders.
We are going 8 TM to 5 TM in the day and gain 2 shift leaders.
Said it's done on a scoring system.
Our structure will be...
Fresh TM
Ambient TM
Home & Clothing TM
COUTS PFS CSD TM
Stock Admin & Cash TM
@Towers45 what size extra are you? How much do you take?
Quote from: Sherwoodforest on 30-01-23, 08:19PM@Pmjd84 surely a night manager who works sat/sun wouldnt save anything as extra day hours will be on sunday
You mean Tesco wouldn't save anything? Yeah in that situation they probably wouldn't. Neither of the managers in my store work both a Saturday & a Sunday so doesn't apply to them. Think they're still losing money overall but happy to do that for the extra day off.
Quote from: Generaldogsbody1 on 30-01-23, 08:28PM@Towers45 what size extra are you? How much do you take?
We have one of the biggest dot com operations on our group and are a Cat B
Does anyone know what the selection criteria will be?
For the remaining roles or for redundancy ?
Criteria for Remaining roles please
Biggest tongue.
;D :thumbup:
Quote from: biggerpicture on 30-01-23, 09:11PMCriteria for Remaining roles please
I'm not sure the exact criteria but think it's made up of the following elements.
End of year performance review.
Absence history
Disciplinary record
Possibly still length of service.
Everyone eligible will be scored against the same criteria.
Are any large extras keeping their night lead?
Quote from: Towers45 on 30-01-23, 08:23PMOur extra has 3 dot com TM all not effected. Lead dot com not effected and lead trade not effected.
We lose lead night and gain 2 shift leaders over night, so 2 TM on nights and 2 shift leaders.
We are going 8 TM to 5 TM in the day and gain 2 shift leaders.
Said it's done on a scoring system.
Our structure will be...
Fresh TM
Ambient TM
Home & Clothing TM
COUTS PFS CSD TM
Stock Admin & Cash TM
Exactly the same in mine only we have 12 daytime TM and are going to 5.
Store Manager 1 on 1s started this evening.
Quote from: Ashbeck on 30-01-23, 09:29PMAre any large extras keeping their night lead?
None.
Tesco has today announced plans to close their remaining in-store counter services, restructuring store management roles and some head office functions, and making some store specific operational changes.
Clearly there is no good time to receive news like this, but it is especially difficult in the midst of a cost of living crisis and will be devastating for those who may be affected. Usdaw will be entering into collective consultation with Tesco immediately to interrogate these proposals.
We will be doing all we can to support members throughout the process with a view to protecting jobs and, where this is not possible, securing the best possible deal for those affected.
If you are impacted by these proposals, you are entitled to representation in your individual consultation meetings when they take place. If you have an Usdaw Rep in your workplace, you can speak to them about representation, alternatively you can contact your local Usdaw Office on 0800 030 80 30 to arrange representation.
Please bear in mind that, at this point in time, there is very little information available other than what has been announced by Tesco. The collective consultation process between Tesco and Usdaw will last several weeks, during which the Union will be seeking the best possible terms for our members, therefore it won't be possible for Reps to answer all of your questions immediately. The Union will be keeping Reps up to date on the progress of the collective consultation, and meeting notes will also be published on Colleague Help, which all Tesco staff can access.
News like this from the Company is never welcome, but the Union wanted to ensure all members knew about the proposals and try to provide some degree of reassurance that we will be doing all we can to support those impacted through this difficult time.
Roughly translates into: we don't give a flying fig 😒
USDAW are not worth the fee. they are s***
Quote from: 2ndtimeround on 30-01-23, 09:28PMQuote from: biggerpicture on 30-01-23, 09:11PMCriteria for Remaining roles please
I'm not sure the exact criteria but think it's made up of the following elements.
End of year performance review.
Absence history
Disciplinary record
Possibly still length of service.
Everyone eligible will be scored against the same criteria.
Absence history is no longer allowed to be used as part of criteria scoring.
Just think some of these managers have done their best for staff plied it on so the latest viewpoint outcome will be good for them. Funny how this has come about after said viewpoint I bet some now wished they've never bothered. :thumbdown:
Any word on team support roles?
Usdaw are an absolute joke! Email paddy Lillis or tweet @PaddyLillisGS or @UsdawUnion.
Pathetic union full of pathetic reps. 🤡
Quote from: Srgd2170 on 30-01-23, 11:07PMUsdaw are an absolute joke! Email paddy Lillis or tweet @PaddyLillisGS or @UsdawUnion.
Pathetic union full of pathetic reps. 🤡
:thumbup: Totally correct!
Quote from: Checkout Superstar on 30-01-23, 09:33PMQuote from: Ashbeck on 30-01-23, 09:29PMAre any large extras keeping their night lead?
None.
Not true. We're a large extra, approx 1.7m with large dotcom. Night lead stays with 2 team managers. SS nearby takes approx 1.2m and goes to 2 night TM and 2 shift leaders.
Quote from: Pmjd84 on 30-01-23, 08:33PMQuote from: Sherwoodforest on 30-01-23, 08:19PM@Pmjd84 surely a night manager who works sat/sun wouldnt save anything as extra day hours will be on sunday
You mean Tesco wouldn't save anything? Yeah in that situation they probably wouldn't. Neither of the managers in my store work both a Saturday & a Sunday so doesn't apply to them. Think they're still losing money overall but happy to do that for the extra day off.
Wouldn't be surprised if going to 4 nights involves a 20% reduction in night premium
Got to lose a night TM and two from days in our SS.
Needless to say morale is rock bottom right now.
Exactly where the share price should go...
Just hope the 🤡 who came up with this dross go from drinking Möet to Stockie lemonade now 🤣
Quote from: whatajoke2019 on 31-01-23, 12:25AMGot to lose a night TM and two from days in our SS.
Needless to say morale is rock bottom right now.
Exactly where the share price should go...
Just hope the 🤡 who came up with this dross go from drinking Möet to Stockie lemonade now 🤣
What's the issue? Most management tasks are now redundant, or will be very soon with simplification of processes and digital advances. Why pay for a salaried colleague who isn't needed. Also, I'm a Store Manager, it's just not hard to see the bigger picture here.
People don't like change. Never have, never will. Don't like it? Leave. Tesco won't miss you, just remember they pay your bills.
essentially managers just glorified shelf stacker, least for nights currently, they just have to receive a sick call, and then take the abuse in the morning / stay behind a few extra hours... better for them to just go to GA's and for the company to fall more apart to be honest.. company so out of touch with stores.. but store managers are non existant, now that's a role you could definitely share the responsibilities out on ! :D
Quote from: SpudChucker1970 on 31-01-23, 01:06AMQuote from: whatajoke2019 on 31-01-23, 12:25AMGot to lose a night TM and two from days in our SS.
Needless to say morale is rock bottom right now.
Exactly where the share price should go...
Just hope the 🤡 who came up with this dross go from drinking Möet to Stockie lemonade now 🤣
What's the issue? Most management tasks are now redundant, or will be very soon with simplification of processes and digital advances. Why pay for a salaried colleague who isn't needed. Also, I'm a Store Manager, it's just not hard to see the bigger picture here.
People don't like change. Never have, never will. Don't like it? Leave. Tesco won't miss you, just remember they pay your bills.
i'm alright jack!!! my job's safe!!! by the way tesco don't pay my bills, i do. they pay me.
Quote from: SpudChucker1970 on 31-01-23, 01:06AMQuote from: whatajoke2019 on 31-01-23, 12:25AMGot to lose a night TM and two from days in our SS.
Needless to say morale is rock bottom right now.
Exactly where the share price should go...
Just hope the 🤡 who came up with this dross go from drinking Möet to Stockie lemonade now 🤣
What's the issue? Most management tasks are now redundant, or will be very soon with simplification of processes and digital advances. Why pay for a salaried colleague who isn't needed. Also, I'm a Store Manager, it's just not hard to see the bigger picture here.
People don't like change. Never have, never will. Don't like it? Leave. Tesco won't miss you, just remember they pay your bills.
The issue is that tesco always looks from bottom up rather than bottom down, tell me something, as a store manager, what exactly do you do? If it wasn't for all the people below you, you wouldn't have a job! Do you think you could keep your store full, clean and priced by yourself??
What is the point of store managers anyway? I bet you my bottom dollar that if you take out all management levels and just left a store manager to run the show, that store manager would have a breakdown within a week!!!😄
This store manager is evidently Tesco's finest and clearly leads by example. I'm alright Jack. Shameful.
I would like to say that this person isn't a store manager as their attitude is far too arrogant to hold that role. Then I remember literally every store manager is an ar**h*le who has no clue what GA's have to go through on a daily basis let alone managers. Clearly he is perfect for Tesco directors as he doesn't give a s*** about anyone under them. If they are actually a store manager then I give my condolences to every colleague and manager who are under them.
The only good news from my view as a current night manager is the option to do my contracted hours over 4 days to give me 3 nights off which is perfect for me and my life and I don't mind losing about £50 a month in night rate to gain 4 days of my life back a month as my life and health is worth far more than £50.And I suspect if the offer is ever opened to the night CA's alot would also welcome it.
It's sad that in some cases the company is going to loose alot of good people but on the flip side clear alot of deadwood out also.
In my eyes this is just the start and all the team managers will be training up the new team support roles to eventually replace them in reality.
So there are barely any changes? I highly doubt it tesco stated they wanted to save 1 billion pound in three years. The only thing I heard was few managers being cut. Has anyone heard about anything regarding premium for night staff or anything affecting nights?
Quote from: whatajoke2019 on 30-01-23, 09:33PMTesco has today announced plans to close their remaining in-store counter services, restructuring store management roles and some head office functions, and making some store specific operational changes.
Clearly there is no good time to receive news like this, but it is especially difficult in the midst of a cost of living crisis and will be devastating for those who may be affected. Usdaw will be entering into collective consultation with Tesco immediately to interrogate these proposals.
We will be doing all we can to support members throughout the process with a view to protecting jobs and, where this is not possible, securing the best possible deal for those affected.
If you are impacted by these proposals, you are entitled to representation in your individual consultation meetings when they take place. If you have an Usdaw Rep in your workplace, you can speak to them about representation, alternatively you can contact your local Usdaw Office on 0800 030 80 30 to arrange representation.
Please bear in mind that, at this point in time, there is very little information available other than what has been announced by Tesco. The collective consultation process between Tesco and Usdaw will last several weeks, during which the Union will be seeking the best possible terms for our members, therefore it won't be possible for Reps to answer all of your questions immediately. The Union will be keeping Reps up to date on the progress of the collective consultation, and meeting notes will also be published on Colleague Help, which all Tesco staff can access.
News like this from the Company is never welcome, but the Union wanted to ensure all members knew about the proposals and try to provide some degree of reassurance that we will be doing all we can to support those impacted through this difficult time.
Roughly translates into: we don't give a flying fig 😒
And Usdaw would have agreed to this
For all remaining night mgrs...you will be offered to go to 4 nights instead of 5. You will not lose any pay from this change. This will happen week 10. No need to speculate on this info its in the pack. Read the pack that your boss has , all is explained in it.
USDAW don't get an option of wether they agree to a change, they simply get notified of the business plan then work through it with the company to try to mitigate the changes and make it as painless as possible for the colleagues.
Change is inevitable and there is nothing any Union can do to halt that, if truth be told there is little the company can do to avoid these changes, it's either adapt to the current retail conditions or go the way of several other retailers over the last decade.
Quote from: 5fdp on 31-01-23, 05:17AMFor all remaining night mgrs...you will be offered to go to 4 nights instead of 5. You will not lose any pay from this change. This will happen week 10. No need to speculate on this info its in the pack. Read the pack that your boss has , all is explained in it.
Bit unfair that the general nightshift assistants don't get the same offer of doing 4day working week though.
Quote from: Happyshopper on 30-01-23, 07:49PMAny news on express stores ?
Large Express stores to lose more hours
Quote from: Towers45 on 30-01-23, 08:40PMQuote from: Generaldogsbody1 on 30-01-23, 08:28PM@Towers45 what size extra are you? How much do you take?
We have one of the biggest dot com operations on our group and are a Cat B
What is a Cat B plse??
We have 3 TMs in Dot Com with 200 + staff and take about 4.5-5 milliom
In my extra
Dot com stays as it is, however TM there are being offered the chance at redundancy, I guess this is to move other managers who would like to stay into there.
Taking dot com out of the picture we have 9 managers and have to go down to 5. One daytime lead, no night lead.
Grocery - 1
Fresh - 1
CSD/PFS/Checkouts etc - 1
Stock/admin/wages/cash - 1
non food/clothing - 1
So four have to go. One is defo taking redundancy, I can see one of them accepting to drop down to shift lead but hard to call with the other two. I will be surprised if Grocery and Stock managers are moved because they are the only one's currently capable of doing those roles so it leaves Fresh, Non Food and Frontend to sort out.
Its not as bas as I was expecting providing the shift leaders who the SM chooses are decent. One of his previous picks for shift lead leaves a lot to be desired but if the right people are in the right place this should work.
Over a decade ago they made majority of Team Leaders redundant... now they are streamlining managers and bringing back Team Leaders under a different name... "Shift Leaders" with far more responsibility without a proper hourly rate due to the basic rate being topped up by a "skills rate" that, much like the night premium, isn't subject to automatic pay increase during pay negotiations.
It's an absolute disgrace and exploitative beyond measure. Less Team Managers working alongside a handful of shift leaders... more responsibilities for less pay.
As for the remaining counters that will be closing... redundancies not being offered is something the Union should fight... the roles will be completely removed, loss of grade and completely new roles offered. Some affected may not be able to do other roles. Once again the company making every attempt to mask fire and rehire by stating that every colleague has the same title so redundancy not required. Absolute bovine.
I feel for all affected by this latest cull. But what infuriates me is that the company are adding more responsibilities on Team managers for less pay and the same goes for shift leaders.
The company also doing their utmost to screw over Lead Managers. Putting aside our gripes at times with management... they are employees that have been totally screwed year on year by this heartless company.
So much for the gratitude for all employees who worked through the pandemic... some of whom lost fellow colleagues during that time.
Quote from: Mikoo on 31-01-23, 07:38AMIn my extra
Dot com stays as it is, however TM there are being offered the chance at redundancy, I guess this is to move other managers who would like to stay into there.
Taking dot com out of the picture we have 9 managers and have to go down to 5. One daytime lead, no night lead.
Grocery - 1
Fresh - 1
CSD/PFS/Checkouts etc - 1
Stock/admin/wages/cash - 1
non food/clothing - 1
So four have to go. One is defo taking redundancy, I can see one of them accepting to drop down to shift lead but hard to call with the other two. I will be surprised if Grocery and Stock managers are moved because they are the only one's currently capable of doing those roles so it leaves Fresh, Non Food and Frontend to sort out.
Its not as bas as I was expecting providing the shift leaders who the SM chooses are decent. One of his previous picks for shift lead leaves a lot to be desired but if the right people are in the right place this should work.
Sounds the same as mine. 5 daytime managers, 1 lead and 3 new shift leads. Shift leads are getting the short straw though, sounds like they will be doing the bulk of duty.
Has anyone heard if night staff will be effected by these changes what is happening with regards to premium payments avd payrise
Quote from: Mikoo on 31-01-23, 07:38AMIn my extra
Dot com stays as it is, however TM there are being offered the chance at redundancy, I guess this is to move other managers who would like to stay into there.
Taking dot com out of the picture we have 9 managers and have to go down to 5. One daytime lead, no night lead.
Grocery - 1
Fresh - 1
CSD/PFS/Checkouts etc - 1
Stock/admin/wages/cash - 1
non food/clothing - 1
So four have to go. One is defo taking redundancy, I can see one of them accepting to drop down to shift lead but hard to call with the other two. I will be surprised if Grocery and Stock managers are moved because they are the only one's currently capable of doing those roles so it leaves Fresh, Non Food and Frontend to sort out.
Its not as bas as I was expecting providing the shift leaders who the SM chooses are decent. One of his previous picks for shift lead leaves a lot to be desired but if the right people are in the right place this should work.
We've been told there is no voluntary redundancy.
So how is one of yours definitely taking it?
Quote from: Loki on 31-01-23, 07:59AMOver a decade ago they made majority of Team Leaders redundant... now they are streamlining managers and bringing back Team Leaders under a different name... "Shift Leaders" with far more responsibility without a proper hourly rate due to the basic rate being topped up by a "skills rate" that, much like the night premium, isn't subject to automatic pay increase during pay negotiations.
It's an absolute disgrace and exploitative beyond measure. Less Team Managers working alongside a handful of shift leaders... more responsibilities for less pay.
As for the remaining counters that will be closing... redundancies not being offered is something the Union should fight... the roles will be completely removed, loss of grade and completely new roles offered. Some affected may not be able to do other roles. Once again the company making every attempt to mask fire and rehire by stating that every colleague has the same title so redundancy not required. Absolute bovine.
I feel for all affected by this latest cull. But what infuriates me is that the company are adding more responsibilities on Team managers for less pay and the same goes for shift leaders.
The company also doing their utmost to screw over Lead Managers. Putting aside our gripes at times with management... they are employees that have been totally screwed year on year by this heartless company.
So much for the gratitude for all employees who worked through the pandemic... some of whom lost fellow colleagues during that time.
Never liked it when the pandemic was used in society as some sort of pecking order of merit. End of day everyone was dealt a different set of cards and had to get on with it.
As for doing a job with more responsibility and less pay. It's definitely c**p if someone finds themselves in that job position. But business is business and younger and more hungry people will come into the role. How long they stay in that role is a different matter and might move on after a few years through burn out. Be interesting what the turn over is in a Aldi store as I would say their management team are under more pressure than Tesco. Though I might be wrong on that assumption.
Dear colleagues
Today, we're announcing some proposed changes to our UK business to ensure we remain focused and competitive in a fast-changing market.
We continually review the way we operate to make sure we are meeting customers' needs and supporting colleagues in a sustainable way. This means doing more of what works and stopping or simplifying where we need to, so that we're running our business as efficiently as possible.
This also means making some difficult but necessary decisions, but will ensure we can continue to invest in the things that matter most for our customers and business. These proposed changes include:
Management changes
Over the last couple of years, we have started rolling out a new management structure in approximately 350 of our smaller Superstores, which better reflects the needs of our stores.
We have now taken the decision to extend this structure across all our larger Superstores and Extra stores.
We will introduce over 1,800 new Shift Leader roles in these stores, leading on the day-to-day operational duties on the shop floor.
We will also realign our manager roles to ensure they are all of equal size and complexity, focusing on overall store performance and supporting our colleagues to serve their customers, communities and planet a little better every day.
With the introduction of these new Shift Leader roles and realignment of management roles, we have taken the difficult decision to reduce the number of Lead and Team Managers in our large stores, impacting around 1,750 colleagues.
We are supporting colleagues impacted by these changes, who will have the option of moving into Shift Leader vacancies with financial support or taking redundancy.
Counter closures
We first announced changes to our counters back in 2019, and we've been reviewing them on an ongoing basis ever since.
We have seen a significant decrease in demand for our counters over the last few years, and our customers no longer say they are a significant reason for them to come in store and shop with us. Instead, they are choosing to buy from our wide range of great quality products available in our aisles.
The majority of our stores no longer operate any counters. In the small number of stores that do still have them, many are only open with reduced days and times – and we have strengthened our in-aisle ranges to ensure that customers can still find the meat, fish and deli products they want.
We have therefore decided to close our remaining counters and hot delis from 26 February, and the space will be repurposed to better reflect our customers' needs. All affected colleagues will be offered alternatives roles in store.
Where we can work with a third party to offer a counter experience in-store, we will continue to do so.
Our management changes will see us introduce as many roles as we're removing and there will be no redundancies as part of the changes to our counters.
In addition to the changes above, there are a small number of other localised changes across our business that we are talking to colleagues about. In our stores, this will include the closure of eight pharmacies, where there are other pharmacies within one mile of our store, moving overnight roles to the day time in 12 stores and reducing hours within some Post Offices. We are also removing a small number of roles in different functions of our Head Office and closing the Tesco Maintenance National Operating Centre (NOC) in Milton Keynes. Taking into account all the localised changes, we expect this to impact around 350 roles across the business.
Managers in teams that are affected in Head Office have already reached out to impacted colleagues to inform and support them. We will now enter a consultation process with USDAW on these proposals. Our priority is to support colleagues impacted by these changes and help them find alternative roles within our business. We currently have around 2,000 vacancies, in addition to the more than 1,800 new shift leader roles we will be introducing to stores.
These are difficult decisions to make, but they are necessary to ensure we remain focused on delivering value for our customers wherever we can as well as ensuring our store offer reflects what our customers value the most.
Quote from: SpudChucker1970 on 31-01-23, 01:06AMQuote from: whatajoke2019 on 31-01-23, 12:25AMGot to lose a night TM and two from days in our SS.
Needless to say morale is rock bottom right now.
Exactly where the share price should go...
Just hope the 🤡 who came up with this dross go from drinking Möet to Stockie lemonade now 🤣
What's the issue? Most management tasks are now redundant, or will be very soon with simplification of processes and digital advances. Why pay for a salaried colleague who isn't needed. Also, I'm a Store Manager, it's just not hard to see the bigger picture here.
People don't like change. Never have, never will. Don't like it? Leave. Tesco won't miss you, just remember they pay your bills.
I would suggest you read your post again 8-) you have just outlined your own future demise!
I recall the People Partners lack of empathy and compassion during previous culls of GA's facing redundancy, either accepting unfavourable/ unworkable changes or leave..."you know where the door is!"
The same ones who were crying and expecting support and compassion when they later faced the same fate!
As a store manager you are far from safe my friend! As you say simplification of processes and digital advances will make single store managers surplus to requirements! Looking at the bigger picture here, it will become commonplace to have just one store manager oversee and manage several stores in the area.
Meetings between teams in different stores will be on zoom.
Only the ones who can adapt and change will survive. All will be monitored on performance to deliver! What they get away with now in their own little sanctuaries, hiding behind their "yes boss" team will be removed, as other stores will not be so loyal or happy take the bullet to save your arse at the risk of a bad annual review!
The tiers of higher management, on big salaries and bonus's is definitely on their radar, then it will be..."Don't like it? Leave. Tesco won't miss you, just remember they pay YOUR bills."
Is this a voluntary or compulsory redundancy situation?
If there are only 4 TM roles available but 11 managers on site what happens if no one wants the shift keader role or redundancy? Will all managers have to reapply for remaining roles?
Has anyone had their 1-1 yet that can shed some light?
Quote from: lucgeo on 31-01-23, 08:48AMQuote from: SpudChucker1970 on 31-01-23, 01:06AMQuote from: whatajoke2019 on 31-01-23, 12:25AMGot to lose a night TM and two from days in our SS.
Needless to say morale is rock bottom right now.
Exactly where the share price should go...
Just hope the 🤡 who came up with this dross go from drinking Möet to Stockie lemonade now 🤣
What's the issue? Most management tasks are now redundant, or will be very soon with simplification of processes and digital advances. Why pay for a salaried colleague who isn't needed. Also, I'm a Store Manager, it's just not hard to see the bigger picture here.
People don't like change. Never have, never will. Don't like it? Leave. Tesco won't miss you, just remember they pay your bills.
I would suggest you read your post again 8-) you have just outlined your own future demise!
I recall the People Partners lack of empathy and compassion during previous culls of GA's facing redundancy, either accepting unfavourable/ unworkable changes or leave..."you know where the door is!"
The same ones who were crying and expecting support and compassion when they later faced the same fate!
As a store manager you are far from safe my friend! As you say simplification of processes and digital advances will make single store managers surplus to requirements! Looking at the bigger picture here, it will become commonplace to have just one store manager oversee and manage several stores in the area.
Meetings between teams in different stores will be on zoom.
Only the ones who can adapt and change will survive. All will be monitored on performance to deliver! What they get away with now in their own little sanctuaries, hiding behind their "yes boss" team will be removed, as other stores will not be so loyal or happy take the bullet to save your arse at the risk of a bad annual review!
The tiers of higher management, on big salaries and bonus's is definitely on their radar, then it will be..."Don't like it? Leave. Tesco won't miss you, just remember they pay YOUR bills."
Fantastic news. I must have missed that section within our new contract. I'll now refer the numerous debt collection agencies to Tesco so as to collect monies owed from them for non payment of my bills.
SS taking 850k - Losing Lead and two TMs going to SM, Services, Fresh, Grocery and Admin.
No change to Team Supports (my guess is next year however). PFS hours may change, I'm told.
We lost nights a year ago, took on 5 SLs.
The simplification of admin isn't just happening in Retail but a number of industries, ERP suites automate much of the head office admin and payroll and reduces the burden on front end admin as well.
We're in the midst of an era of deglobalization, supply chains are more regional and segmented than before covid meaning inflation is going to be a much bigger factor for us than the past 15 years before covid, what comes with higher inflation is higher interest rates, and that is anathema to businesses as they can no longer borrow money so cheaply. With this being the case, competition increases and to achieve that, supermarkets must operate as lean as possible with a strategy on customer value at the forefront.
A career in Retail is set to get worse, the best thing anyone can do is to diversify their skill set, this is much easier said than done for a lot of people as I know too well that most positions at Tesco pays just enough to get by on without allowing any extra to develop yourself.
As someone who's been told where the door is by surly Retail Managers, went through the door and came back in through the door to a completely different position, going through that door was the best thing I've ever done.
The resilience you build up working at Tesco will serve you very well in a number of other companies. There are plenty of transferable skills that you pick up in Retail as well that has value in other industries, a bit of out of the box thinking and innovation in how you sell yourself will also serve you well.
Appreciate there are a lot of changes and we could go the way of the likes of BHS etc but how about the big T start to look at things like poorly stacked cages that cost money in waste and reductions too?
Heavy boxes of vegetable spread chucked on top of sandwiches and crushing them beyond all recognition. Things like that.
Yes, digital systems can be advantageous but look at some of the issues we have with ours.
Front end software that's riddled with bugs or having customers queue at the tills to top up their phones to find out they've got to queue *again* because the new software isn't capable of swipe cards for PAYG.
And not only that it feels like we are also paying the price for the failure that is Jack's and then Sky News are also reporting there are "rumours" the big T are in talks for a pre-pack agreement with Paperchase.
So, not only do Paperchase colleagues lose their jobs and stores close, people are demoted, made redundant or moved onto areas that don't attract skills payments just so we can 'spaff' money on a brand that's sadly a victim of the current climate and gone into administration.
Ah Jack's, now there's a name that Tesco want you to forget about.
It arrived with huge fanfare and how this was going to be the future but has disappeared with hardly a mention.
What's the salary different from shift leader to LTM?
Shift Leaders are on approximately £12 an hour (a few pennies above I believe), if you assume full time with Sunday premium/bank holiday premium, they're on around £23-24k a year currently.
Team Managers are on minimum £26k a year going up to around £36-38k a year I believe.
Lead Managers are on minimum £35-36k a year and can go up to about £60k-£65k a year I believe.
Quote from: whatajoke2019 on 31-01-23, 10:19AMAppreciate there are a lot of changes and we could go the way of the likes of BHS etc but how about the big T start to look at things like poorly stacked cages that cost money in waste and reductions too?
Heavy boxes of vegetable spread chucked on top of sandwiches and crushing them beyond all recognition. Things like that.
Yes, digital systems can be advantageous but look at some of the issues we have with ours.
Front end software that's riddled with bugs or having customers queue at the tills to top up their phones to find out they've got to queue *again* because the new software isn't capable of swipe cards for PAYG.
And not only that it feels like we are also paying the price for the failure that is Jack's and then Sky News are also reporting there are "rumours" the big T are in talks for a pre-pack agreement with Paperchase.
So, not only do Paperchase colleagues lose their jobs and stores close, people are demoted, made redundant or moved onto areas that don't attract skills payments just so we can 'spaff' money on a brand that's sadly a victim of the current climate and gone into administration.
Not to mention the leaking bags of raw chicken dumped on top of trays of cauliflower..
Quote from: General Thorn on 31-01-23, 12:33PMAh Jack's, now there's a name that Tesco want you to forget about.
It arrived with huge fanfare and how this was going to be the future but has disappeared with hardly a mention.
Actually Jack's lives on as a Tesco brand sold through Bookers - visit a Budgens store & you'll see!
Hmmmmmm letting good Managers go but hey lets buy Paperchase a new business instaed!!!!!
You do know Tesco is the size of a large town and as such can do many things than just make sure they have so called good managers and don't upset them when they do a restructuring ;)
Quote from: SpudChucker1970 on 31-01-23, 01:06AMQuote from: whatajoke2019 on 31-01-23, 12:25AMGot to lose a night TM and two from days in our SS.
Needless to say morale is rock bottom right now.
Exactly where the share price should go...
Just hope the 🤡 who came up with this dross go from drinking Möet to Stockie lemonade now 🤣
What's the issue? Most management tasks are now redundant, or will be very soon with simplification of processes and digital advances. Why pay for a salaried colleague who isn't needed. Also, I'm a Store Manager, it's just not hard to see the bigger picture here.
People don't like change. Never have, never will. Don't like it? Leave. Tesco won't miss you, just remember they pay your bills.
Tasks have definitely been made redundant...but leadership has not....the Shift Leaders clock in/out ...if the job gets done...it gets done ..but if not someone else will get it ....the only drive you see from Shift Leaders is their car leave the car park .
I have first hand experience of SS working with the new format...it's not pretty....very few Team Managers step down....but more GA's taking the Shift Leader roles...but they lack the experience and leadership to deliver the role
What many don't realise is we are now in a period of collective consult meaning nothing is currently set in stone. Tesco will be consulting with colleague representatives and union representatives to propose the planned changes over 45 days.
If like many you are frustrated with the changes, you have a voice and now is absolutely the time to use it.
Many team/lead managers facing redundancy who are desperate to keep their jobs. And many team/lead managers not affected but have no desire to remain with the company. On my group many of the local affected stores have managers who would happily take the roles of those in unaffected stores.
If you are in the union I would highly recommend reaching out to your local office and speaking to your USDAW or SATA representative as they can feed this back to the collective consult via the national rep. The more feedback they have directly from their members the easier it is for them to aim for the right thing for us.
If you are not in the union you still have other forums to be able to feedback. Including during any meetings you may have in the coming days/weeks.
Not to say Tesco will change how they are approaching this however it requires of the voice of many to make us heard.
Many senior managers and line managers have been the most unproductive and least efficient staff on the payroll for years.
I can only speak of my experiences with the managers in the stores that I have worked in over the past 20yrs. I appreciate that there are hard working managers in the company, but they are rare.
Far too many of them have spent years spending 90% of their working week sat in an office.
In my experience the ship really started to sink when they first started getting rid of night teams and team leaders. Night teams done 95% of the filling and team leaders actually ran the departments with a hands on approach.
The scaling back of management has long been overdue. We need more GAs on shop floors.
The new manager role is more of an admin role. Shift leads will run the shop floor and free up managers to do the office based work that needs to be completed.
Some of the work has been simplified but overtime still needs to be requested and then launched. Reviews need to be done. Holidays need to be tracked etc. As we move towards colleague getting first pick of any hours in the store there will be more and more weekly changes to be made. Just the tip of the iceberg but these are the tasks that relate more closely to colleagues.
Its all being done off a points system. So unless the SM has been favouring certain managers over others for a while it should all be done fairly.
Problem is now all the brown nose useless managers who suck up to the store manager will score high in the selection process, and the good ones who do a good job and look after the staff will be out the door, making it even worse for the colleagues and cause a headache for the store manager, pushing the company into further decline
I personally know of 2 stores where GAs have not had reviews for up to 10yrs. I personally have not had a review since 2011. Store manager told me that reviews are soon to be done by ourselves through the app and managers will simply add feedback.
Reviews, holiday requests, overtime, rotas are all set to be done by the app. Which essentially can all be done on a mobile phone whilst sitting on a toilet.
Shift leaders are glorified fillers.
So tesco announced they are getting rid of managers etc, but yet on the same day they announce they are buying the paperchase brand. How does the company think the managers are affected going to react. I am one of many team managers affected by this. It is disgraceful the way the company has treated us. They do not care about cost of living or anything!! As long as they get their bonus its 2 fingers up to the rest of us
Quote from: Eskimo 2 on 31-01-23, 07:54PMProblem is now all the brown nose useless managers who suck up to the store manager will score high in the selection process, and the good ones who do a good job and look after the staff will be out the door, making it even worse for the colleagues and cause a headache for the store manager, pushing the company into further decline
The selection criteria won't allow any wrong doings.
Quote from: Ulsterlass on 31-01-23, 08:15PMSo tesco announced they are getting rid of managers etc, but yet on the same day they announce they are buying the paperchase brand. How does the company think the managers are affected going to react. I am one of many team managers affected by this. It is disgraceful the way the company has treated us. They do not care about cost of living or anything!! As long as they get their bonus its 2 fingers up to the rest of us
To ever think your anything but a number to tesco is silly. It's all about the bottom line for them.
I'm also effected, very little incentive for me or any other effected manager to deliver anything above showing up and booking whatever holidays my colleagues want for next year.
What will they do? Manage us now 😂
This shower of s*** running the show now can't run a p**s up in a brewery let alone a billions pound company.
how is it that the .com team managers are protected and not in the pool of people going through all this???
@rockley because there special,very very VERY special
Quote from: rockley200 on 01-02-23, 12:01AMhow is it that the .com team managers are protected and not in the pool of people going through all this???
Because dot com added to a store and not as a dedicated darkstore/warehouse losses the store money, sucks up staff when the pick is behind has to get the overtime hours for drivers, destroys the store standards, takes the best dates and has huge repair bills for unreliable vans.
That's why... ;D
Quote from: Davethebave on 31-01-23, 10:02PMQuote from: Ulsterlass on 31-01-23, 08:15PMSo tesco announced they are getting rid of managers etc, but yet on the same day they announce they are buying the paperchase brand. How does the company think the managers are affected going to react. I am one of many team managers affected by this. It is disgraceful the way the company has treated us. They do not care about cost of living or anything!! As long as they get their bonus its 2 fingers up to the rest of us
To ever think your anything but a number to tesco is silly. It's all about the bottom line for them.
I'm also effected, very little incentive for me or any other effected manager to deliver anything above showing up and booking whatever holidays my colleagues want for next year.
What will they do? Manage us now 😂
Your colleagues that will be still working well beyond the next few weeks will be so glad to hear how little this maters to you. It's a huge thing for colleagues. Getting it right is for them. If you stay it's booked and if you go you don't leave with a bad impression.
morale has actually gone up in my store,now GA's know certain managers are likely to go
Well, I ended up being proven wrong thinking it was about customer colleagues and not team managers, it's both!
For me I am happy with redundancy ( if I'm eligible ), but I know that some people are distraught out there. I would suggest to those that are affected and fearful of the future, don't be. This company has ground us down to not believe we are worth anything. We are tasked to deliver monumental changes at the drop of a hat by the incompetent's at HO. We can make on the fly decisions and deliver above and beyond on many occasions, and receive zero praise for it. You're better than you think and have a lot bigger skill set that other employers are looking out for. Go into work with your heads held high, continue to do your best for your team, and whether you stay or leave the most important factor is you, as I said above, you're better than you think.
Totally agree with the above 8-)
If you're good at your job then you will find better elsewhere!
When the last cull of Team Leaders happened, a lot in my store took redundancy. They were good at their job and well trained into it ( the days when Tesco training was thorough).
The majority went on to roles of better pay and conditions in different sectors, none in retail! Some have been promoted to managers and above!
When the cull of People Partners happened, most took redundancy and the pool left of those wanting to stay was few! The positions were given to those who weren't the best of the bunch!
Again the redundant PP's went on to achieve better positions out of retail.
Ditto compliance managers.
If you are good at your job, know your worth, then there are good positions out there, just consider other sectors and not just focus on retail.
Just a reminder to complete your EVM survey... Store manager bonus depends on it
Quote from: markwinters on 01-02-23, 09:14AMJust a reminder to complete your EVM survey... Store manager bonus depends on it
Quote from: Nightworker on 01-02-23, 09:38AMQuote from: markwinters on 01-02-23, 09:14AMJust a reminder to complete your EVM survey... Store manager bonus depends on it
What happens if you have 2 Team managers and one job going. But neither want the job how do they stand then?
Quote from: NorthbyNorthwest on 01-02-23, 07:29AMWell, I ended up being proven wrong thinking it was about customer colleagues and not team managers, it's both!
For me I am happy with redundancy ( if I'm eligible ), but I know that some people are distraught out there. I would suggest to those that are affected and fearful of the future, don't be. This company has ground us down to not believe we are worth anything. We are tasked to deliver monumental changes at the drop of a hat by the incompetent's at HO. We can make on the fly decisions and deliver above and beyond on many occasions, and receive zero praise for it. You're better than you think and have a lot bigger skill set that other employers are looking out for. Go into work with your heads held high, continue to do your best for your team, and whether you stay or leave the most important factor is you, as I said above, you're better than you think.
Tesco has become an dump. Better leave now than later. The way you see aldi and lidl working is what will happen to staff better to flee sinking ship.Either get better job or go back into education.
Wait and you still work there?
Does that make you Stig of the Dump ;D
If there's any chance of redundancy take it. As the last few years have proved they're out to shaft everyone. Never hear anyone who got paid off and escaped complaining.
What's the timeframe to remove these roles? Usually these type of changes get implemented over 3/4 month
Quote from: Redshoes on 01-02-23, 12:46AMQuote from: Davethebave on 31-01-23, 10:02PMQuote from: Ulsterlass on 31-01-23, 08:15PMSo tesco announced they are getting rid of managers etc, but yet on the same day they announce they are buying the paperchase brand. How does the company think the managers are affected going to react. I am one of many team managers affected by this. It is disgraceful the way the company has treated us. They do not care about cost of living or anything!! As long as they get their bonus its 2 fingers up to the rest of us
To ever think your anything but a number to tesco is silly. It's all about the bottom line for them.
I'm also effected, very little incentive for me or any other effected manager to deliver anything above showing up and booking whatever holidays my colleagues want for next year.
What will they do? Manage us now 😂
Your colleagues that will be still working well beyond the next few weeks will be so glad to hear how little this maters to you. It's a huge thing for colleagues. Getting it right is for them. If you stay it's booked and if you go you don't leave with a bad impression.
Giving the size and complexity of the new roles I wouldn't be staying either way.
My colleagues will get their reviews and the correct holidays booked for them along with any extra training they want to help them succeed. But I won't be doing anything extra that contributes to Tesco. No trade driving, no working extra hours to cover management rotas, etc
Quote from: Nightworker on 01-02-23, 09:41AMQuote from: Nightworker on 01-02-23, 09:38AMQuote from: markwinters on 01-02-23, 09:14AMJust a reminder to complete your EVM survey... Store manager bonus depends on it
What happens if you have 2 Team managers and one job going. But neither want the job how do they stand then?
the 1 that gets selected will only have the choice to either take the job or leave (with no redundancy). The other will have a choice of redundancy or step down to shift leader with pay protection for 2 years
Quote from: The crow on 01-02-23, 10:42AMQuote from: Nightworker on 01-02-23, 09:41AMQuote from: Nightworker on 01-02-23, 09:38AMQuote from: markwinters on 01-02-23, 09:14AMJust a reminder to complete your EVM survey... Store manager bonus depends on it
What happens if you have 2 Team managers and one job going. But neither want the job how do they stand then?
the 1 that gets selected will only have the choice to either take the job or leave (with no redundancy). The other will have a choice of redundancy or step down to shift leader with pay protection for 2 years
Pay protection is capped at 25% by the way
So if your on 400 a week
Shift leaders 200 a week
New wage will be 250 not 400
Policy was updated early jan
Quote from: Davethebave on 01-02-23, 11:01AMQuote from: The crow on 01-02-23, 10:42AMQuote from: Nightworker on 01-02-23, 09:41AMQuote from: Nightworker on 01-02-23, 09:38AMQuote from: markwinters on 01-02-23, 09:14AMJust a reminder to complete your EVM survey... Store manager bonus depends on it
What happens if you have 2 Team managers and one job going. But neither want the job how do they stand then?
the 1 that gets selected will only have the choice to either take the job or leave (with no redundancy). The other will have a choice of redundancy or step down to shift leader with pay protection for 2 years
Pay protection is capped at 25% by the way
So if your on 400 a week
Shift leaders 200 a week
New wage will be 250 not 400
Policy was updated early jan
As this thread started... Updated policies should always raise the alarm, Protection Pay now worthless in my opinion, the "new" jobs whether SLeader Or Team manager both impossible, time to leave folks, redundancy or not- but they should offer it to all, as its undoubtedly a MAJOR change- USDAw asleep at the wheel once again- Wonder if Sickness affects the score??????
Quote from: Bobmay on 01-02-23, 09:48AMQuote from: NorthbyNorthwest on 01-02-23, 07:29AMWell, I ended up being proven wrong thinking it was about customer colleagues and not team managers, it's both!
For me I am happy with redundancy ( if I'm eligible ), but I know that some people are distraught out there. I would suggest to those that are affected and fearful of the future, don't be. This company has ground us down to not believe we are worth anything. We are tasked to deliver monumental changes at the drop of a hat by the incompetent's at HO. We can make on the fly decisions and deliver above and beyond on many occasions, and receive zero praise for it. You're better than you think and have a lot bigger skill set that other employers are looking out for. Go into work with your heads held high, continue to do your best for your team, and whether you stay or leave the most important factor is you, as I said above, you're better than you think.
Tesco has become an dump. Better leave now than later. The way you see aldi and lidl working is what will happen to staff better to flee sinking ship.Either get better job or go back into education.
Managers are scored. Criteria will be confirmed on mon. The person who gets the highest score get the jobs. You can't refuse it as you have been given a job so are not at risk. If you don't score high enough to get a job it's step down to shift lead or redundancy.
The way it has been done in the past, available jobs in the group have been offered out too. Options will pick up again as stores will be at structure so gaps will need filling going forward.
We were told by one of our lead team,that they have the chance to step down to one of the new manager roles,this hardly seems fair,as that is one less job,for the rest of us to fight for,there are 10 of us at the moment going after 5 jobs,which could now well be 4,so not good
All of us in store want to take redundancy. Would have made sense for them to do voluntary and let the people who want to stay, stay.
Quote from: Davethebave on 01-02-23, 12:33PMAll of us in store want to take redundancy. Would have made sense for them to do voluntary and let the people who want to stay, stay.
Same in our store. :thumbup:
At least some are being offered redundancy!
Unfortunately my store has been given an extra manager role as part of this compared to last year, so we are now at structure!!!
We were all happy when it was announced as we were all planning on taking redundancy due to being over, then the bombshell about them putting 4 managers in our store instead of 3!
No chance of redundancy for any of us!
We know that the 2 extras close to us are losing 14 managers between them and most want to stay with the company with them being young and new to the company.
We have asked the question can we go with redundancy and they take our positions, only to be told no!
Quote from: kaled78 on 01-02-23, 12:20PMWe were told by one of our lead team,that they have the chance to step down to one of the new manager roles,this hardly seems fair,as that is one less job,for the rest of us to fight for,there are 10 of us at the moment going after 5 jobs,which could now well be 4,so not good
Senior team probably won't step down but it depends on individual pay out etc. You also have the right to a shift lead job. We have filled our shift lead jobs in our store so if anyone decides to step down from manager to shift lead they get first pickings at the jobs. It has always been done this way. I have seen it many times in my 30+ years.
We all knew something was coming. We all know that stepping down will always be an option. I have been through this process twice before. The process is now not so good for colleagues. Very little chance of redundancy for colleagues going forward.
So the general consensus is that those that want to take redundancy will have to stay and those that want to stay will be forced to take redundancy.
If USDAW are a tenth of the union they think they are they'll try and make this fair for the hose that want to stay/go.
Does anyone have any idea what the criteria will be ?
No, it's case by case basis. All based on criteria/scores. You don't yet know the criteria or how you have scored. All we have been told so far is that the scoring has to be fair. No favourites. No manipulation. Group PM will review the scores and will be signed off by SD. That's why it will take four weeks as it's all stores.
If you want to stay and you have performed well chances are you will stay. If you have any live warnings or are being performance managed you Will probably score low. The stores where the managers are move level it will be less clear. That's why we need to wait to see full criteria. At this point in time nobody now who will stay or go, not even the SM.
Quote from: Towers45 on 01-02-23, 03:30PMDoes anyone have any idea what the criteria will be ?
Update on Monday. Other than wha5 I have said below we only know attendance will not play a part. Unsure about availability etc but most managers have very good availability. We have two with childcare issues but we work round them and that should not be part of it.
Union and head office still in talks over criteria.
Only other thing is top scoring manager gets to pick the job first. So say the checkout manager scored higher they may well pick team manager accountable for replenishment. It's unlikely but it's possible.
Quote from: Redshoes on 01-02-23, 03:34PMNo, it's case by case basis. All based on criteria/scores. You don't yet know the criteria or how you have scored. All we have been told so far is that the scoring has to be fair. No favourites. No manipulation. Group PM will review the scores and will be signed off by SD. That's why it will take four weeks as it's all stores.
If you want to stay and you have performed well chances are you will stay. If you have any live warnings or are being performance managed you Will probably score low. The stores where the managers are move level it will be less clear. That's why we need to wait to see full criteria. At this point in time nobody now who will stay or go, not even the SM.
My store manager said that he will have a decision by Thursday next week? As the criteria comes down Monday.
So just to be clear - those managers demoted to Shift Leader will still be expected to do the same job as before. After all, the work is still there and you've had the training and got the experience. You'll effectively be doing the same job for less money - the oldest trick in the book :D
All this rubber stamped by that useless so called union - USDAW (don't waste your money on them)
Fire and rehire. Immoral.
Quote from: Teddybonkers on 01-02-23, 04:00PMSo just to be clear - those managers demoted to Shift Leader will still be expected to do the same job as before. After all, the work is still there and you've had the training and got the experience. You'll effectively be doing the same job for less money - the oldest trick in the book :D
All this rubber stamped by that useless so called union - USDAW (don't waste your money on them)
No, it's a smaller role. Less responsibilities. No scheduling, no holiday booking, no reviews etc. Will still hold duty and run shop floor. Admin tasks go to managers.
On the back of this I can see wages being cut in time. More of the wages side of things will probably fall within the manager role. It has been going that way for a very long time.
Tesco could make a few quid if they turn it into managers squid game when the shop shut, if netflix are reading this, remember it was my idea.
PS it would be fairer than pp/sd signing off on people they've never met.
Quote from: Sherwoodforest on 01-02-23, 04:55PMTesco could make a few quid if they turn it into managers squid game when the shop shut, if netflix are reading this, remember it was my idea.
PS it would be fairer than pp/sd signing off on people they've never met.
;D
Quote from: Redshoes on 01-02-23, 04:41PMQuote from: Teddybonkers on 01-02-23, 04:00PMSo just to be clear - those managers demoted to Shift Leader will still be expected to do the same job as before. After all, the work is still there and you've had the training and got the experience. You'll effectively be doing the same job for less money - the oldest trick in the book :D
All this rubber stamped by that useless so called union - USDAW (don't waste your money on them)
No, it's a smaller role. Less responsibilities. No scheduling, no holiday booking, no reviews etc. Will still hold duty and run shop floor. Admin tasks go to managers.
On the back of this I can see wages being cut in time. More of the wages side of things will probably fall within the manager role. It has been going that way for a very long time.
"No, its a smaller role..............." Grow up mate. They'll be asked to do everything the manager can't be bothered to do themselves. They'll offload as much as possible onto the new Shift Leaders, and make their life utterly miserable if they try to resist.
My manager looks defeated. She thinks how long you have been with the company will play a part and she has only been with Tesco since 2018 so despite being one of the top 3 competent managers in the store she might get replaced by one who has been here over 20 years and is lazy as f***.
Quote from: Redshoes on 01-02-23, 03:42PMOnly other thing is top scoring manager gets to pick the job first. So say the checkout manager scored higher they may well pick team manager accountable for replenishment. It's unlikely but it's possible.
So Jenny from Checkouts could score the highest but choose to go and run Grocery/Stock control?
Why would they? checkouts is the easiest manager gig in the store as team support do everything for them.
Very true. Out checkouts ate run day to day by the team support whilst the manager can usually be found stacking the shelves.
Be interested to see criteria. One manager I know of has been with company 30 yrs but has a file full of complaints and investigations due to bullying
So what will be the s*** leaders responsibility and what in that case is the Team Managers also .
Shift leaders will basically be head prefect running around being duty and making sure everyone is doing the jobs they should be doing while managers will continue as they are now but with a bigger workload of people to oversee.
Either way I think both the shift leader and the team manager lose out. Both are getting bigger tasks to do for little extra benefit, in the case of the shift leader - none at all.
I cannot see how having managers who used to have 15 staff on their rotas now having close to 40 will make things simpler. Which is the odd excuse they have given for the changes.
Doesn't work, at least my 2 local stores that went to shift leaders after last restructure. Fresh manager helping change ends one morning for instance, lead team constantly packing out when I visit, only benefit I see for managers is no duty, although I'd imagine still constantly called anyway if shift lead can't deal with.
We all know we will still be doing the task as managers. That will never change. Does everyone think it'll be the managers with the least service who will go?
Always the case. Usually comes down to length of service as everyone is usually on a par with all the other aspects of the matrix ie appraisals, absence etc .
Quote from: Towers45 on 01-02-23, 08:05PMWe all know we will still be doing the task as managers. That will never change. Does everyone think it'll be the managers with the least service who will go?
Sadly yes which in my opinion is grossly unfair. Length of service should not be a factor in the decision and shame on USDAW if they allow it which you can bet they will.
Our best manager in the store is the one who has only been with Tesco for 5 years. Its a disgrace some arse over tit points system might see them out of a job.
The backstabbing between managers trying to save themselves has already happened in my store. They have no shame at all.
Quote from: Davethebave on 01-02-23, 11:01AMQuote from: The crow on 01-02-23, 10:42AMQuote from: Nightworker on 01-02-23, 09:41AMQuote from: Nightworker on 01-02-23, 09:38AMQuote from: markwinters on 01-02-23, 09:14AMJust a reminder to complete your EVM survey... Store manager bonus depends on it
What happens if you have 2 Team managers and one job going. But neither want the job how do they stand then?
the 1 that gets selected will only have the choice to either take the job or leave (with no redundancy). The other will have a choice of redundancy or step down to shift leader with pay protection for 2 years
Pay protection is capped at 25% by the way
So if your on 400 a week
Shift leaders 200 a week
New wage will be 250 not 400
Policy was updated early jan
so basically it's protected pay for 6 months and not 2 years. bullshitting conning bar stewards >:(
Quote from: Redshoes on 01-02-23, 12:11PMQuote from: Bobmay on 01-02-23, 09:48AMQuote from: NorthbyNorthwest on 01-02-23, 07:29AMWell, I ended up being proven wrong thinking it was about customer colleagues and not team managers, it's both!
For me I am happy with redundancy ( if I'm eligible ), but I know that some people are distraught out there. I would suggest to those that are affected and fearful of the future, don't be. This company has ground us down to not believe we are worth anything. We are tasked to deliver monumental changes at the drop of a hat by the incompetent's at HO. We can make on the fly decisions and deliver above and beyond on many occasions, and receive zero praise for it. You're better than you think and have a lot bigger skill set that other employers are looking out for. Go into work with your heads held high, continue to do your best for your team, and whether you stay or leave the most important factor is you, as I said above, you're better than you think.
Tesco has become an dump. Better leave now than later. The way you see aldi and lidl working is what will happen to staff better to flee sinking ship.Either get better job or go back into education.
Managers are scored. Criteria will be confirmed on mon. The person who gets the highest score get the jobs. You can't refuse it as you have been given a job so are not at risk. If you don't score high enough to get a job it's step down to shift lead or redundancy.
The way it has been done in the past, available jobs in the group have been offered out too. Options will pick up again as stores will be at structure so gaps will need filling going forward.
options ;D ;D ;D ;D ;D ;D ;D ;D ;D
Quote from: Redshoes on 01-02-23, 12:11PMQuote from: Bobmay on 01-02-23, 09:48AMQuote from: NorthbyNorthwest on 01-02-23, 07:29AMWell, I ended up being proven wrong thinking it was about customer colleagues and not team managers, it's both!
For me I am happy with redundancy ( if I'm eligible ), but I know that some people are distraught out there. I would suggest to those that are affected and fearful of the future, don't be. This company has ground us down to not believe we are worth anything. We are tasked to deliver monumental changes at the drop of a hat by the incompetent's at HO. We can make on the fly decisions and deliver above and beyond on many occasions, and receive zero praise for it. You're better than you think and have a lot bigger skill set that other employers are looking out for. Go into work with your heads held high, continue to do your best for your team, and whether you stay or leave the most important factor is you, as I said above, you're better than you think.
Tesco has become an dump. Better leave now than later. The way you see aldi and lidl working is what will happen to staff better to flee sinking ship.Either get better job or go back into education.
Managers are scored. Criteria will be confirmed on mon. The person who gets the highest score get the jobs. You can't refuse it as you have been given a job so are not at risk. If you don't score high enough to get a job it's step down to shift lead or redundancy.
The way it has been done in the past, available jobs in the group have been offered out too. Options will pick up again as stores will be at structure so gaps will need filling going forward.
i bet there's a hell of a lot of managers hoping and praying they don't get the highest score
Quote from: Redshoes on 01-02-23, 03:42PMOnly other thing is top scoring manager gets to pick the job first. So say the checkout manager scored higher they may well pick team manager accountable for replenishment. It's unlikely but it's possible.
so it's possible we could end up being managed by a complete ar**h*le.....again!! :'(
That is the flaw.
Hopefully the new points system they are using is more accurate than the heatmap otherwise we are even more f***ed than before. The likely outcome here is all the incompetent managers getting the top roles and the better ones being demoted to shift leader and leaving.
It has disaster written all over it.
Like someone said above, there are no winners here.
Length of service isn't used often in redundancy these days as it can be seen as discriminatory due to age. Tosco haven't used it in redundancy criteria in recent years.
Quote from: fatlad on 01-02-23, 06:37PMVery true. Out checkouts ate run day to day by the team support whilst the manager can usually be found stacking the shelves.
In my old Extra our checkout manager dat in an office doing F-All while me and my Team support ran the department.
Quote from: Ashbeck on 01-02-23, 09:12PMLength of service isn't used often in redundancy these days as it can be seen as discriminatory due to age. Tosco haven't used it in redundancy criteria in recent years.
Not sure what else than can use
Quote from: lackofinterest on 01-02-23, 08:55PMQuote from: Redshoes on 01-02-23, 12:11PMQuote from: Bobmay on 01-02-23, 09:48AMQuote from: NorthbyNorthwest on 01-02-23, 07:29AMWell, I ended up being proven wrong thinking it was about customer colleagues and not team managers, it's both!
For me I am happy with redundancy ( if I'm eligible ), but I know that some people are distraught out there. I would suggest to those that are affected and fearful of the future, don't be. This company has ground us down to not believe we are worth anything. We are tasked to deliver monumental changes at the drop of a hat by the incompetent's at HO. We can make on the fly decisions and deliver above and beyond on many occasions, and receive zero praise for it. You're better than you think and have a lot bigger skill set that other employers are looking out for. Go into work with your heads held high, continue to do your best for your team, and whether you stay or leave the most important factor is you, as I said above, you're better than you think.
Tesco has become an dump. Better leave now than later. The way you see aldi and lidl working is what will happen to staff better to flee sinking ship.Either get better job or go back into education.
Managers are scored. Criteria will be confirmed on mon. The person who gets the highest score get the jobs. You can't refuse it as you have been given a job so are not at risk. If you don't score high enough to get a job it's step down to shift lead or redundancy.
The way it has been done in the past, available jobs in the group have been offered out too. Options will pick up again as stores will be at structure so gaps will need filling going forward.
i bet there's a hell of a lot of managers hoping and praying they don't get the highest score
Yes me✋
Take the money and run. It's an employee market at the minute, places crying out for staff!
If you get the chance to take the money do it. You'll be better valued elsewhere. Tesco is a shadow of its former self.
I can remember 25 odd years ago having a management team close to 30. A store that was full and a team that would work hard whilst having fun and handing a great store back to nights each day. New stores opening which created growth for development and bringing people through the ranks.
Trouble is that changed and things have stagnated. They've cut it too close to the bone and nothing gets done to any real standard. Dot comedy rape the store and cost the business millions when you factor in the hours taken to get the product to the customer door step and the running cost of the vans etc.
Shame to see just how bad it's got.
I left last year and no regrets. For those escaping the circus enjoy. For those left behind good luck.
So what is the set up in your own extra going to be? Mine sounds out of sync with the rest.
This is the rumour
1 manager for Couts/csd/pfs/trolleys
2 managers for fresh
1 manager for grocery/stock/admin/bws/cash/wages
1 manager for non food
Two shift leaders
The grocery/stock control one will be a nightmare. Can't understand the logic in giving that much to one person
Quote from: Towers45 on 01-02-23, 09:33PMQuote from: Ashbeck on 01-02-23, 09:12PMLength of service isn't used often in redundancy these days as it can be seen as discriminatory due to age. Tosco haven't used it in redundancy criteria in recent years.
Not sure what else than can use
Disciplinary record, competency, experience within other departments outside of current role, achieving KPI's, EOY review grading are some of the possibilities.
Using length of service opens them up to being accused of age discrimination. A 60 year old manager isn't necessarily better suited to the job just because he's worked for the company since before the 25 year old manager was born.
Length of service was used on my mgrs . It was when my 3 night mgrs was going thro the process a couple of years ago. Remember they don't gave alot of criteria to go on.so they need to pick something that is black and white and not subjective to SM.
Heard from my fairly decent source that how many Sunday shifts a manager does will be used. Apparently this will show a willingness to help the business outside of your availability
Well 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.
Is there a specific role pack for a Shift leader on nights or is it just the same as the day shift leader? I asked my manager if there was but he said there wasn't yet...
I asked because I would like to know what the role entails before potentially applying for it...how can't you go into something like that without knowing what's expected?
Quote from: AlwaysSearching on 01-02-23, 10:47PMSo what is the set up in your own extra going to be? Mine sounds out of sync with the rest.
This is the rumour
1 manager for Couts/csd/pfs/trolleys
2 managers for fresh
1 manager for grocery/stock/admin/bws/cash/wages
1 manager for non food
Two shift leaders
The grocery/stock control one will be a nightmare. Can't understand the logic in giving that much to one person
Every store will be different. How many managers is dependant on how many colleague and how many hours they are contracted to. A manager will get an average of 34 colleagues that work 24 hours. So if there are a lot of low contracted colleagues a single manager will end up with a head count of well over 34.
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.
Quote from: Rumblerumble on 01-02-23, 09:29PMQuote from: fatlad on 01-02-23, 06:37PMVery true. Out checkouts ate run day to day by the team support whilst the manager can usually be found stacking the shelves.
In my old Extra our checkout manager dat in an office doing F-All while me and my Team support ran the department.
Same in mine. The current front end manager disappears for most of the shift, usually outside smoking, but the s*** is going to hit the fan if she gets given the managers job this time because some TS have time dated pictures of her skiving that they plan to send to head office to prove the SM shows favouritism towards her by allowing her to constantly get away with it.
Quote from: Redshoes on 02-02-23, 07:29AMQuote 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.
Been told if you have a live warning you are pretty much bottom of the pile.
Another thing I got told is that managers who job share or are part time will be told they must commit to going full time or else they are out.
They couldn't use Sundays as a factor. Tribunal if they made someone redundant based on the fact they can't do Sundays due to religious beliefs.
Length of service is the most commonly used factor in all companies.
Colleague reviews, training complete for colleagues, holidays booked, frog work could be used as that's really the job going forward not shop floor experience. That's a shift leader job now
Quote from: Redshoes on 02-02-23, 07:29AMQuote 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.
Quote from: 5fdp on 02-02-23, 12:40AMLength of service was used on my mgrs . It was when my 3 night mgrs was going thro the process a couple of years ago. Remember they don't gave alot of criteria to go on.so they need to pick something that is black and white and not subjective to SM.
When you think about it in monetary terms, an older manager with a considerable length of service, is going to cost the company a great deal more in redundancy payout than a youngster on a few years management service.
Quote from: lucgeo on 02-02-23, 07:57AMQuote from: 5fdp on 02-02-23, 12:40AMLength of service was used on my mgrs . It was when my 3 night mgrs was going thro the process a couple of years ago. Remember they don't gave alot of criteria to go on.so they need to pick something that is black and white and not subjective to SM.
When you think about it in monetary terms, an older manager with a considerable length of service, is going to cost the company a great deal more in redundancy payout than a youngster on a few years management service.
That could be a case of unfair dismissal though. It would only take one to launch a legal bid and others would follow.
That would surely break employment laws on discrimination.
It most certainly is
Discrimination can include: not hiring someone. selecting a particular person for redundancy.
Tesco wouldn't dare go there, hundreds of court cases would follow.
I'm not saying it's right, I was replying to 5fdp who stated it was used in the criteria for their night managers a couple years ago (-*-)
Its not age discrimination with length of service,its just luck of the draw,someone 60 in 1 shop might have 30yr service and someone 60 in another might only have a few years
I don't advise anyone to be shift leader you will be doing far to much for 1 pound extra an hour which is nothing.It is better to find better job elsewhere or to go into education when get easy job which pays well.
Too right
Quote from: Bobmay on 02-02-23, 09:27AMI don't advise anyone to be shift leader you will be doing far to much for 1 pound extra an hour which is nothing.It is better to find better job elsewhere or to go into education when get easy job which pays well.
I wouldn't want to be a shift leader in a metro but in the big stores why not take the pound more an hour just to fill shelves,work tills or take notes in meetings all day.
Has anyone seen any briefs around redundancies? I would be interested in moving on but not sure if that's an option.
Is your role affected in the recent changes ?
Quote from: BenPvfc on 02-02-23, 10:26AMIs your role affected in the recent changes ?
My role is gone and will go under a fresh or ambient manager in the new structure. But from I'm hearing that still doesn't mean I would see a redundancy package.
Quote from: Bobmay on 02-02-23, 09:27AMI don't advise anyone to be shift leader you will be doing far to much for 1 pound extra an hour which is nothing.It is better to find better job elsewhere or to go into education when get easy job which pays well.
Have you been told what the hourly rate will be for a shift leader? I didn't know the roles had been advertised yet.
Quote from: Preacherpauly on 02-02-23, 10:01AMQuote from: Bobmay on 02-02-23, 09:27AMI don't advise anyone to be shift leader you will be doing far to much for 1 pound extra an hour which is nothing.It is better to find better job elsewhere or to go into education when get easy job which pays well.
I wouldn't want to be a shift leader in a metro but in the big stores why not take the pound more an hour just to fill shelves,work tills or take notes in meetings all day.
How do you know what the hourly rate will be for a shift leader? I didn't know the roles had been advertised yet.
I was told it is 12.76 an hour that is including the extra you get for the title.The pack is frightening the only analogy is call your self a drone hovering over the whole store make sure service comes first then tell people what needs doing as things crop up,note taking ,taking sick calls dealing with customer complaints when on duty.Just a basic outline of what the role is .
£12.16 p/h unless they're increasing it
Chatting to someone I know from another store a rumour they've heard is the SLs are going from hourly paid to salaried and that the current role pack online is going to change.
Said I personally couldn't see it myself when the big T are getting rid of salaried TMs/LMs.
They also told me an Express near them is also closing down soon. Second one I'm aware of beyond the one I posted about in the News section of the site - don't recall the big T mentioning that in their press releases?
What's being described about longest serving staff member scoring higher, is called first in first out. It's the most common redundancy strategy across all industries, it's also likely the least subjective as a member of staff who has been in that role for the longer period of time will have the most experience. It's not discriminatory and arguably one of the fairer practises.
Quote from: Kr33zy on 02-02-23, 10:18AMHas anyone seen any briefs around redundancies? I would be interested in moving on but not sure if that's an option.
If they want to change your hours or roles reject it take the money so many people have taken the money and have had better jobs and inexperience than Tesco.My advise is to take the money and move on.
Quote from: whatajoke2019 on 02-02-23, 11:24AMChatting to someone I know from another store a rumour they've heard is the SLs are going from hourly paid to salaried and that the current role pack online is going to change.
Said I personally couldn't see it myself when the big T are getting rid of salaried TMs/LMs.
They also told me an Express near them is also closing down soon. Second one I'm aware of beyond the one I posted about in the News section of the site - don't recall the big T mentioning that in their press releases?
False they will stay as hourly.Tesco is saving money they wont be putting all the shift leaders on high salary. Especially since they will be do overtime which will be needed of them.
Quote from: Bobmay on 02-02-23, 12:43PMQuote from: Kr33zy on 02-02-23, 10:18AMHas anyone seen any briefs around redundancies? I would be interested in moving on but not sure if that's an option.
If they want to change your hours or roles reject it take the money so many people have taken the money and have had better jobs and inexperience than Tesco.My advise is to take the money and move on.
I want to. Don't want to do more for the same money with extra pressure and stress than involved. Selling your soul at Christmas, no seeing kids, family. No real progression.It's not worth it anyone. And my role is gone. It will now split between packaged/fresh managers.
I've not heard anything official around eligibility for redundancies and my SM is telling me that I won't get to go, despite my clear wish to do so. One of my other colleagues is despite stay but he might be forced to go, as far as SM told his "trusted friend". Where's the logic in that??
There might be some truth in it as they come off frog from week 1 shift leaders being salaried, would be interesting as that puts more payroll on store managers to do.
Be interesting what redundancy would be offered if there doing away with your job
If they make it salaried they can stuff it where the sun don't shine.
Quote from: Tesc0Wow on 02-02-23, 11:28AMWhat's being described about longest serving staff member scoring higher, is called first in first out. It's the most common redundancy strategy across all industries, it's also likely the least subjective as a member of staff who has been in that role for the longer period of time will have the most experience. It's not discriminatory and arguably one of the fairer practises.
Lot of nonsense ! Stop scaremongering
Express stores couldn't function if Shift Leaders didn't do overtime, there's massive retainment and recruitment issues with Shift Leaders in Express still I believe, depending on how they approach the salaried aspect, It could very easily backfire, if you go off the basis that SL's doing a small amount of overtime would be on around £24k a year and entry TM salaries are £26k a year, there could be operational implications if say, they salaried SLs to £24k a year and expect them to do lot of overtime, add to that there's also the very real risk that SL's could be paid less than the national living wage if their salary is fixed, we all have to remember, as it stands they're only paid £1.86 an hour more than a CA I believe.
The 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
Technology 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.
Having witnessed the redundancy scenario in Tesco many times, I would advise everyone to believe NO ONE!! Ignore rumours, don't take any knee jerk reactions! Many people will have their devious reasons for spreading untruths and rumours!
If you're to be affected with redundancy, wait until your meeting and go armed with all the questions you want answered...if you're a union member take your rep, if not ask for a non affected colleague to accompany you.
Get the right facts from the one conducting the redundancy meetings, if they don't have the answer there and then ask for a quick response and give an agreed timeline.
Some of the questions could be...
1) If I find another position with another company, will I be able to leave before the end of the consultation to take up the position?...on the last team leader's redundancy cull, after many stores were giving conflicting answers, it was made clear that all affected colleagues who could prove the new job offer was made during the consultation period, then they could leave early and would be paid redundancy.
2) How many paid hours am I allocated to attend interviews with another company?..it used to be 4 separate half days to attend.
3) Is the four week trial period for a different position still an option?.. As in, if you accept a role and find it's not suitable for you, you'd give notice by the third week that you intend to accept redundancy.
Ask as many questions as you want, don't be rushed, and ensure all notes are complete and you receive a written copy. Keep your meetings private and don't tell anyone what was said or what you've decided :-X :-X
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.
One of our fresh managers was recently investigated for fiddling the waste.
I wonder if that means they are for it.
If they were disciplined for it, then yes they will score lower than other mgrs.
Quote from: FarmerFred on 02-02-23, 05:42PMQuote 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, 07:51AMQuote from: Redshoes on 02-02-23, 07:29AMQuote 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.
:D 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, 10:19AMQuote 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.
In terms of the shift leader role for those stores that have had them for some time, do you still get lumbered with say, filling fruit & veg and sitting on a checkout etc?
Absolutely no interest/desire myself but some of the people in my store who are interested seem to think it's going to be a walk in the park :D
We've had them for some time. They get all the lates, and yes they are expected to pack an aisle if grocery are short, fill fresh in the mornings if they are lucky enough to get an early shift, cover front end breaks, do front end close down at night if no one in they do it etc etc
Quote from: whatajoke2019 on 03-02-23, 02:13PMIn terms of the shift leader role for those stores that have had them for some time, do you still get lumbered with say, filling fruit & veg and sitting on a checkout etc?
Absolutely no interest/desire myself but some of the people in my store who are interested seem to think it's going to be a walk in the park :D
We've had shift leaders for a while now and they are duty managers, open up early, close down lates, fill shelves, sit on tills, run self scan, serve in CSD, work shifts that need covered, unload wagons, come in on days off, do labels etc etc. In general they are just dogsbodies doing whatever needs done.
Sounds like a good job to be fair, would never get bored.
Quote from: General Thorn on 03-02-23, 07:43PMWe've had shift leaders for a while now and they are duty managers, open up early, close down lates, fill shelves, sit on tills, run self scan, serve in CSD, work shifts that need covered, unload wagons, come in on days off, do labels etc etc. In general they are just dogsbodies doing whatever needs done.
Ours are mostly filling, labels as required, plus signing in visitors & welcome backs. Never on a till/CSD/Self serve except one who is ex Aldi where, like Lidl and Express, they all do everything and don't pull the not my department card :-X
FYI
For any managers considering the drop down to shift leader rather than redundancy:
There is a buyout calculator on colleague help that will show you your buyout figure for stepping down. This is the calculator they will use during consultation. Again this is capped at 25% of a difference.
Working Sundays is NOT required to be a shift leader, policy was updated not too long ago to state that shift leaders CAN opt out of Sunday working. The only downside is they don't have to guarantee you hours during the week to make up for you not doing a Sunday.
Each store will be different based on what shift leaders will get put in etc not sure if they have to match a managers 36 hours or not might be down to the individual to discuss that.
*you have to use stored desktop to access the calculator via store apps (same way you get into store email)
Hopefully someone finds this useful 😂
Quote from: Davethebave on 04-02-23, 09:23AMFYI
For any managers considering the drop down to shift leader rather than redundancy:
There is a buyout calculator on colleague help that will show you your buyout figure for stepping down. This is the calculator they will use during consultation. Again this is capped at 25% of a difference.
Working Sundays is NOT required to be a shift leader, policy was updated not too long ago to state that shift leaders CAN opt out of Sunday working. The only downside is they don't have to guarantee you hours during the week to make up for you not doing a Sunday.
Each store will be different based on what shift leaders will get put in etc not sure if they have to match a managers 36 hours or not might be down to the individual to discuss that.
*you have to use stored desktop to access the calculator via store apps (same way you get into store email)
Hopefully someone finds this useful 😂
If managers step down to shift leaders they might not get Sunday premiums
I'll have to double check that one but I'm almost certain that the small print of that one is for 'new to the business colleagues' only.
A manager stepping down isn't a new to the business colleague, just changing role.
Also pretty sure that the no Sunday premiums only applies to new starters post July 24th '22 as well as any colleagues underneath TUPE.
Thanks for the replies re: what shift leaders do.
Might bring down the ones who are acting like they've got it already a peg or two when they realise it isn't the walk in the park they think it is :D
The new shift leader role says in the pack not to do the task but to give tasks to staff .
Please do not quote immediately prior post(s). Admin.
Pack? Do you have a link to the shift leader job description please?
Quote from: Hammer10 on 04-02-23, 03:00PMThe new shift leader role says in the pack not to do the task but to give tasks to staff .
What staff ...? The couple on the shop floor are totally overwhelmed as it is.
It's either on Colleague help or Tesco help, cannot remember which one.
It's been on there for a few years along with the Team manager packs too!
I recommend anyone who is at risk or job matched to actually read it before making any decisions and not just go on whatever you are told by the SM!
Thanks. I found the pack here.
https://colleague-help.ourtesco.com/hc/en-us/articles/360057856591-Shift-Leader-My-Role-Pack-for-Large-Superstores-Extras
Quote from: Checkout Superstar on 03-02-23, 07:22AM:D 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.
I was told by my manager that nobody is bothered by shrink now...
Most of our stock goes out the front door with the looters...
Just come in fill their bags, while we can only stand and watch them, as we have been told that if we intervene we will be disciplined. We have no security till 4pm..
Quote from: Checkout Superstar on 03-02-23, 07:28AMExtras 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.
Our admin went with the new structure change
We have
SM
2 line managers
4 shift leaders
We are a SS...
1 line manager has grocery,frozen,ws,bakery,dairy,produce,stock control and PI.
2nd line manager has chk out and cash office...how is that fair??
Interesting that in that shift leader role pack, it now states that it is their job to clean the canteen.
Quote from: takethemoneyandrun on 05-02-23, 07:22AMQuote from: Checkout Superstar on 03-02-23, 07:28AMExtras 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.
Our admin went with the new structure change
We have
SM
2 line managers
4 shift leaders
We are a SS...
1 line manager has grocery,frozen,ws,bakery,dairy,produce,stock control and PI.
2nd line manager has chk out and cash office...how is that fair??
It goes on headcount, not departmetns
We don't have an admin in our SS either. Wages clerk has stepped in to do inductions, not that we have many of them. Lots of stores have colleagues who do both cash office and wages.
I'm wondering if licence holder could score points. We have two managers that are licence holders and that is needed for the store and they need to form part of the inductions too. In a previous store I was in the SM liked to attend inductions and do the licence holder part, it was her way of getting to know the new colleagues.
Quote from: takethemoneyandrun on 05-02-23, 07:14AMQuote from: Checkout Superstar on 03-02-23, 07:22AM:D 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.
I was told by my manager that nobody is bothered by shrink now...
Most of our stock goes out the front door with the looters...
Just come in fill their bags, while we can only stand and watch them, as we have been told that if we intervene we will be disciplined. We have no security till 4pm..
Such a great manager you have there and no wonder managers have a target on their backs when you have numpties like that in charge. Oh and with such a dramatic description of how your locals shop in your store I would expect your store is making a lose and have it shut down 8-)
Quote from: Redshoes on 03-02-23, 08:24AMThe 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.
Type 'last in first out' into google and at the very top of the results is the government page saying th exact opposite of what you wrote.
QuoteCan last in first out be used in redundancy?
Your employer should use a fair and objective way of selecting you for redundancy. Commonly used methods are: last in, first out (employees with the shortest length of service are selected first)
link is here. https://www.gov.uk/redundancy-your-rights/being-selected-for-redundancy
I mean come on even a 5 second look would have shown you that you are wrong.
Quote from: takethemoneyandrun on 05-02-23, 07:14AMQuote from: Checkout Superstar on 03-02-23, 07:22AM:D 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.
I was told by my manager that nobody is bothered by shrink now...
Most of our stock goes out the front door with the looters...
Just come in fill their bags, while we can only stand and watch them, as we have been told that if we intervene we will be disciplined. We have no security till 4pm..
Most of the stock we lose doesn't come into the building!
I'm an F&F GM SL, and fully expect my role to change. And if I leave, my position will be no longer available.
I have said the same for years, how when a cage has hundreds of items on it and not a single check do we know for sure what distribution says we got we actually got? When I asked the store manager many many years ago he replied it didn't matter because they stuff was in the business just not with us.
Yes each cage is checked on the manifesto but that cage could have nothing on it that's supposed to be on it an no one would have a clue.
Store manager is a total idiot saying that, ultimately shrink in his store sits with him and stuff not turning up in the first place causes more than its fare share of it.
Any ideas what the criteria will contain
We should be told today.
Quote from: Redshoes on 06-02-23, 05:40AMWe should be told today.
Didn't think this was until the 22/2 ?
Quote from: penguin on 05-02-23, 06:02PMStore manager is a total idiot saying that, ultimately shrink in his store sits with him and stuff not turning up in the first place causes more than its fare share of it.
Store Managers after going on a shrink course: "shrink is all down to us"
Also Store Managers: "we're cutting stock control hours, the depot doesn't send everything in as they've also cut hours and we're putting more self scan tills in, all because profit"
Now sit back and enjoy the pikachu face as the stock results tank and profitability suffers.
Quote from: Redshoes on 06-02-23, 05:40AMWe should be told today.
Consultation with usdaw starts today. They've got 3 consultation meetings and then we'll find out the criteria.
Tesco could end up with no managers.
Our store all are considering leaving and 2/3rds have at least 1 or 2 job interviews already.
SM is bricking it over this.
SM will find out about the structures for their store today.
The criteria for how the points system will work still hasn't been agreed
They already know the structure. We were all told last week.
The points system will rank the managers AUTOMATICALLY, then the SM manager will pick who he/she wants for each role, then a store manager from another store will look over that decision, question it/agree it and it goes from there.
Quote from: madness on 06-02-23, 01:51PMTesco could end up with no managers.
Our store all are considering leaving and 2/3rds have at least 1 or 2 job interviews already.
SM is bricking it over this.
When one leaves, another will replace.. Tesco are very good at the selling the options bull c**p to colleagues who want to progress. I fell for it years ago and 2 years ago I jacked it all in and moved to Depot as an HGV driver and lets just say making a ton more money and work life balance is 10x's what it was before. You give and give for the company and all they have done to those who have dedicated everything for them is s*** on them from a great distance and dont give a c**p. What Dave Lewis did was needed or else 300k people would have been out of a job at the time, Ken on the other hand I think is setting the business up for a takeover by the Americans. Business cannot performe as well as it has and the share price is still low. Something isnt adding up.
Agreed BUT, ours have been boiling frog syndrome for years now. "heres one more department, heres one more crappy routine every 3rd sunday, 10 hours cut from department, 5 hours cut, here 1 extra duty than you had before.
Anyone now jumping into it will think "sack this for a game of soldiers"
There are no winners
Its going to be s*** for the managers who stay as managers and even more s*** for those who become shift leaders.
The thing about my store is that there are two, maybe three, managers who blagged their way to the top. They should never have been signed off so if they score high and remain as managers its going to become very apparent, very quickly, that they can't cope and all their failings will be exposed.
One of the Union reps in our store believes that length of service will only be used in a tie. She also thinks if you have recently had any live warnings or currently have an active one you are probably bottom of the pile.
The problem with that is your union rep has as much clue as anyone and is guessing, she will have been told exactly nothing.
If your a manager going through it, I feel sorry for you being in limbo, as an ex manager we all know how it works, sm have there favourites, as do leads etc, as for sm signing off other stores, there going to stick together, warnings, performance sometimes not a true reflection of a manager, I had a few ambers over the years, but I bet the day fresh manager got a green even though they couldn't turn back-stock, I bet fresh stock got green even though overstocks, potentials reductions weren't great, but it made the day lead look good to have his team green, good luck to you all in the politics of it all.
Come on then, I'm sure someone here now knows the criteria, my sm said it was coming down today
Quote from: BenPvfc on 06-02-23, 07:23AMQuote from: Redshoes on 06-02-23, 05:40AMWe should be told today.
Didn't think this was until the 22/2 ?
I was not clear. We should be told the criteria. I'm told it's four weeks after that we are told who gets to stay or go.
Quote from: madness on 06-02-23, 01:51PMTesco could end up with no managers.
Our store all are considering leaving and 2/3rds have at least 1 or 2 job interviews already.
SM is bricking it over this.
If someone scores high and they get a job they are not vulnerable. No redundancy is on offer to them. Step down and redundancy is only on offer to the vulnerable managers.
@redshoes i heard the same from 1 of our managers,if your chosen no redundancy on offer
If you score well and are matched to a role, redundancy isn't a option. Heard Usdaw were going to ask Tesco to offer voluntary redundancy but unsure if it will be granted as potentially hundreds of good managers could take the cash and run - leaving stores with vacancies.
At the moment that's the case, redundancy only offered to those not selected.
Could leave the business in a bad position with a lot of managers looking for work now due to not knowing where they stand. We could see a mass exit leaving the business struggle to fill positions.
Quote from: Davethebave on 07-02-23, 07:42AMAt the moment that's the case, redundancy only offered to those not selected.
Could leave the business in a bad position with a lot of managers looking for work now due to not knowing where they stand. We could see a mass exit leaving the business struggle to fill positions.
Quote from: Davethebave on 07-02-23, 07:42AMAt the moment that's the case, redundancy only offered to those not selected.
Could leave the business in a bad position with a lot of managers looking for work now due to not knowing where they stand. We could see a mass exit leaving the business struggle to fill positions.
At least 3 of the managers in my store are already looking for new jobs so even if selected are not likely to stay long.
I was also told by two managers that our SM told them redundancy would only be an option if they didn't pass the score system. So its shift leader role or take redundancy.
My worry is that I have no faith in the point system. Like I've said many times on here, our store is littered with really c**p managers that the SM thinks can do no wrong while the good managers are always getting it in the neck.
And speaking of the criteria, anyone have the details yet?
The "new" team manager job is going to be way too big for anyone, the shift leader may as well be called shift dogsbody.
TAKE REDUNDANCY IF OFFERED, GET ANOTHER JOB NOW IF NOT, WHATEVER HAPPENS MAKE SURE YOU LEAVE THIS COMPANY. THEY HATE YOU... HATE THEM BACK
One of the interesting things I heard, if you are a manager who previously took redundancy but then returned later you are not eligible for any new redundancy package and it might effect how you are rated with the scoring.
Can that be confirmed?
Not sure but my SM has implied exceptions will form some part of it. I'm guessing if you are a manager who isn't uploading overtime/allocating shifts or letting your staff clock in and out as they please then you might be scored down.
Apparently 'Lets Talks' won't form part of it. Only disciplinaries.
Quote from: Checkout Superstar on 07-02-23, 08:40AMOne of the interesting things I heard, if you are a manager who previously took redundancy but then returned later you are not eligible for any new redundancy package and it might effect how you are rated with the scoring.
Can that be confirmed?
I thought the redundancy thing was standard Tesco practice anyway and all staff who leave and return will only ever have their recent start date taken into consideration. So if you worked with Tesco from 2006 to 2017 but returned in 2020, only post 2020 counts as service.
I know people on here keep asking what the criteria is but does anyone know if the criteria is going to be disclosed/ published by either party to ensure transparency of process?
Any usdaw reps on here?
I'm a team manager in a Large Express, does anyone know if my position is under threat as I've not been told anything
Quote from: Rodie on 07-02-23, 09:42AMQuote from: Checkout Superstar on 07-02-23, 08:40AMOne of the interesting things I heard, if you are a manager who previously took redundancy but then returned later you are not eligible for any new redundancy package and it might effect how you are rated with the scoring.
Can that be confirmed?
I thought the redundancy thing was standard Tesco practice anyway and all staff who leave and return will only ever have their recent start date taken into consideration. So if you worked with Tesco from 2006 to 2017 but returned in 2020, only post 2020 counts as service.
That IS the policy, you're correct, but a manager in my store (who I don't think is affected this time) came back after the 2015 reshuffle and had it written into his contract that in the even of future redundancy his old length of service WOULD be taken into account. The only thing excluded was the statutory pay element.
I know this as he was showing us in the canteen one day after he came back and got a serious telling off from the SM.
If he goes this time he'll get almost 50k again. Apparently he's gutted that he isn't up for redundancy this time 😂😂😂
^^ That sounds dodgy as hell, if the SM made that call off their own back I imagine they will be in trouble for it at some point because its not very likely any area manager or Tesco HQ decided to bend the rules for one person on an issue like that.
Quote from: markwinters on 07-02-23, 08:14AMThe "new" team manager job is going to be way too big for anyone, the shift leader may as well be called shift dogsbody.
TAKE REDUNDANCY IF OFFERED, GET ANOTHER JOB NOW IF NOT, WHATEVER HAPPENS MAKE SURE YOU LEAVE THIS COMPANY. THEY HATE YOU... HATE THEM BACK
Agreed Tesco is becoming an place where staff will be overworked especially shift leaders. right now I believe is the final time where redundancy will be offered in my opinion if you are offered take it and don't look back.there is not many options which you can do you can go back into education and get a nice job you can find another better job with better pay and less stress. Tesco every year since I joined has been cutting staff numbers but also premiums. Right now I am waiting to see in the next few weeks if my store will have nights cut.
Quote from: AsdaBeBetter on 07-02-23, 09:50AMI'm a team manager in a Large Express, does anyone know if my position is under threat as I've not been told anything
Yes your position is threatened. Express stores don't have multiple managers only 1 manager and few shift leaders.
This is incorrect to say their position is threatened. If they have not had a 1-1 it's highly unlikely.
Quote from: Bobmay on 07-02-23, 10:17AMQuote from: AsdaBeBetter on 07-02-23, 09:50AMI'm a team manager in a Large Express, does anyone know if my position is under threat as I've not been told anything
Yes your position is threatened. Express stores don't have multiple managers only 1 manager and few shift leaders.
These current changes only affected superstores and extras.
If you haven't been spoken to it means your job is not under threat. Carry on. Only if you have been made aware of any pending structure change do you need to be aware.
Quote from: Bobmay on 07-02-23, 10:17AMQuote from: AsdaBeBetter on 07-02-23, 09:50AMI'm a team manager in a Large Express, does anyone know if my position is under threat as I've not been told anything
Yes your position is threatened. Express stores don't have multiple managers only 1 manager and few shift leaders.
For goodness sake @Bobmay ....just stop it. You know nothing so stop making other colleagues lives a misery.
Agreed, time for @bobmay to pipe down, clearly knows nothing and is just spouting opinion over fact. These are peoples livelihoods at stake here, stop with the unsubstantiated claims and misinformation, you're causing upset.
Pretty sure the change doesn't effect express only superstores and extras
If you haven't been told that your position could be at risk by now then you are not effected by any changes.
Agree with the above. If affected you would have had two meetings by now. The first to tell you what the company is doing. The second, to tell you if you are amongst those affected. I've had my two meetings and I know I'm affected, and I hope I can go, but for now I'm not sure of the criteria of who goes/stays, so business as usual until that day comes!
Store Managers absolutely DID get the criteria yesterday and I'm gobsmacked it hasn't yet leaked. Like said in the terms of fairness and open transparency I would have expected it to have been revealed. USDAW must be the crappest Union in existence.
USDAW are the most corrupt union where Tesco are concerned they do everything to help the company not the staff! I came out of it 6 years ago I wouldn't give them another penny after the way they stitched us up with changing Sunday and night premiums and agreeing to a pay raise that was actually a drop in pay! The only pockets they are interested in lining are their own and Tosco's.
Quote from: Mikoo on 07-02-23, 08:44AMNot sure but my SM has implied exceptions will form some part of it. I'm guessing if you are a manager who isn't uploading overtime/allocating shifts or letting your staff clock in and out as they please then you might be scored down.
Yup managers will be scored on their exceptions. Guess this is why Tesco starting tracking them. Sadly my fave manager still allocates shifts to people rather than putting it on extra hours so I guess he is now at risk.
Lets Talks will not count but live warnings will.
Only your most recent review will be taken into account.
Length of service will only be used if two managers score the same.
That is all I know of yet.
After thinking about it, exceptions cant count towards it.
If I have all my shifts on etc but another manager wants one off my colleagues to do a shift and doesn't put it on, then I get marked down as having an exception despite having all my work done
Surely its the manager who the colleague worked the hours for that is to blame there. Its their job to put it on the system.
In my store the SM constantly gives managers lets talks for allocating shifts. Colleagues are even supposed to get lets talks for mis clock ins.
In terms of length of service. I guess they had to figure out how to break a tie some way but that's s*** on the manager who has been there 3 years but is better than the manager who has been there 11.
Exceptions are a double edged sword.
On the one hand they can show how much control a manager has over their department but on the other also highlight the wider store is as a whole. Which in most cases these days is chaos.
Quote from: Davethebave on 08-02-23, 08:36AMAfter thinking about it, exceptions cant count towards it.
If I have all my shifts on etc but another manager wants one off my colleagues to do a shift and doesn't put it on, then I get marked down as having an exception despite having all my work done
Then mention that in your meeting should it come up. Its very easy to see who is to blame in that situation and unless you had knowledge the colleague had been asked to work extra hours on another dept its not your job to be uploading shifts, its the manager of that department who has the responsibility.
Extra hours is more than exceptions. Requesting overtime, staying within overtime budget. Launching shifts on extra hours etc. I do all of that. Out of all the overtime that I have launched this week all but two shifts were picked up on extra hours, there is still time though.
I have the biggest headcount in my store. This week alone I have had two colleagues miss one clocking. I have had four colleagues either clock in early or clock out late and one sick. These are only by 5-10 mins but show on exceptions. A PFS colleague clocked out late twice, talking to others when arrived in store. An off till colleague clocked out late once, last min issue on tills. A CSD colleague arrived late for a shift, had dr app and was delayed. The colleague off sick was not even put in sick book, let alone updated on system and was after I had gone home for the day. My exceptions are ok, not great but ok. I do all my frog work but some things just are out of our hands.
I get more exceptions than the admin manager but the wages clerk does a lot of his frog work for him and I have more than double the headcount, he also sometimes does his frog work from home, even updates his the few exceptions he gets from home. I'm not going to do that.
Also, regarding length of service. If we are scored on this is it for or against us. I am well into my 60's but I have no issues with extra hours etc. New ways of working has always been ongoing. We just need to adapt and I have adapted better than some that are younger. I fill fresh and grocery I can cover for any colleague in any of my areas.
I resent score on length of service either way. I can do my job and don't want to be scored down because of how close to retirement I am. I also don't want to be scored high on this either. A lot of long service people have worked in several stores, in different roles and can bring experience.
I don't resent being scored on performance. I'm lucky enough not to be worried either way this plays out for me. I have been in consultation twice before so I know how it feels, it just works out better for me this time and it works either way. I do however work with a younger manager who is desperate to stay. I feel for them.
Regarding length of service, an affected manager told me that it has come down that it cannot be used as criteria in a tie break on age discrimination grounds, in the event of a tie break it will be an interview, presumably with sm/group pm that determines who gets the role.
I have no insider knowledge, just what this manager told me
I was told this too, off the record, and I agree with it.
Managing holidays has been mentioned. Colleague reviews has been mentioned. A lot of things have been mentioned but nothing yet confirmed.
I can only assume talks are still ongoing with the union.
Also heard from someone reliable and well placed to know that length of service won't be used.
Afew things regarding exceptions.
First if a colleague works overtime on another department and isn't put on frog or shows up as an exception then it should be coded to the department worked manager not the manager they actually report to by the wages/admin colleague.
Secondly exceptions are worked out by % not by the physical number to make it fair and consistent.
This has been tracked by the wages/admin colleague for nearly a year and the SM has to sign it off every week.
As an example the frontend manager in my store has the highest headcount and just the highest physical amount of exceptions on a weekly basis, they just come in in most weeks with the lowest % out of all managers!
Our exceptions are scribbled on a piece of paper where the wage clerk sits. She doesn't fill it in half the time and sometimes go weeks without recording anything at all. It's definitely not been tracked that closely that it could be fairly used in any kind of scoring.
Very quiet today, anyone got an idea on the criteria yet?
Not yet, but from what I've been told, whomever is selected will find out in early March.
I'm told that we will find out criteria and who has got jobs or not in about four weeks.
Been told the same. Tesco and Usdaw are still in consultation around the criteria to score management.
The summary of the first collective consultation meeting is now available on colleague help. They give a brief proposal of the selection criteria.
- 20/21 21/22 performance
- Live warnings (disciplinary and absence)
- Key accountabilities/skills required for the role to be scored by the manager overseeing. 2 for what and 2 for how. Proposed are contribution to EVM and The Big 6/supporting measures.
Then a tie break but it doesn't say what this is proposed to be.
8-) maybe those affected who want redundancy, could possibly squeeze in a cheeky misdemeanour to warrant a disciplinary ;)
so your EVM " score will count- shame its just closed!
The problems with that suggested criteria:
The performance period was during covid/ tail end of it. People would have shielded etc so those managers shielding, do they get a by ball
because how was their performance correctly measured? Anyone that was here was all over the place due to the unknown, customer demands changing rapidly etc
Live warnings is fair enough
EVM not really a black and white score. Anyone from any dep can say they work anywhere etc nothing to stop a GA putting in 10 bad comments towards a manager.
Supporting measures for big 6, some have more than others, how do seperate that down to be fair and objective?
They should find out who wants to stay, anyone who wants to step down now and go from there.
Agreed, EVM wouldn't be straight forward. Too many potential issues with it being anonymous and as it's optional anyway a lot of colleagues won't have completed it. It would be unfair to use something that people fill in negatively because of things outside of their managers influence.
There was further information in the consultation about how reviews would work for those who didn't have one for various reasons. I only skim read that part though so can't remember what it said. It's worth reading the full document. The relevant parts anyway - there's a lot about pharmacy, post office and nights in convenience too so it's not all relevant to many of the managers impacted by the changes.
I get what your saying on evm,but on the flipside,im sure if a whole dept is saying their manager is wonderful etc,and scores high thats a plus for their management
Role packs been pulled... new job descriptions on way. How is this not classed as major change. Just offer everyone the redundancy. Some will go some will stay- nowt so quer as folk.
Using EVM is wrong, for a start anyone with a grudge from another dept could have left 20 negative ratings for said manager so the basis of it being accurate is slim.
Don't see how they can use EVM.
If you were scored down on it you would simply have to ask for proof it was your team commenting about you. As its anonymous this simply can't be proved.
I think some are interpretating this the wrong way, my guess is it would be, what have you as a manager done to improve your stores EVM. Do you have a EVM plan, that you keep alive? Do you actively partake in fun at work activities? How can you evidence this to your SM?
Like wise with the Big 6. What have you done as a Team Manager to deliver your stores Big 6. Do you have a plan inplace to turn any red lights green. Are measures relevant to your role Green.
Be a big ask in our store, currently sat on a full Red Big 6. Can't remember the last time I had an action plan for anything.
Past 3 years not had an end of year review, just told l was a "Met" without any documentation, no objectives set for the past 4 years either.
bottom line is nobody gives a toss anymore. managers included. don't blame em though :-X
Quote from: lackofinterest on 11-02-23, 08:08PMbottom line is nobody gives a toss anymore. managers included. don't blame em though :-X
:thumbup:
No, nor can I.
The big T just prove more and more often you can jump through hoops, they'll find a way to screw you over in the end and that the forecast profits aren't enough and they just want more :thumbdown:
EVM.
Which department do you work on?
Answer , prefer not to say.
So yes your dept EVM might look good but it is meaningless if you accept that the colleagues that are most critical are likely to have selected prefer not to say..
Or with EVM, what dept do you work on, oh I'm so consumed with slating my manager I actually put in the wrong one! Has happened to me in this latest EVM where a colleague told me he was unhappy with his manager and then apologised as he realised after saying where he worked put in one of my depts. I'm not overly convinced that EVM can/would be used, but if it is ( and I'm interested in moving on ) his comments may help me!
There's a few roles in my store where managers share the department. I'm not sure how EVM could be used for them. How do you say it's X and not Y responsible for the result? Their plans are usually joint plans too as they're for 1 department. Other departments aren't big enough to report a result so go in to other so how would they separate those results out to a specific manager?
Not to mention the fact that a lot of negative feeling is out of managers control and directly down to tesco.
I can see voluntary redundancy being offered to everyone
I was told that dot com managers were too hard to recruit & retain, so we weren't put into the mix......shame.
How can they mark on 2 years reviews which include Covid?
@davethebave you keep telling yourself that.
@babyitscoldoutside why not? what has covid got to do with anything? it would be same for every manager surely.
I doubt they will offer voluntary redundancy to everyone. There are areas of the country with high labour turnover that are probably at or extremely close to the new structure.
As a business why would you want to let experienced people go with redundancy payments then potentially have to recruit new inexpierenced managers in one area whilst paying to lose others in different areas.
There will be no voluntary redundancy, because old schools will take it with no issies
Because of covid some mgrs would have been sent home and had to isolate, twice. Leaving the remaining mgrs to deliver the store under extremely difficult absence conditions. The year end reviews the covid mgrs got mets regardless of performance. Hence this would be unfair to mgrs who stayed to manage the store.
Quote from: 5fdp on 12-02-23, 02:47PMBecause of covid some mgrs would have been sent home and had to isolate, twice. Leaving the remaining mgrs to deliver the store under extremely difficult absence conditions. The year end reviews the covid mgrs got mets regardless of performance. Hence this would be unfair to mgrs who stayed to manage the store.
After reading through all the comments on here and everyone's perspective of what the criteria may be and what is fair and just for selecting a team manager to an available roll. If Tesco and Usdaw meetings are having similar discussions and coming up with similar outcome as the good people of verylittlehelps then I believe there can only be one solution to selection and that is to ;-
Offer voluntary redundancy
Offering voluntary redundancy would be a good solution to the issue. There are people out there who have bought new houses, had kids etc, etc that do need the stability of the line managers job. And there are those of us who just want to go. The company would probably find that it evens out as they intend.
But of course, what makes sense to us means that the company and the union will not find that viable.
Just out of interest, do the chosen team managers maintain their current wage, or is there a new wage structure for this role?
I would think that as team managers ( along with leads ) didn't get a pay increase when everyone else did late last year then they should. Of course we're flying blind at the moment, so who knows? New job title, new pay structure? Or ( as I'd expect), new job title, remain on this pay structure.
There is no increase to pay for any remaining managers. Just the usual review based pay rise
Role packs are back online - couldn't see any real differences myself.
Aernt the shift leaders going to take some of the pressure off managers with new structure?
Yes and no, if you get good shift leaders then that helps a lot, if they are not very good or still training then it makes it worse!
It will also depend on the Team managers too, frontend managers should find it easier due to having a lot of the pressure taken off them with a lower headcount etc, yet the others who will have picked up head counts could struggle with it.
I'd recommend everyone read the role packs and then stick to them!
A lot of people's concerns on here are stemming from not knowing the role packs and thinking there role will be exactly the same as before with more departments, that's not the case, the role packs are all online, read them it's in your interests!
Re this equal headcount thing.
Checkouts and dot com pickers are easy to manage. Don't steel and turn up for your shifts. pretty much done for checkouts. Picking turn up for your shift and hit minimum pick rate done.
Also both are very very easy to pick up and get up to speed fast ie easy to cover.
Can't just throw Agnes from checkouts onto stock control witha couple of hours training.
So more technical departments like stock control, wages etc should have a lesser headcount.
@madness whys that?does it matter if everyone is doing their job properly,stock control count something out,its dept shrink,waste,no accountability,they miss a low line,gap scan its dot com,dept problem for availability,no accountability,most over rated,under performing dept in most tescos I've worked in
It one of the most s*** on departments that's for sure.
Quote from: Sherwoodforest on 13-02-23, 03:16PM@madness whys that?does it matter if everyone is doing their job properly,stock control count something out,its dept shrink,waste,no accountability,they miss a low line,gap scan its dot com,dept problem for availability,no accountability,most over rated,under performing dept in most tescos I've worked in
Oooo sharp intake of breath here..." if everyone is doing their job properly" what part of the stock control routines do you think R'Agnes off checkouts is proficient in??
The SC team would often be called to support checkouts, but never had that support reciprocated to help fulfil their routines as "no one knows what to do!!"
Admittedly the stock control routines have been in demise over the last few years, but to assume it's just a gap scan routine with no accountability is seriously creaming over the top!
I worked on various departments whilst a Tesco employee, and was trained in depth in every one ( as was the way in those days ) but when I ended up on stock control, due to dept redundancy, I can honestly say it was the most complex dept I'd ever encountered. Eight years in the job and I still only understood three quarters of it??? The older long serving members, were a constant source of knowledge, they knew routines that even the senior managers were oblivious to! One GSM we had, would often tell the newer managers to listen and learn from them!
You make it sound like some kind of specialist appointment, If that were true no one would be doing it because the money is not there to pay people who could do it.
I get from what you write that you dont work for tesco anymore and as such have only memories to fall back on when routines change on a weekly basis, So what you remember is probably not happening anymore.
Let's face it none of the jobs are that special or interesting anymore at tosco and its all their doing,they keep using the word skill what a joke, they systematically destroyed all of them all to justify a s*** contract they told usdaw to agree to.
:thumbup: @king
@lucgeo my last store forum comments"why havent i seen an overstock label on my aisle in 3 months,why are gaps missed on gap scan,why when i come back after my days off is stuff scanned out but sat on capping shelf,can i be trained up to do my own"and yes i can do my own overstocks now,and agnes on tills,if her tills short a tenner ,she,l be in a meeting,cant ever remember a stock controller being in one for counting stuff out thats there
The reason for that is that it can be counted back in or vice versa.
Prime example is someone doing bakery backstock count in my store and putting everything through as cases instead of singles. Resulted in £1.4 million of stock being counted into the bakery one day and £1.4 million out the next day. Bakery manager was the one who did it because none of the stock control guys had any time to do it and that was the result.
@stockcontroller oh thats ok then,lets (a) pay someone to do the job twice (b)if you count it out first,then in,let someone else waste productivity racking it away or trawling through backstock till its sold (c) if its fresh stock lets blame someone else for high waste its never stock controls fault
A few years back this was the criteria for the mgrs matrix. Number of job roles, absence, disciplinaries, length of service, year end review and forgot the last one. Hope this helps.
All store mgrs had to input your predicted year end review grade to HO about 5 weeks ago. So thats already done. Mgrs who have moved jobs roles and stores alot will score higher than a mgr who has stayed in the same store and job role for many many years. Remember all criteria must be black and white not based on whether the SM likes you. Remember also that most mgrs are graded by lead team at year end and not SM. I gave my year end grades for my mgrs 5 weeks ago. We knew then what was coming.
For all lead night mgrs. There are a couple of good movies on tonight early doors. Sit back and relax. 🥳👍 the team leaders will pick up the slack.
Any affected lead managers had their figures yet ?
I thought we would have had something through by this week.
Nope not yet
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
Stick to the facts. This is NOT the criteria!
So Practicaldog, what are the facts? What is the criteria?
Nobody knows.
Quote from: 2ndtimeround on 14-02-23, 10:04AMAny affected lead managers had their figures yet ?
I thought we would have had something through by this week.
Your SM will definitely have your figure. My SM messaged me yesterday to say he has mine. I'm just not going to see him until later in the week to get it
Nobody knows for definite but the criteria put forward by Tosco to usdaw is on colleague help in the collective consultation summary from last week. There should be a further update after the next meeting.
Lead mgrs. Letters this week by the latest.
Quote from: ForCryingOutLoud on 14-02-23, 02:13PMSo Practicaldog, what are the facts? What is the criteria?
Criteria is detailed in the collective summary of the meeting held last week and is on colleague help; enter collective in search field.
Union is challenging it but in summary:
Performance Review grade for 20/21 and 21/22
Disciplinary and/or Absence warnings - Live only
Every Voice Matters score for How I Feel About My Manager) and also if you have a live plan the team know it
Big 6 measures and how you have contributed to it
Tie breaker is Next Steps quantity via Audits and also if you have managed your routines.
These are the facts and people should stop stating non facts. All this info will be detailed in the collective output as described on colleague help. Next one is due by Thursday this week
Would be interesting to see if a tribunal would rule that criteria to be fair and objective or not 🤠
Any one know what would be the case should a job share manager score the lowest, if they were removed then the store would still be over structure.
We have 4 Full Time TM and 2 who job share. We are to be down to 4 Full time TM under the new structure. Both job share TM told they score individually, so in theory, one of the job share TM could score highest, and the other the lowest. But if a job share TM was selected for redundancy, or step down, we would still be over structure by half a TM.
@nightowl or be under structure surely is another scenario,if 1 job share was lowest scorer surely then a full timer would also go as that would surely invalidate the scoring system unless theres a tie on points at the bottom
Quote from: Practicaldog on 14-02-23, 08:53PMQuote from: ForCryingOutLoud on 14-02-23, 02:13PMSo Practicaldog, what are the facts? What is the criteria?
Criteria is detailed in the collective summary of the meeting held last week and is on colleague help; enter collective in search field.
Union is challenging it but in summary:
Performance Review grade for 20/21 and 21/22
Disciplinary and/or Absence warnings - Live only
Every Voice Matters score for How I Feel About My Manager) and also if you have a live plan the team know it
Big 6 measures and how you have contributed to it
Tie breaker is Next Steps quantity via Audits and also if you have managed your routines.
These are the facts and people should stop stating non facts. All this info will be detailed in the collective output as described on colleague help. Next one is due by Thursday this week
so with this, for team managers, do they get offered redundancy for having c**p WMTY results for them being c**p at being a manager? if so that's probably why ours has been offered a redundancy package, though they've apparently given a terrible one which is apparently not worth taking :D
With regards to EVM. I am I right in saying that mgrs with debts less than 8 staff won't register to a particular depts but get mixed in with ambient. I'm leaning towards stock control mgrs who may not get a result. EvM is to wishy washy to be putting people out a job. An industrial tribunal would eat tesco alive.
Got my letter today. Getting about 5k more than whats on vlh calculator. But it is a good ball park figure. Please input your details to help.
Having gone through the information on Tesco Help it looks like there is a lot the union and company need to iron out in a very short timeframe.
One thing of note, and I hope someone can confirm I'm correct in this, it said the first part of redundancy is tax/ni free, and the second part is if under £30,000. As a combined total ( for me it would go over the threshold )will I be liable for tax/ni or are they classed as two separate payments, and so in my case, tax free?
If tax free, and I receive redundancy then that's a definite added bonus!
You pay tax on the proportion above 30k
Quote from: 5fdp on 15-02-23, 02:11AMGot my letter today. Getting about 5k more than whats on vlh calculator. But it is a good ball park figure. Please input your details to help.
Was this from your SM, I've only had the first informal meeting and nothing else
Good luck to everyone facing redundancy :thumbup:
There are many opportunities out there for people...from retraining courses to going back to local college and furthering your education. In Wales they have free government retraining programmes for those facing unemployment, known as ReACT, there may be similar programs in the rest of the country with your local government.
The local colleges will have a list of courses available from September, but enrol and get on a course before they start end of year exams and summer break, as at these times it's quite difficult to get to speak to anyone regarding what each course entails and whether suitable.
Regardless of the amount of your redundancy sum, you can sign up in the local job centre and receive JSA benefit for six months. It's the basic sum up to £77 per week, it can't be backdated so sign up immediately on leaving, it isn't means tested and though not a great deal "every little helps" ;)
You'll also get your shares, as no longer an employee. Luckily as you're leaving near the end of the financial year, you won't be over taxed for predicted earnings for the rest of the year, saves the faffing of claiming a tax rebate.
Take time out to focus on what you want to do, don't just take the first job offer unless it's really what you want! Lots of previous colleagues in your position have gone on to achieve better positions in all the different job sectors.
Anyone leaving with a long service record, check whether you have an accrued weeks pay withheld from you initially joined the company.
Lucgeo, thanks for the above, whilst feeling a bit stressed by it all, and a bit scared, I do want to go ( with redundancy ). I know there's a wide world out there and the money would give me the opportunity to take a bit of time out and search for something that I am passionate about to finish out my working days.
Quote from: 5fdp on 15-02-23, 02:11AMGot my letter today. Getting about 5k more than what's on vlh calculator. But it is a good ball park figure. Please input your details to help.
Anybody have an insight into why VLH calculator is so far out, has some criteria changed ?
Please email admin if you know rather than posting or PM me if you can.
Quote from: NorthbyNorthwest on 15-02-23, 02:09PMLucgeo, thanks for the above, whilst feeling a bit stressed by it all, and a bit scared, I do want to go ( with redundancy ). I know there's a wide world out there and the money would give me the opportunity to take a bit of time out and search for something that I am passionate about to finish out my working days.
You'll be fine and I wish you well. :thumbup:
It is scary leaving a job you've invested time in and become comfortable in the role...but don't undersell yourself, you are a manager so have many credentials employers are looking for. At least you have the financial back up of a payout and shares to refrain you from making a knee jerk reaction.
Having had the ear of many managers facing this in the past few years, I advised them there's more out there that you're qualified for other than retail. The NHS management sector, any local government sector that don't work shifts, late nights or weekends etc...many have gone on to managerial roles, on better pay and conditions in these sectors.
This is probably your chance to do the job you want, rather than just do a job to pay the bills...I wish you the very best in your future chosen career path...good luck :thumbup:
It's so sad for people who really want to stay when there are others that would like to go , surely the union could fight to help the managers just starting out with mortgages and little kids, leaving the ones who would gladly leave an exit
Watcher, the union did bring up about voluntary redundancy, I know in my area it would work quite well as there is the right percentage of people who wish to stay/go. Of course, being a sensible option, the company will probably dismiss it!
Lucgeo, thank you for the words of encouragement, they are much appreciated.
In my area too it's heartbreaking when anyone faces redundancy
EVM cannot be used as there is no way of knowing how accurate it is.
Peter from Produce might hold grudge against Piper the non food manager so filled out EVM 8 times rating her 1 in "how do you rate your manager"
See the problem. Its a tribunal waiting to happen
@mikoo and what criteria would you like to see?like i said before,maybe some managers get fantastic comments,maybe thats would be used,I don't know,surely it,l go on end of year first,people kpis,then business,or just wait and see till it comes down
I know of 4 night mgrs, all have had their letters. All are above vlh calculator. Looks like the time in lieu is better. I think mine was something like 5 weeks pay better.
Remember also that statutory redundancy is based on an average of the previous 12 weeks wages, so this might be slightly higher than your basic pay.
Quote from: Mikoo on 15-02-23, 09:11PMEVM cannot be used as there is no way of knowing how accurate it is.
Peter from Produce might hold grudge against Piper the non food manager so filled out EVM 8 times rating her 1 in "how do you rate your manager"
See the problem. Its a tribunal waiting to happen
I recall refusing to sign my annual review as my manager marked me down for having had no feedback from customers during the year! My argument being I could hand out a card to every customer, but I had no control on whether they chose to give feedback!
It went to the SM who unsurprisingly supported the manager, but the PP stepped in and stated that it was not something that should be considered as it was not in my control or something I could improve on!
We used to have colleagues who were marked down with negative feedback from customers, even though the majority were from anonymous customers? Again it was argued that it couldn't be acted upon, as an anonymous complaint could be due to a personal vendetta against that colleague?
The use of the EVM as criteria does appear very suspect and easily manipulated. A popular manager who may not necessarily be good at their job, but his team give good feedback V's a good manager who may be more strict and not a pushover gets negative feedback! :-X
The use of the EVM as criteria does appear very suspect and easily manipulated. A popular manager who may not necessarily be good at their job, but his team give good feedback V's a good manager who may be more strict and not a pushover gets negative feedback!
That is it in a nutshell. A good manager who actually makes sure their staff are working might score bad because he/she is doing their job but a c**p manager who allows his/her staff to disappear off on long breaks doing little work inbetween might score high.
Its flawed and only USDAW could be pushing its usage in criteria such as this. Why the hell are people supporting this utterly useless union?
Quote from: Sherwoodforest on 15-02-23, 09:30PM@mikoo and what criteria would you like to see?like i said before,maybe some managers get fantastic comments,maybe thats would be used,I don't know,surely it,l go on end of year first,people kpis,then business,or just wait and see till it comes down
If the SM wants direct feedback about how a manager is doing from his/her staff then the simple thing to do would be to invite them into the office for a chat about it. That way it isn't anonymous or open to abuse.
I do believe its called transparency.
Maybe everyone being interviewed for the job is the way to go then,im sure when i atarted with tesco thats what they did with checkoutmanagers(we had 3)
In a previous life, a department restructure took 18 months. All had to re-apply for their posts. I had three interviews for my original job - simply because I wanted my original job and eventually got it. Morale for all was rock bottom; the work atmosphere was dreadful - not much different to where I am now. The redundancy sh!tshow is beyond comprehension
I feel for those being put through a situation not of their making. Good luck to you all.
Quote from: Rodie on 16-02-23, 09:01AMQuote from: Sherwoodforest on 15-02-23, 09:30PM@mikoo and what criteria would you like to see?like i said before,maybe some managers get fantastic comments,maybe thats would be used,I don't know,surely it,l go on end of year first,people kpis,then business,or just wait and see till it comes down
If the SM wants direct feedback about how a manager is doing from his/her staff then the simple thing to do would be to invite them into the office for a chat about it. That way it isn't anonymous or open to abuse.
I do believe its called transparency.
That's never gonna happen.
The German-owned supermarket chain Aldi has announced plans to create 6,000 new jobs in the UK this year.
The staff will be recruited for its distribution centres, as well as a number of new stores including in Norwich and Newcastle.
Aldi has 990 stores and 40,000 staff in Britain and last year overtook Morrisons to become the UK's fourth-largest supermarket chain.
It said it had attracted 1.3 million new customers in the past three months.
Its store assistants receive a starting pay of £11.00 an hour in most parts of the UK and £12.75 within the M25. Warehouse staff get a minimum starting salary of £13.18 an hour.
Aldi store managers have salaries of up to £63,000 pounds a year.theres a life after tesco,good luck to all affected
Quote from: BritishRacingGreen on 16-02-23, 09:17AMQuote from: Rodie on 16-02-23, 09:01AMQuote from: Sherwoodforest on 15-02-23, 09:30PM@mikoo and what criteria would you like to see?like i said before,maybe some managers get fantastic comments,maybe thats would be used,I don't know,surely it,l go on end of year first,people kpis,then business,or just wait and see till it comes down
If the SM wants direct feedback about how a manager is doing from his/her staff then the simple thing to do would be to invite them into the office for a chat about it. That way it isn't anonymous or open to abuse.
I do believe its called transparency.
That's never gonna happen.
Nope it won't and won't provide true feedback anyway, those who are mates with the manager will give good feedback, those who have an issue with the manager regardless of if the manager is actually in the wrong over the issue or not will take the chance to bad mouth said manager, then you get the won't say boo to a goose types who will just say "yeah mate the manager is good at his job" etc for fear of rocking the boat.
:thumbup:
Quote from: Rodie on 16-02-23, 09:01AMQuote from: Sherwoodforest on 15-02-23, 09:30PM@mikoo and what criteria would you like to see?like i said before,maybe some managers get fantastic comments,maybe thats would be used,I don't know,surely it,l go on end of year first,people kpis,then business,or just wait and see till it comes down
If the SM wants direct feedback about how a manager is doing from his/her staff then the simple thing to do would be to invite them into the office for a chat about it. That way it isn't anonymous or open to abuse.
I do believe its called transparency.
LMAO, are you real? Hey come into the office and tell me how I am doing however if I dont like what you say your life will not be worth living. Transparency dont make me laugh.
Quote from: Nomad on 15-02-23, 02:36PMQuote from: 5fdp on 15-02-23, 02:11AMGot my letter today. Getting about 5k more than what's on vlh calculator. But it is a good ball park figure. Please input your details to help.
Anybody have an insight into why VLH calculator is so far out, has some criteria changed ?
Please email admin if you know rather than posting or PM me if you can.
As far as I'm aware we are only been told rough figures just now. Final figures my include things like shares so that will be different for all of us.
I have not even had my rough figure yet but I have had a conversation with my store manager and I told him what I thought it would be and he agreed that it sounded about right.
I have been through this twice before but this time is nothing like what has happened before. We are told we won't know any details until 4 was after first meeting.
Yes. I was told my final figure will be higher due to the above mentioned. But is a good guide.
Do we know if the 2nd collective meeting gone ahead yet and when the detail will be released ?
It's just gone up. Seems still no agreed criteria
Asking for people's pref in regards to taking redundancy but then:
"We should not let someone go if:
o It would leave the store with leadership vacancies
o There was a large disparity in selection scores, and it meant keeping a much weaker
performer
o The operation is jeopardised by the remaining managers not having the necessary skills
• We may not let someone go if:
o Someone is highlighted for a move or has the potential to move into a bigger role o Someone has unique skills that we want to retain, such as being SP2 trained (D&G)"
In other words regardless of what your pref is if you rank high then you stay
Quote from: Grahol on 17-02-23, 01:52PMIt's just gone up. Seems still no agreed criteria
any detail on this please?
Go to Colleague Help. Put Collective in search box - first article that comes up "Retail Collective Consultation - meeting summaries and Q&A"
Updated today
Meeting 1 - 6 February
Meeting 2 - 13 February
Scroll down and you can download the pdf's
@davethebave on what youve put,thats not how I've read it,so in my store it goes from 6 down to 4 managers,if managers ranking 3,4 want to leave and managers 5,6 in score want to stay,if 5,6 have the skills and are not far away in scores,then thats an option,but tge way I've read it only 2 will get redundancy
I didn't bust my balls year after year to not get the opportunity to ditch these lunatics...show me the money!!also happy 1000th post to me
:D ;D
@sherwood yeah that's correct.
Doesn't help managers 1&2 if they want to leave and managers 4-6 want to stay.
1&2 forced to stay and 5&6 have to take one of the redundancy or step down options.
They can play that skill card anyway they want to suit the business needs
Yes, it seems a bit woolly on the skill side doesn't it? I was a trained butcher and fishmonger back in the '90's, does that count????
However, in our next meeting we will be asked about redundancy, and it will be for me, yes as my preferred option.
@davethebave maybe a scenario where all 6 have same skills but only slightly differ on score though,but if all 6 want to go,no company going to sanction that
Will be interesting to see what happens come Monday.
Times lines are still the same I believe so selection/ranking will go ahead from Wednesday with whatever criteria coming down on Monday
What are people's thoughts on EOY performance for 22/23 being used? The predicted grades have already been submitted which makes a mockery of completing out performance review.
Also, the review can be used/graded to influence the outcome of who they want to keep.
The SM does the scoring, then it goes out to another SM of a similar store size who has to give their own opinion on the scoring and can question a decision. Second SM has to agree with first SM before line manager gets their final score.
Its being done this way to avoid claims of favouritism.
Reviews will be a big part of it as will audit mets and misses.
Disciplinaries and live warnings will be the zinger. If you really want redundancy bad enough do something to put you under investigation but not enough to warrant you being sacked. That should see you score low enough for redundancy to be an option.
Quote from: ForCryingOutLoud on 17-02-23, 11:16PMWhat are people's thoughts on EOY performance for 22/23 being used? The predicted grades have already been submitted which makes a mockery of completing out performance review.
Also, the review can be used/graded to influence the outcome of who they want to keep.
...why do you think they've already graded us? The scoring will be too close to call, having an end of year get together for store managers/SD to grade everyone ( as happened in my group ) was to make the process easier to complete. Do you really think another SM is going to go into another store and disagree with his mate? Very doubtful, who ever is going has already been chosen. The criteria will be the SM's going through the motions to confirm who they chose during the review meeting.
Quote from: FruityLoopy on 19-02-23, 09:37AMThe SM does the scoring, then it goes out to another SM of a similar store size who has to give their own opinion on the scoring and can question a decision. Second SM has to agree with first SM before line manager gets their final score.
Its being done this way to avoid claims of favouritism.
Reviews will be a big part of it as will audit mets and misses.
Disciplinaries and live warnings will be the zinger. If you really want redundancy bad enough do something to put you under investigation but not enough to warrant you being sacked. That should see you score low enough for redundancy to be an option.
In our store, LM's are doing the scoring for 2 separate pools to be checked by the SM before going to group people partner.
And we've been told any warnings received during this period won't be included in the scoring to stop people deliberately getting one.
just shows what a s**t company toscos is to work for when people would prefer redundancy to keeping their job :-X
Quote from: NorthbyNorthwest on 19-02-23, 10:54AMQuote from: ForCryingOutLoud on 17-02-23, 11:16PMWhat are people's thoughts on EOY performance for 22/23 being used? The predicted grades have already been submitted which makes a mockery of completing out performance review.
Also, the review can be used/graded to influence the outcome of who they want to keep.
...why do you think they've already graded us? The scoring will be too close to call, having an end of year get together for store managers/SD to grade everyone ( as happened in my group ) was to make the process easier to complete. Do you really think another SM is going to go into another store and disagree with his mate? Very doubtful, who ever is going has already been chosen. The criteria will be the SM's going through the motions to confirm who they chose during the review meeting.
And there's the problem NorthbyNorthwest. 'Whoever is going has already been decided'. The outcome has been pre-determined. Decided based on what? I haven't had my end of year review to discuss what I've achieved the last 6 months.
I've never had a conversation with my store mananager. I haven't had the opportunity according to the consultation outcomes to discuss whether I want to stay or go. How will a store manager from a different store know how I have performed? How will they measure this? How can they compare me to one of their own managers? And yes, I do expect Joe Bloggs to disagree with his mate in the interests of integrity and fairness, call me naive.
The process is farcical.
Any company must follow the redundancy process to the letter and for very good reason, it's a legal minefield, if there is evidence that the selection process hasn't been fair, followed through and with due diligence, that's where it can very easily fall into unfair dismissal territory and that would be more expensive than a properly processed and followed redundancy.
I've fortunately have not had to go through Tescos redundancy process as of yet, but I expect it to be a very well defined procedure and implemented as such
@nightandday, I'm afraid in this regard you are very naive. Through role description changes, previous redundancy situations and just sheer bloody mindlessness SM's ( and bitd, Personel Managers ) would coerce decisions to suit 'their' outcome and not the company's preferred outcome.
Quote from: lackofinterest on 19-02-23, 11:59AMjust shows what a s**t company toscos is to work for when people would prefer redundancy to keeping their job :-X
These people should be careful what they wish for. In my store we have had 3x managers, and 12x assistants who have all at various times left Tesco only to return with their tails between their legs a few weeks or months later as they couldn't hack it anywhere else. There are several posters on here who have left and returned as well.
Can't remember his name but one of them left as a CA, got a six figure salary apparently elsewhere, and still returned. 😂😂😂
The consultations that have taken place between powers that be and the union are available on colleague help, with a FAQs. They are 100% pushing for voluntary redundancy, or certainly asking the question as part of your first meeting.
Quote from: Happyguy on 19-02-23, 02:43PMQuote from: lackofinterest on 19-02-23, 11:59AMjust shows what a s**t company toscos is to work for when people would prefer redundancy to keeping their job :-X
These people should be careful what they wish for. In my store we have had 3x managers, and 12x assistants who have all at various times left Tesco only to return with their tails between their legs a few weeks or months later as they couldn't hack it anywhere else. There are several posters on here who have left and returned as well.
Can't remember his name but one of them left as a CA, got a six figure salary apparently elsewhere, and still returned. 😂😂😂
few of ours on the last redundancy route took the redundancy and went straight into dotcom driver roles in our store, one went with £34k lol, tesco is a s*** company but at the end of the day, so are most and if you can walk out with money and back into another role may aswell >:D
I'll bet there are a lot lot more who have left never to look back.
Agreed Nomad, I for one, if one of the chosen will not be returning.
We have a manager who has been off sick for the past month and a half. Any idea what might happen with them? surely they can't score higher than a manager who is never off?
Which first meeting is this emma070706? Isn't our first meeting going to be to tell us that we have been chosen for redundancy, in which case its too late to tell them our preference? The scoring takes place next week.
Quote from: ForCryingOutLoud on 19-02-23, 05:36PMWhich first meeting is this emma070706? Isn't our first meeting going to be to tell us that we have been chosen for redundancy, in which case its too late to tell them our preference? The scoring takes place next week.
Not entirely sure. Read the Q and A on colleague help. Type in consultation in the search bar.
Quote from: Ashbeck on 19-02-23, 11:29AMQuote from: FruityLoopy on 19-02-23, 09:37AMThe SM does the scoring, then it goes out to another SM of a similar store size who has to give their own opinion on the scoring and can question a decision. Second SM has to agree with first SM before line manager gets their final score.
Its being done this way to avoid claims of favouritism.
Reviews will be a big part of it as will audit mets and misses.
Disciplinaries and live warnings will be the zinger. If you really want redundancy bad enough do something to put you under investigation but not enough to warrant you being sacked. That should see you score low enough for redundancy to be an option.
In our store, LM's are doing the scoring for 2 separate pools to be checked by the SM before going to group people partner.
And we've been told any warnings received during this period won't be included in the scoring to stop people deliberately getting one.
That isn't right. Its in the consultation minutes that any live warnings received up until 22nd Feb will count.
You won't have a first meeting unless you're selected for individual consultation.
Each SM is to ask managers informally if they want redundancy and are supposed to factor that into the scoring criteria.
That being said, there are a number of situations where they won't let you take redundancy (I've posted it previously).
The only trouble surely is if you keep your position but opt to take redundancy with a swap with someone who scores lower and is due redundancy and wants to stay,but then changes their mind,surely a big grey area
Quote from: oldfashionedplayer on 19-02-23, 04:42PMQuote from: Happyguy on 19-02-23, 02:43PMQuote from: lackofinterest on 19-02-23, 11:59AMjust shows what a s**t company toscos is to work for when people would prefer redundancy to keeping their job :-X
These people should be careful what they wish for. In my store we have had 3x managers, and 12x assistants who have all at various times left Tesco only to return with their tails between their legs a few weeks or months later as they couldn't hack it anywhere else. There are several posters on here who have left and returned as well.
Can't remember his name but one of them left as a CA, got a six figure salary apparently elsewhere, and still returned. 😂😂😂
few of ours on the last redundancy route took the redundancy and went straight into dotcom driver roles in our store, one went with £34k lol, tesco is a s*** company but at the end of the day, so are most and if you can walk out with money and back into another role may aswell >:D
If you take redundancy you need to wait 6 months before reappying to the company. cant get both.
Quote from: Davethebave on 19-02-23, 07:27PMYou won't have a first meeting unless you're selected for individual consultation.
Each SM is to ask managers informally if they want redundancy and are supposed to factor that into the scoring criteria.
That being said, there are a number of situations where they won't let you take redundancy (I've posted it previously).
Well these store managers need to make sure they speak to everyone concerned since at my store some of those affected have been questioned & others haven't.
Quote from: madness on 19-02-23, 07:54PMQuote from: oldfashionedplayer on 19-02-23, 04:42PMQuote from: Happyguy on 19-02-23, 02:43PMQuote from: lackofinterest on 19-02-23, 11:59AMjust shows what a s**t company toscos is to work for when people would prefer redundancy to keeping their job :-X
These people should be careful what they wish for. In my store we have had 3x managers, and 12x assistants who have all at various times left Tesco only to return with their tails between their legs a few weeks or months later as they couldn't hack it anywhere else. There are several posters on here who have left and returned as well.
Can't remember his name but one of them left as a CA, got a six figure salary apparently elsewhere, and still returned. 😂😂😂
few of ours on the last redundancy route took the redundancy and went straight into dotcom driver roles in our store, one went with £34k lol, tesco is a s*** company but at the end of the day, so are most and if you can walk out with money and back into another role may aswell >:D
If you take redundancy you need to wait 6 months before reappying to the company. cant get both.
ours did.. like I say they went straight into dotcom driver role, 1 was a merchandiser it was a voluntary redundancy that was offered to 4 of the merchandisers to reduce them to 3, only 1 could go and they went, they left that week, started the monday morning on dotcom as a driver, so I dunno what strings they pull or what stuff they do but it happened and still here today... prefers it on there now for the freedom, so someone f***ed up somewhere or just let it slip by?
If they started back with tesco the following week they would have given up their redundancy package. Its not tesco policy but law. Remember the tax man watches all...
Not a chance they started back 1 week after taking redundancy it's 26 weeks 6months what ever way you wanna look at it .
You sure they didnt just get protected pay buy out?
They said it was a redundancy pay, merchandisers said it was redundancy offered, so 🤷�♂️, that's as much as I know with it, that they are still here and had a good payout, as it helped them to buy a house.
Something like that did happen at the start of COVID. It was more of a deferred redundancy rather than people being able to simply return the next week. They all got given the option of staying on and a date that they had to leave by no matter what
In other news, have any other areas got their SM's out of business in a cluster meetings at the mo?
So what are we saying about criteria and are we saying we can now ask for redundancy ??
A manager in our store took redundancy in 2015, received around 50k, came back literally 6 months and one day later to a very similar role and higher pay than before. He also negotiated a reinstatement of his length of service and bragged about it, showing his new contract in the canteen and apparently is now in line for close to 45k again this time. He is going around boasting that he can now retire if he wants but has been offered another return in six months. He is known to be a family friend of our SD and is pretty much untouchable in store. Even our SM is wary of him and he gets away with murder.
It's very unfair, but I suppose if anybody was offered the same they'd take it. I mean, would anyone turn down almost 100k free money? Grrrr
Our SM has 2 conference calls tomorrow, both in relation to structure change.
It says on the consultation document ( meeting 2 on colleague help, type 'consultation' in search bar, you'll see the link ) that anybody affected will have a meeting to confirm their intent. I may say that I prefer redundancy and will say that, but of course, until the 'meat and potatoes' of the process is completed we don't know if the meeting of intent will matter or not.
There's no denying that Dante gave us seven layers of hell, Tesco have just added their own with this incompetence.
Has anybody seen the new "pay settlement 2023" for staff and shift leaders today? Does anyone think that tesco are now taking the proverbial?
Quote from: Happyguy on 20-02-23, 01:48PMA manager in our store took redundancy in 2015, received around 50k, came back literally 6 months and one day later to a very similar role and higher pay than before. He also negotiated a reinstatement of his length of service and bragged about it, showing his new contract in the canteen and apparently is now in line for close to 45k again this time. He is going around boasting that he can now retire if he wants but has been offered another return in six months. He is known to be a family friend of our SD and is pretty much untouchable in store. Even our SM is wary of him and he gets away with murder.
It's very unfair, but I suppose if anybody was offered the same they'd take it. I mean, would anyone turn down almost 100k free money? Grrrr
The whole scenario sounds exactly like someone who used to post on this site...left with good redundancy, went back after 6 months, negotiated better pay and had length of service reinstated!
Either this is common in certain stores or this is the same person ???
Did you not all think when tesco scaled back on people partners,thats the end of worrying about the people?
Anyone is able to do the same as the above. The length of service is the only fishy part of that. Everything else is legal.
Quote from: Happyguy on 20-02-23, 01:48PMA manager in our store took redundancy in 2015, received around 50k, came back literally 6 months and one day later to a very similar role and higher pay than before. He also negotiated a reinstatement of his length of service and bragged about it, showing his new contract in the canteen and apparently is now in line for close to 45k again this time. He is going around boasting that he can now retire if he wants but has been offered another return in six months. He is known to be a family friend of our SD and is pretty much untouchable in store. Even our SM is wary of him and he gets away with murder.
It's very unfair, but I suppose if anybody was offered the same they'd take it. I mean, would anyone turn down almost 100k free money? Grrrr
No way he got his length of service reinstated after redundancy regardless if he is mates with the SD or not, that is against employment law and would quickly be picked up on during people file audits. The rest of it yep all above board and people might say unfair but it is what it is.
Quote from: penguin on 20-02-23, 04:45PMQuote from: Happyguy on 20-02-23, 01:48PMA manager in our store took redundancy in 2015, received around 50k, came back literally 6 months and one day later to a very similar role and higher pay than before. He also negotiated a reinstatement of his length of service and bragged about it, showing his new contract in the canteen and apparently is now in line for close to 45k again this time. He is going around boasting that he can now retire if he wants but has been offered another return in six months. He is known to be a family friend of our SD and is pretty much untouchable in store. Even our SM is wary of him and he gets away with murder.
It's very unfair, but I suppose if anybody was offered the same they'd take it. I mean, would anyone turn down almost 100k free money? Grrrr
No way he got his length of service reinstated after redundancy regardless if he is mates with the SD or not, that is against employment law and would quickly be picked up on during people file audits. The rest of it yep all above board and people might say unfair but it is what it is.
I know it sounds madly unfair, but he was proudly showing everyone his "comeback contract" (as he used to call it) in the canteen one day and it definitely had his length of service reinstated. He got a telling off from the SM about showing it off but he wasnt bothered as he is pretty bulletproof. He did say that the bit of redundancy that the govt give wasn't reinstated but the voluntary bit that Tesco give, was.
He's now crowing about being picked again and picking up a fortune. He's not sure whether "to retire, or put a down payment on a flat in Spain" this time.
Don't know if he ever posted in here, (I doubt it as he was a full-on Tesco-bot) but fair to say he is not very popular at the moment.
The government does not pay any redundancy, except where the employer has gone out of business.
In terms of redundancy - for tax purposes you cannot claim continuity of service more than once for any given period of time worked, but it is possible to have a negotiated agreement for an enhanced severance package which may be taxable if it exceeds certain limits. There is also a cap on the maximum amount of redundancy pay that is tax free.
Pay review... what's the point of remaining a manager!! Redundancy, Leave or Step down to GA.. You'd be mad to remain after this- They really hate us don't they?
I've heard length of service will actually only be your length of service as a manager, not length of service with the company as a whole.
Quote from: markwinters on 20-02-23, 06:19PMPay review... what's the point of remaining a manager!! Redundancy, Leave or Step down to GA.. You'd be mad to remain after this- They really hate us don't they?
@markwinters, why would you want to step down to any level? Redundancy all the way and stick 2 fingers up to a company that has lost all sense of loyalty. I have been working for tesco since i left school, worked my way up (and down again) but never would i have thought that they could stoop so low. Unfortunately Tesco has now been taken over by people who do not have a clue about retail and where tesco was a leader now they are just followers to the likes of aldi and lidl. At the present time tesco has no idea what to do next so they are scrambling to try and save money the best they can but are losing millions in the process. I wouldnt be surprised if someone was to buy tesco out in the near future....
Quote from: Mikoo on 20-02-23, 07:12PMI've heard length of service will actually only be your length of service as a manager, not length of service with the company as a whole.
Statutory redundancy, the amount that has to be legally offered as a minimum takes into account your entire length of service at the company you're being made redundant from and uses multiples of 0.5x, 1x or 1.5x your weekly earnings dependent on your age at the time of working for the amount of years you worked for the company. For example, if you gave Tesco 10 years service, started at age 20 and made redundant at age 30, 2 of those weeks you'd get 0.5x your weekly pay and then 8 weeks pay at 1x your weekly rate to account for the 8, years you worked there when you were older than 22.
Statutory redundancy is also capped and completely tax free.
Companies don't need to go above and beyond the statutory, Tesco does, though I'm not sure how theirs is worked out, but that redundancy payment is tax free up to £30k.
If you want to know about redundancy go into our tesco and key it in. Its all there. Dont say 'I've heard ' , just spend 5 minutes and go look.
Mikoo its your whole length of service not since you have been a mgr. Go into our tesco and just look up redundancy. Its not hidden .
Quote from: 5fdp on 20-02-23, 10:58PMMikoo its your whole length of service not since you have been a mgr. Go into our tesco and just look up redundancy. Its not hidden .
I think he means if length of service used in the criteria
Quote from: The crow on 20-02-23, 03:32PMHas anybody seen the new "pay settlement 2023" for staff and shift leaders today? Does anyone think that tesco are now taking the proverbial?
No
Why not go onto the thread dealing with it? 8-)
To be fair our SM also said in our store forum last week that he expects length of service to only be used as a tie breaker and it will be manager length. So perhaps there is some confusion over what was said on the confernece call.
We will find out today once the criteria is released to store managers.
Good luck to everyone in the next few weeks. Don't make any decisions based on other people, be greedy and look after #1. Take right up until the last day of your consultation before you make any choices, get all the buy out figures etc from day one so you have the most time to think about everything.
Shift leaders are going to be on £13.28 ph in the near future, dont be afraid to step down into that if it suits you and your family needs.
I haven't looked into it yet, but vaguely remember that if taking redundancy you were allowed a certain amount of days ( paid? ) for job interviews? If so, for those going it may be worth considering, whether you go for a job interview, or you go for a 'job interview' wink, wink!
The only bug bear I have is that if there is a manager desperate to leave they should be given redundancy. If its made clear a manager would prefer that they should be scored to reflect it.
We have two managers in my store who want to leave and are actively looking for new jobs so if they score higher than a manager who wants to stay, that manager takes redundancy, reluctantly, and leaves then the manager who scored higher leaves anyway that is s*** on the manager who wanted to stay.
USDAW is just a c**p union that things like that haven't been factored in. I do really feel for the managers who are desperate to stay but might be scored low on default.
Quote from: NorthbyNorthwest on 21-02-23, 11:17AMI haven't looked into it yet, but vaguely remember that if taking redundancy you were allowed a certain amount of days ( paid? ) for job interviews? If so, for those going it may be worth considering, whether you go for a job interview, or you go for a 'job interview' wink, wink!
One at my store has been applying for jobs left, right and centre but is holding off leaving to see if they can get redundancy. He feels awful because he said he would rather take the money and go so that someone who wants to stay can but unless this will be factored into the scoring he could put another manager out of a job in the meantime.
What is the logic in scoring high a manager who wants to leave at the expense of a manager who wants to stay..
@fruityloopy why moan about something out of your control?like i said,your scenario smells of roses till someone changes mind putting the process on its arse,what will be will be,
Quote from: Davethebave on 21-02-23, 09:06AMWe will find out today once the criteria is released to store managers.
Good luck to everyone in the next few weeks. Don't make any decisions based on other people, be greedy and look after #1. Take right up until the last day of your consultation before you make any choices, get all the buy out figures etc from day one so you have the most time to think about everything.
Shift leaders are going to be on £13.28 ph in the near future, dont be afraid to step down into that if it suits you and your family needs.
:thumbup:
Quote from: FruityLoopy on 21-02-23, 11:24AMQuote from: NorthbyNorthwest on 21-02-23, 11:17AMI haven't looked into it yet, but vaguely remember that if taking redundancy you were allowed a certain amount of days ( paid? ) for job interviews? If so, for those going it may be worth considering, whether you go for a job interview, or you go for a 'job interview' wink, wink!
One at my store has been applying for jobs left, right and centre but is holding off leaving to see if they can get redundancy. He feels awful because he said he would rather take the money and go so that someone who wants to stay can but unless this will be factored into the scoring he could put another manager out of a job in the meantime.
What is the logic in scoring high a manager who wants to leave at the expense of a manager who wants to stay..
Company don't want to lose experienced managers and have a big payout for them.
@Madness, the company has been throwing away good experienced and most importantly committed people for a number of years now. What makes you think this will be any different?
I think the company realised it messed up in the last wave of bakery/stock control redundancies. A lot of experienced colleagues left and many stores took months to recover.
In certain areas of the country there are stores at or close to the new management headcount. Why would the business want to pay out often large sums in redundancy to experienced managers to then have to pay to recruit inexperienced replacements?
However I get in other areas stores are way over headcount and that it would be fair for people who want to leave to do so over making someone redundant who actually wants to stay.
The problem is legally you need to have a fair and transparent system of selection across the country.
Length of service doesn't always equal best experience or even best worker.
The front end manager in my Extra is totally useless (Team Support do it all for her) yet she will pass the criteria with flying colours while a more capable manager who has only been with us 4 years will most likely be at risk of losing their position.
I don't know what system would have worked better in terms of ranking managers but one thing is for sure.. don't assume this process will weed out the duds, if anything its more likely to protect them which is bad news for us all.
Agreed about length of service not meaning better. We had an ex Lidl manager looking for an easier life. Once he got up to speed with how Tesco worked he ran rings round a few of the very longterm managers with how he treated his staff and department.
Who has actually seen that length of service forms part of the scoring criteria? As far as I'm aware this will just determine how much money people will get should they get redundancy. Scoring is all linked to performance, the length of time someone has been a manager has nothing to do with how good they are as a manager, they may have more experience but that won't count for much if they are a poor manager.
However, colleagues view good and bad managers in a different way. Being able to work an aisle or a cage in record time is seen by colleagues as a good thing and it is leading by example but if a manager is working as a shelf filler and neglecting admin tasks this might be missed by colleagues but it is seen by the rest of the management team who often have to pick up the slack. I work with a very popular manager but his holiday diary is a mess, colleagues still with outstanding holidays not booked and it's nearly March. He never requests overtime and if there is sickness or holiday in his sept he does very little to fill it. He is however the most popular manager in the store as he is a very nice man and works very hard along side his team. He is however not performing well as a manager.
Quote from: Redshoes on 22-02-23, 03:59AMWho has actually seen that length of service forms part of the scoring criteria? As far as I'm aware this will just determine how much money people will get should they get redundancy. Scoring is all linked to performance, the length of time someone has been a manager has nothing to do with how good they are as a manager, they may have more experience but that won't count for much if they are a poor manager.
However, colleagues view good and bad managers in a different way. Being able to work an aisle or a cage in record time is seen by colleagues as a good thing and it is leading by example but if a manager is working as a shelf filler and neglecting admin tasks this might be missed by colleagues but it is seen by the rest of the management team who often have to pick up the slack. I work with a very popular manager but his holiday diary is a mess, colleagues still with outstanding holidays not booked and it's nearly March. He never requests overtime and if there is sickness or holiday in his sept he does very little to fill it. He is however the most popular manager in the store as he is a very nice man and works very hard along side his team. He is however not performing well as a manager.
Very true we must work in the same store
As far as I'm aware, none of us yet have seen the criteria ( and probably won't ). My SM gathered us all together to say he had to take a few days out to score us, but zero detail on what the scoring looks like.
The issue with using length of service in a tie is that it will discriminate and the UK does actually have work laws to prevent redundancy being offered on those grounds.
So maybe there has been confusion over what was said.
Length of service doesn't discriminate. It's actually the most common thing used. This is actually stated on the government website.
Using age, sex, religion, sexual ordination etc would discriminate.
Be easier if they just asked. Do you want to go or not. That way get a more motivated remaining people, those that see no future with the new un achievable role go with a few pennies in pocket - but likely to mean no managers left the way they get treated as general dogsbodies to make sure SM and SD get their bonus
Quote from: markwinters on 22-02-23, 08:32AMBe easier if they just asked. Do you want to go or not. That way get a more motivated remaining people, those that see no future with the new un achievable role go with a few pennies in pocket - but likely to mean no managers left the way they get treated as general dogsbodies to make sure SM and SD get their bonus
First meeting today and I was asked 2 questions. 1 do you want redundancy? 2. what's your availability? That was it!! All the other questions they already no the answers to ie, absence history, end of year grade ect.
Availability question is a strange one!!
Not really, they need to know a manager can cover the shifts required. If only 1 manager is available on a Sunday afternoon for example, that's an advantage over a manager who can only work Monday-Friday 9-6. It was discussed in the first collective consultation.
But wouldnt availability be classed as discrimination though? What if the availability is determined by child care issues or health reasons i.e clinic appointments on certain days or having to go to religious places?
Also, i'm led to believe that in the new roles managers can work anytime as they will not do duties anymore...
Limited availability and what will happen is discussed in the collective consultation.
Quote from: Davethebave on 21-02-23, 09:06AMWe will find out today once the criteria is released to store managers.
Good luck to everyone in the next few weeks. Don't make any decisions based on other people, be greedy and look after #1. Take right up until the last day of your consultation before you make any choices, get all the buy out figures etc from day one so you have the most time to think about everything.
Shift leaders are going to be on £13.28 ph in the near future, dont be afraid to step down into that if it suits you and your family needs.
I'm told we won't find out until 6th March?
Quote from: The crow on 22-02-23, 11:39AMBut wouldnt availability be classed as discrimination though? What if the availability is determined by child care issues or health reasons i.e clinic appointments on certain days or having to go to religious places?
Also, i'm led to believe that in the new roles managers can work anytime as they will not do duties anymore...
No, the managers roles are expected to be 36 hours per week. If you don't have the availability for that you will be scored down. It's not discrimination if those are the expected hours for the new roles
@philthefill you can't tell me you've never took 1 person on on a flexi contract because they had more availability than someone else, everyone has, why is this any different because its managers.
Quote from: Mikoo on 22-02-23, 07:43AMThe issue with using length of service in a tie is that it will discriminate and the UK does actually have work laws to prevent redundancy being offered on those grounds.
So maybe there has been confusion over what was said.
Length of service can be part of the scoring system if the employer can justify it, but it should not be used as the sole factor.
https://www.gov.uk/staff-redundant/compulsory-redundancy (https://www.gov.uk/staff-redundant/compulsory-redundancy)
Criteria is as follows:
Disciplinary record – a factual entry based on our records (live warnings on file for
conduct), with gradation applied to the level of warning
o Absence record – a factual entry based on our records (live warnings on file for
absence, excluding any disability-related absences), with gradation applied to the level
of warning
o 20/21 and 21/22 EOY Performance
o Key accountabilities – the manager is asked to score each of their colleagues against
the key accountabilities/skills required in the role
▪ Onekeyaccountabilitywillfocusonthe'what'-TheBig6and/orsupporting
measures
▪ Twokeyaccountabilitieswillfocusonthe'how'-TheBig6and/orsupporting
measures, and contribution to Every Voice Matters results
o Tie breaker – if two or more colleagues have scored the same after completing all
sections of the selection form, the Consultation Manager will need to consider if the
colleague has expressed a preference for redundancy
o If the colleagues in the tie break have expressed the same preference, the Consultation Manager will need to consider the following:
▪ The 'how' for Safety First
I don't agree with using every voice matters, its so open to abuse it can't be confirmed as accurate.
Wonder if stress/depression counts as disability..
Will Disciplinary record include lets talks or just actual investigations?
Disciplinary will involve just warnings.
Investigations that revived nfa or even a disciplinary meeting that was nfa shouldn't be included. Let's talks are only records of conversations, nothing more so won't count.
Quote from: Davethebave on 22-02-23, 05:18PMCriteria is as follows:
Disciplinary record – a factual entry based on our records (live warnings on file for
conduct), with gradation applied to the level of warning
o Absence record – a factual entry based on our records (live warnings on file for
absence, excluding any disability-related absences), with gradation applied to the level
of warning
o 20/21 and 21/22 EOY Performance
o Key accountabilities – the manager is asked to score each of their colleagues against
the key accountabilities/skills required in the role
▪ Onekeyaccountabilitywillfocusonthe'what'-TheBig6and/orsupporting
measures
▪ Twokeyaccountabilitieswillfocusonthe'how'-TheBig6and/orsupporting
measures, and contribution to Every Voice Matters results
o Tie breaker – if two or more colleagues have scored the same after completing all
sections of the selection form, the Consultation Manager will need to consider if the
colleague has expressed a preference for redundancy
o If the colleagues in the tie break have expressed the same preference, the Consultation Manager will need to consider the following:
▪ The 'how' for Safety First
Dave - where is the original text for these criteria please?
I can guess of at least two managers who are now at risk at my store going off this.
Including 20/21 shafts our front end manager (thats the one who does no work at all)
I like how redundancy will be used on preference. If a colleague wants to stay but another one doesn't it is only fair regardless of scoring that the one who wants to stay can.
Colleague help
Search for collective consultation and it's in meeting 3
There is some other useful information included
Thank you :)
Have I read it right? covid absences are not included?
To be fair they have said about not including covid absence from the start. It will still show on your form but has to be referenced to show it's covid and therefore N/A
Criteria still not as black and white as it should or even could be. Still has to be more complicated than it has to be
Well it looks like my manager is fine going off this. Happy for him.
The criteria is pretty decent in my opinion
The only managers who need to worry are those who have not met reviews, have had warnings and have poor attendance.
You can't really argue with that as a base line.
The key accountabilities one is the only funny one with the criteria.
Every manager has different accountabilities, a sole checkout manager for example has a lot less impact than the fresh manager with 4 or 5 different areas to oversee
If you state that you want to stay, but you are then offered a role at a different store, can you refuse and change your preference to redundancy?
@Forcryingoutloud, probably not!
There was an interesting little bit about stock/admin in the 3rd consultation meeting. If you've got it ,it looks like you're a bit special and may get scored up. Of course, it wasn't classed as special when it was dumped on some managers who didn't have a clue in the last few years!
Well the admin manager normally has to sign off all the specialist wages etc and usually runs the cash office so to be honest its probably worthy of few extra points.
Stock/admin is a pretty complex role. You couldn't just move someone into a position like that unless they had admin and stock control experience. Most managers should have a knowledge of it but for example if both the customer service desk and checkout managers have zero knowledge of stock control routines or how something like MST works then they aren't going to be moved from the front end into a role they will not be able to grasp from the off. Like also said above, the admin/stock manager has to be able to understand wages. The system only takes care of so much.
That is why I think, for once, they criteria is spot on. It all sounds fair to me. If it works the way its written down on paper then the store manager should be able to put all the best managers into the roles that suit their experience pretty easy.
I've argued for years stock control should be a specialist skill. Its a completely overlooked role, a legal role when you add in the date checks, where stock colleagues usually get s*** on.
So its actually nice to see Tesco are viewing the stock control managers as a bit more worthy for once.
Having now seen the actual selection form, having a skill like stock and admin won't effect your score in anyway.
Is there a copy of this anywhere please Dave?
My store manager gave me the copy of it. Just ask your manager for it, there is nothing that should be secret on it.
Just been handed an availability form by my store manager and told to fill out and give it back today
I think all roles in the store have elements to them that are not fully visible to those who don't experience them. The stock admin manager has had the smallest team in the store, in my store anyway. We all like to think our own job is harder and more complex than others but it takes the whole store to deliver the shop.
Quote from: Towers45 on 24-02-23, 11:15AMJust been handed an availability form by my store manager and told to fill out and give it back today
This forms part of every structure change. Should not be a problem for most managers.
Yeah the availability is standard. Your manager will also ask you for your preference on redundancy, it might be used in a tie break situation
Should at risk managers have had a meeting with their consultation manager yet? I haven't been asked for my redundancy preference or my availability. Nobody seems to even be talking about it in my store.
@ashbeck no body is at risk unless you've been told your at risk. The selection form will determine who's at risk.
Your line should be asking your preference on redundancy as part of the selection form
Our SM has asked all TM, their preference for, redundancy, job role under new structure and availability. We find out who is at risk middle of next week. Once another SM has scrutinised it, then SD & PP have given it their seal of approval.
Not much to go on in our store, all TM of a similar level and experience.
Quote from: Davethebave on 24-02-23, 05:52PM@ashbeck no body is at risk unless you've been told your at risk. The selection form will determine who's at risk.
Your line should be asking your preference on redundancy as part of the selection form
That's what I meant, sloppy phrasing as we're all discussing it as our jobs being at risk in our store. Sorry.
I've not been asked preference and I'm off for 2 weeks from today. Can we ask to see the selection forms? I'd be interested to know what my preference was noted as on my behalf ;D
I haven't been asked for my redundancy preference or my availability. Nobody seems to even be talking about it in my store.and where is usdaw in this whole process I must leave union if I stayed in Tesco .
It's one big c**k up no one can give a straight answer whether or not managers are staying going or stepping into shift leader roles.
45 days consultation leaving 29th April. Work backwards. Thats when you officially need to be told. Not before.
Quote from: sam on 24-02-23, 10:54PMI haven't been asked for my redundancy preference or my availability. Nobody seems to even be talking about it in my store.and where is usdaw in this whole process I must leave union if I stayed in Tesco .
Could it be that your store is already at structure so there are no at risk managers. You should still have had a meeting to be told that there is a structure change in process and therefore told how many mangers there will be going forward.
New structure and appointments being announced on Weds 1st March in my store, though I understand that everyone impacted was told on Friday 24th. Only one team manager will be taking redundancy (5 down to 4), in addition to the Lead who was told of their redundancy/consultation in the original announcement.
Store manager should have scored everyone by now. They then need to review scores with a second store manager to ensure scores are fair. Then it is signed off by SD, once this has been done the effected people can be told. The SD has until wed, last day, to do this but if done before this then people can be told. When people are told the score they are told the criteria.
Annual reviews are done after scoring.
Our whole management team are in on Thursday and being told then. One interesting point will be, out of the team, the one who goes, what is the point of doing their review?
The review needs to be completed as this would determine the percentage bonus , possibly
The % for colleague bonus is generally hidden away in the EOY results which are due 13th April this year. The % is based on company performance on the Big 6. Not a colleagues individual performance.
Quote from: BritishRacingGreen on 22-02-23, 05:41PMQuote from: Davethebave on 22-02-23, 05:18PMCriteria is as follows:
Disciplinary record – a factual entry based on our records (live warnings on file for
conduct), with gradation applied to the level of warning
o Absence record – a factual entry based on our records (live warnings on file for
absence, excluding any disability-related absences), with gradation applied to the level
of warning
o 20/21 and 21/22 EOY Performance
o Key accountabilities – the manager is asked to score each of their colleagues against
the key accountabilities/skills required in the role
▪ Onekeyaccountabilitywillfocusonthe'what'-TheBig6and/orsupporting
measures
▪ Twokeyaccountabilitieswillfocusonthe'how'-TheBig6and/orsupporting
measures, and contribution to Every Voice Matters results
o Tie breaker – if two or more colleagues have scored the same after completing all
sections of the selection form, the Consultation Manager will need to consider if the
colleague has expressed a preference for redundancy
o If the colleagues in the tie break have expressed the same preference, the Consultation Manager will need to consider the following:
▪ The 'how' for Safety First
Dave - where is the original text for these criteria please?
all on colleague help under "collective consultations"
When will lead managers be going?
Same as team managers - end of April
Quote from: fatlad on 27-02-23, 07:27AMWhen will lead managers be going?
should have gone years ago. well overdue >:D
I think some managers already have a rough idea.
What will happen in a scenario where managers score the same and also said they are open to redundancy, how will it then be decided who goes, will that have to lose more than they wanted?
That is difficult to answer. The criteria is more complex than it has ever been before. It can also depend on the group, not just the store. Managers who did not score high enough to get a job in store but who want to stay will be offered jobs within the group. Those who score high and want to go do have the fact that they want to go considered, the company would rather keep a manager that wants to stay. The pay out is different depending on age and length of service so not big for everyone.
There are so many variables it's not a simple answer. Some areas of the country find it difficult to retain colleagues and managers. Some keep people for a very long time. The areas with a high turn over will also have people with a lower pay out but it still might be enough to temp people to go. Some might think half a years wage is enough to go and others will need a minimum of two years pay. Some may say they want to go until they get the confirmed figure. Others may have outside of work things happen that might change the mind. The list goes on and on.
Quote from: Towers45 on 24-02-23, 11:15AMJust been handed an availability form by my store manager and told to fill out and give it back today
I never had that but we do early starts and late finishes. As we don't have a night team we have to open and shut the shop so SM is very aware of the hours we do. Unless availability is very poor it should not be an issue as new role will no longer be required to open or shut the shop. New role is more mid shifts.
So I'm a part time manager and have not been asked my availability, get told my decision tomorrow about if getting redundancy or not, but was told we have 4 full time positions and I don't want to work full time. Can they make you work more hours currently? 2 managers going from pool.
You can't be made to work full time. If you score high enough and the other 3 managers can cover the store then it's no issue for you. It would be up to tesco to fill the management hours left over from you doing part time hours.
If you got offered redundancy based solely on the fact you can only do part time then that's a major issue
The score system is flawed in my opinion and puts the checkouts manager at an unfair advantage due to the fact Team Support usually sub as manager.
It will be interesting to see what tomorrow brings.
Well we got told yesterday, mon27th,about who was staying and going and it's a joke,let's just say system flawed. Our sm has told quite a few colleagues, so even though we are in consultation and things could change this seems to be ok....
Why are some stores finding out at all different times
The plan was from wed 1st
The official time line should have been
All SM completing scores by Sunday 26th. Additional SM then overlooks the scores on 27th/28th either agrees/disagrees/can question a decision etc.. with all managers then being told the outcome on 1st March.
So by tomorrow all Team Managers should know.
If any manager has been off sick during this consultation period where does that leave them?
Quote from: AlwaysSearching on 28-02-23, 02:52PMThe official time line should have been
All SM completing scores by Sunday 26th. Additional SM then overlooks the scores on 27th/28th either agrees/disagrees/can question a decision etc.. with all managers then being told the outcome on 1st March.
So by tomorrow all Team Managers should know.
That's not what we've been told, we've been told that if we're successful we will be told this week, if not then it'll be Monday.
Going off sick makes no difference during your consultation. SM will tell you it will affect your redundancy or put it at risk, it doesn't. I would be very surprised that the mgrs who are going thro the consultation don't go off for a few days. Basically the company can do without you, so enjoy so extra time off. Even if you are off sick during the process the SM will contact you via the phone.
Anyone found anything out today?
Our SM is contacting all 5 TM around 9am today. Those not in today have agreed to be contacted by phone call. We lose 1 full time TM, LM already told he is leaving.
Even to those who are staying. Take a few days off aswell. I'm sure mentally it's been a tough month, we owe nothing to this company anymore. We really are just all numbers to them
Totaly agree, loyalty means nothing to this company anymore :(
could someone tell me what is usdaw contribution in this process, in my store only one U.Rep which is GA and have no information regarding my concern.
This is hilarious, well done Tesco
The stress this company puts its staff under every January to March is something head office need to have a long hard think about going forward. Just how many more structure changes can Tesco allow in such short time frames
Wasting your breath they couldn't give a s***,it's toxic now.
So been told not selected to stay but only at risk of redundancy as if anyone hands in their notice before 27th of April next one on the scoring system gets their redundancy withdrawn and is then selected to stay.
Typical of Tesco
Step 1 soft changes to panic as many colleagues as possible to move or leave
Step 2 hard changes dangling redundancy but waiting to see how many selected to stay managers go and pull from pool of managers at risk.
If this was colleagues it would be 28 days from start of consultation to redundancy notice.
This has been going on since January and we wont find out until 27th February if we are going.
Tesco is f****ng managers over and dont give a f***. As for the non union sitting in the corner like nodding dogs, they should be punted and a real union brought in
This will have always been the case. Managers have different skill sets, if all want to stay it is bound to be all about the experience. The Team Managers that stay have to better skilled as they make decisions, shift leaders don't.
Where do I find the minutes of the Usdaw meetings for this process?
Thank you 😊
Meeting 4 notes are on colleague help
Quote from: Realistic on 01-03-23, 02:18PMSo been told not selected to stay but only at risk of redundancy as if anyone hands in their notice before 27th of April next one on the scoring system gets their redundancy withdrawn and is then selected to stay.
Typical of Tesco
Step 1 soft changes to panic as many colleagues as possible to move or leave
Step 2 hard changes dangling redundancy but waiting to see how many selected to stay managers go and pull from pool of managers at risk.
If this was colleagues it would be 28 days from start of consultation to redundancy notice.
This has been going on since January and we wont find out until 27th February if we are going.
Tesco is f****ng managers over and dont give a f***. As for the non union sitting in the corner like nodding dogs, they should be punted and a real union brought in
I'm at risk of redundancy but the lead manager who got the role is handing his notice in, does that mean I get the job role?
Quote from: Gknowsbest on 01-03-23, 03:22PMWhere do I find the minutes of the Usdaw meetings for this process?
Thank you 😊
Colleague help under collective consultation
Been told I'm staying, gutted >:(
I was told today that I'd contributed zero. No joke. This is a toxic and shameful workplace and business. Despite my distress and despair at being belittled and shamed I will view this as a gift.
Quote from: Realistic on 01-03-23, 02:18PMSo been told not selected to stay but only at risk of redundancy as if anyone hands in their notice before 27th of April next one on the scoring system gets their redundancy withdrawn and is then selected to stay.
Typical of Tesco
Step 1 soft changes to panic as many colleagues as possible to move or leave
Step 2 hard changes dangling redundancy but waiting to see how many selected to stay managers go and pull from pool of managers at risk.
If this was colleagues it would be 28 days from start of consultation to redundancy notice.
This has been going on since January and we wont find out until 27th February if we are going.
Tesco is f****ng managers over and dont give a f***. As for the non union sitting in the corner like nodding dogs, they should be punted and a real union brought in
Aren't the new shift leader roles starting week 10 which is two weeks after the 27th April so how does that work?
So how with this in mind will those applying for shift leader be told a) if/when they are successful, and b) when they actually start which is down as week 10..
Quote from: ForCryingOutLoud on 01-03-23, 05:42PMI was told today that I'd contributed zero. No joke. This is a toxic and shameful workplace and business. Despite my distress and despair at being belittled and shamed I will view this as a gift.
Shocking to be spoken to like that.
I've got a good idea of who is staying and who isn't from the reactions. Sadly one of the most incompetent appears to have been successful purely off the back of another departments failings making their own look good.
Majority in my store now know but have been told if staying they might not be going to their current department.
Also something interesting I heard today. Checkout Team Support will be reduced from 6pm each evening. This is due to the expansion of self serve. Only two normal tills will be open after 6pm.
I'm an Extra so this is an odd move but it will mean one less Team Support member. Has anyone else heard this?
Well it won't work in the busier periods of the year like November/December but I can see some logic in it. Our self service section is working better than expected and I would imagine the new shift leader will pick up any issues with checkouts on an evening going forward.
Quote from: ForCryingOutLoud on 01-03-23, 05:42PMI was told today that I'd contributed zero. No joke. This is a toxic and shameful workplace and business. Despite my distress and despair at being belittled and shamed I will view this as a gift.
Just go off sick with work related stress! F##k UM they don't deserve any loyalty the way they treat people! 🤬😡
Quote from: Realistic on 01-03-23, 02:18PMSo been told not selected to stay but only at risk of redundancy as if anyone hands in their notice before 27th of April next one on the scoring system gets their redundancy withdrawn and is then selected to stay.
Typical of Tesco
Step 1 soft changes to panic as many colleagues as possible to move or leave
Step 2 hard changes dangling redundancy but waiting to see how many selected to stay managers go and pull from pool of managers at risk.
If this was colleagues it would be 28 days from start of consultation to redundancy notice.
This has been going on since January and we wont find out until 27th February if we are going.
Tesco is f****ng managers over and dont give a f***. As for the non union sitting in the corner like nodding dogs, they should be punted and a real union brought in
I'm really confused. Are you saying you've been offered a shift leader role? because if so then redundancy is an option in that case. You need your union rep with you asap
Quote from: AlwaysSearching on 01-03-23, 06:25PMAlso something interesting I heard today. Checkout Team Support will be reduced from 6pm each evening. This is due to the expansion of self serve. Only two normal tills will be open after 6pm.
I'm an Extra so this is an odd move but it will mean one less Team Support member. Has anyone else heard this?
This is happening. Will probably be announced soonish. Rather than having Team Support in on an evening there will be an allocated runner to do put backs etc
Aren't heatmaps due in week 4 or 5 too? What Tesco needs is a long period of calm and stability. Enough of more changes before we have time to digest the last lot
Quote from: AlwaysSearching on 01-03-23, 06:25PMAlso something interesting I heard today. Checkout Team Support will be reduced from 6pm each evening. This is due to the expansion of self serve. Only two normal tills will be open after 6pm.
I'm an Extra so this is an odd move but it will mean one less Team Support member. Has anyone else heard this?
It's getting ridiculous now. I hope this isn't the case across the board and will be store specific. Our store is busy into the evening until at least 10pm, we usually have 6-7 tills open until 10. They really seem to want to enhance the split between the mornings and evenings, mornings are quiet but have plenty of staff, evenings are simply left to tide over (then get whinged at the next day by people who never stay a second after 5pm and so don't see the problems).
Can't see how they will get everyone through the list pick fill bend over training when managers are either leaving or playing musical chairs.
Madness- pick. Fill, serve training started in July last year with 1 year to complete.....
If your managers have only just started it could be evidence as to why they have scored poorly in the restructure.
there's been like targets of what 24% or something by this time then like 80% or something by may-ish? then 100% by time it comes in... so plenty will do that to be honest.. ours definitely has done that anyhow, got training that was overdue from october for legal refreshers.. so we are FAR behind, got 0 chance of getting it done at this rate by scheduler time >:D
Managers didn't score poorly. The scores were falsified dependant on individuals preference. For the majority this worked well. For the rest, it was dependent on whether they socialised with SM outside of work >:D
Does anyone know where I stand regarding lead team position. There are two of us in our store and my colleague Scored higher. He has been been put in the lead role and I was told I was at risk of redundancy. The one who got the job has found another job and is handing his notice in. Do I have to take the job and lose redundancy if he leaves?
That scenario is covered in one of the collective consultation summaries but I can't recall which. It could be the save to invest q&a that's on the collective consultation page.
Hi. If I am a low score and am at risk of redundancy but a high score wants redundancy can they stop me accepting redundancy and let the high score take it even tho I was low.
Also has anyone seen the criteria score sheet for their own scores. And what the actual criteria questions were the other than what's on the meeting notes. Are we able to challenge our score and see evidence of why/how we scored.
Quote from: Gracepaul on 02-03-23, 10:09AMDoes anyone know where I stand regarding lead team position. There are two of us in our store and my colleague Scored higher. He has been been put in the lead role and I was told I was at risk of redundancy. The one who got the job has found another job and is handing his notice in. Do I have to take the job and lose redundancy if he leaves?
There was a similar scenario when the team leaders were being made redundant a few years back! One was in consultation for redundancy, but another who wasn't under threat gave in their notice during the consultation period. As their last day was prior to the end of consultation period, the team leader facing redundancy was taken out of consultation, as their position was no longer at risk!
There was a lot of arguing on the technicalities of the situation, but Tesco's stance was the hours had become available prior to the end of consultation date, therefore the colleague's hours were no longer under threat!
I'm hoping the rules are unchanged so...If you want redundancy and the other manager has not formally given his notice, or is able to hold back his resignation to leave after the end of consultation, then you could both leave.
He has a start date for his new job in 4 weeks so handing his notice in this weekend.
@gracepaul surely your store manager could answer that question
I wouldn't trust the word of any store manager giving advice on this! Firstly a lot don't have a clue themselves of the rules, secondly they are under pressure to keep redundancies and payoffs to a minimum whilst maintaining all the legalities! How they achieve that is left to their own devices :-X
You have a designated consultant who deals with all these questions, and is expected to remain neutral in keeping you informed on the rules.
When exactly is the last day of consultation? If it's a later date than the other manager's leaving date, then that should work in your favour, as until they actually leave, they're actively employed in that role, plus there's no guarantee they won't change their mind and retract their notice, after the end date of consultation! It would seem unfair to expect you to wait in limbo, to find out if you are still employed or not!
Use this scenario when asking your question, and get a definite answer, nothing less!
Mentioned a couple of months ago that some night teams were going has there been any update on this and if so which stores were effected
Quote from: newdawnrising on 02-03-23, 12:10PMHi. If I am a low score and am at risk of redundancy but a high score wants redundancy can they stop me accepting redundancy and let the high score take it even tho I was low.
Also has anyone seen the criteria score sheet for their own scores. And what the actual criteria questions were the other than what's on the meeting notes. Are we able to challenge our score and see evidence of why/how we scored.
yes you are entitled to a copy. Do not take no for an answer. Contact Usdaw if you are a member & they will obtain it for you if you have any problems. You are entitled to appeal a decision once you are in possession of their evidence if you disagree. See ACAS guidance on redundancy
Why couldn't they pool all the managers across local stores, if two managers scoring nearly the same one wanted to stay and were willing to relocate surely it would be better to have someone who wanted to be there, unions come on.
Pay rise for managers anyone heard anything. 2% is the general talk
I wouldn't get out of bed for a 2% rise.
Quote from: viperex on 02-03-23, 09:29PMWhole lot of Snakes , got rid of best managers and made up BS on there scores . >:D >:D >:D >:D >:D >:D
I have seen my score and gone through it with my SM. I was lowest scoring and therefore placed at risk of redundancy. My SM gave me their rationale behind their answer to all questions, and if I am honest with myself I agree with my SM. I was offered a SL role with protection but declined the offer. I have received my redundancy figure and start the consultation process next Monday. I look forward to a new chapter in my life from 29th April.
I know of a couple shops still waiting to be informed... including my own
Company has until tomorrow to inform all affected managers
If I was selected and scored high I would want to see my form and all rationale as I am now happy to leave with redundancy
Does anyone know if we can appeal the selection?
Quote from: Davethebave on 02-03-23, 09:11PMI wouldn't get out of bed for a 2% rise.
There have been insulting 2 and 3% increase (3 if exceed) for years now. frankly its pathetic. I left because of it.
Quote from: superstore_tl on 02-03-23, 11:11PMI know of a couple shops still waiting to be informed... including my own
Company has until tomorrow to inform all affected managers
If I was selected and scored high I would want to see my form and all rationale as I am now happy to leave with redundancy
Does anyone know if we can appeal the selection?
Congratulations you are safe in your job!!!
"I want to appeal that decesion please!"
Quote from: Watcher on 02-03-23, 08:50PMWhy couldn't they pool all the managers across local stores, if two managers scoring nearly the same one wanted to stay and were willing to relocate surely it would be better to have someone who wanted to be there, unions come on.
Nobody has been told they have got redundancy, that just an interpretation. What people have been told is that they are at risk. If there are other jobs in the group they will be opened up to the at risk managers.
Quote from: Night Owl on 02-03-23, 09:42PMI have seen my score and gone through it with my SM. I was lowest scoring and therefore placed at risk of redundancy. My SM gave me their rationale behind their answer to all questions, and if I am honest with myself I agree with my SM. I was offered a SL role with protection but declined the offer. I have received my redundancy figure and start the consultation process next Monday. I look forward to a new chapter in my life from 29th April.
you are very lucky indeed that it was constructive
Well my favourite four managers are safe. Not sure why I doubted they wouldn't be to be honest.
All in all I think the selection process has worked okay.
Quote from: FruityLoopy on 03-03-23, 09:02AMWell my favourite four managers are safe. Not sure why I doubted they wouldn't be to be honest.
All in all I think the selection process has worked okay.
Ahh, favouritism. The bedrock of any selection process ;D ;D :thumbup:
Not really, they are the most able and competent.
My store is going from 10 to 5 managers so its been a worry for all who would and wouldn't survive but in the interests of our store the best 4 made it through.
Quote from: FruityLoopy on 03-03-23, 09:31AMNot really, they are the most able and competent.
My store is going from 10 to 5 managers so its been a worry for all who would and wouldn't survive but in the interests of our store the best 4 made it through.
Let's hope they can count !
Had my meeting yesterday afternoon and I was unsuccessful in staying. And I'm happy about that! Am I a bad manager? Only people in my store could tell you, however, I will admit that the new job role was not for me. What can I say, I'm old school in my approach and really do not like how the company is going, so for me ( and the company ) it's probably best if I leave anyway. I've learnt a lot over the decades, but there's a few things I won't miss. Christmas starting in September, having your hours changed at a moment's notice ( needs of the business ), and the bloody WhatsApp groups you get added to that go off all hours of the day! Being a team manager has been an 'interesting' experience over the past few years, for those of you that were successful well done, I wish you luck. For those of us to leave, you're better than they've told you and you have so much to give to other employers, good luck to you also!
NorthbyNorthwest Good luck to you, Nomad.
Had our 1st consultation ,if your offered a tm job but dont want it or to be here then your screwed as you walk with nothing....the company dont take anything in to consideration, the scoring could be seen as farcical as sm will keep who they want as how do you prove that it is fair.....
Agree with North by Northwest above..I am also going. also told I was c**p despite me being met last year (and before) and half tear (satisfactory)- not had any thing on file about my approach, but the company wants yespeople, sheep to carry on doing more and more each year.. good luck if you are staying- you're gonna need it. for shift leaders use it as a jump to somewhere better but don't stay.
Good payout though
What about stores at structure? We get no say, even if we wanted redundancy and to leave! Absolute joke it is, I know that two of us would have taken redundancy and let two TM in who wanted to keep their jobs!
I have been told today I'm at risk going from three to two team managers I don't envy my colleagues and hope I ride out the consultation! Worked hard over the years to get where I am but ready to go, don't know how I'll tell my teams
What would happen in the following scenario?
Manager A scores highest and is given the job. Manager B scores lowest and is now offered redundancy.
Manager A then finds employment else where and hands notice in. Does Manager B now get the job left vacant? Or is the business not allowed to take the the redundancy back off manager B?
Mgr B should then get the job. Redundancy can be withdrawn up to the last day .
Do you mean by the employer, not sure it is that simple.
What if Mgr B has committed to a new job/employer ?
What if that new job involved having purchasing a means of transport ?
or any other financial outlay.
Quote from: madness on 02-03-23, 11:17PMQuote from: superstore_tl on 02-03-23, 11:11PMI know of a couple shops still waiting to be informed... including my own
Company has until tomorrow to inform all affected managers
If I was selected and scored high I would want to see my form and all rationale as I am now happy to leave with redundancy
Does anyone know if we can appeal the selection?
Congratulations you are safe in your job!!!
"I want to appeal that decesion please!"
Some people's preference is to leave this company
Yeah manager B would get the job and lose the chance of redundancy because they are no longer at risk.
It's a bad situation but it's one that can happen to anyone over the next 45 days
Quote from: madness on 02-03-23, 11:17PMQuote from: superstore_tl on 02-03-23, 11:11PMI know of a couple shops still waiting to be informed... including my own
Company has until tomorrow to inform all affected managers
If I was selected and scored high I would want to see my form and all rationale as I am now happy to leave with redundancy
Does anyone know if we can appeal the selection?
Congratulations you are safe in your job!!!
"I want to appeal that decesion please!"
too right! just goes to show how s**t working at tosco has become >:D
Quote from: ForCryingOutLoud on 03-03-23, 09:52AMQuote from: FruityLoopy on 03-03-23, 09:31AMNot really, they are the most able and competent.
My store is going from 10 to 5 managers so its been a worry for all who would and wouldn't survive but in the interests of our store the best 4 made it through.
Let's hope they can count !
:D :D :D
Quote from: Redshoes on 03-03-23, 04:03AMQuote from: Watcher on 02-03-23, 08:50PMWhy couldn't they pool all the managers across local stores, if two managers scoring nearly the same one wanted to stay and were willing to relocate surely it would be better to have someone who wanted to be there, unions come on.
Nobody has been told they have got redundancy, that just an interpretation. What people have been told is that they are at risk. If there are other jobs in the group they will be opened up to the at risk managers.
I wonder how many team managers/lead managers who got the job roles will hand their notice in?
Quote from: madness on 02-03-23, 11:17PMCongratulations you are safe in your job!!!
"I want to appeal that decesion please!"
;D ;D It is a tad like a parole board hearing when they come to the decision not to release you.
Is there any appetite on here to submit a collective grievance/ appeal regarding selection process?
Yeah definitely. Absolutely gutted that I didn't get to go. Who knows if the opportunity will ever arise again. Unfortunately another 3 more mature than me that the boss seemed keen to get rid of
I've been told that I'm not in the group of 5 managers that are staying. Been given my redundancy figure on paper - I'll assume I'm going as I need to make plans for the future. Would be gutted if someone decided to resign etc in the next 8 weeks. As I'd assume that would mean that I'd have to stay and be in the 5...
Although happy with my own outcome of redundancy, I do feel that the selection process was very poorly expected across the board. Very inconsistent and can bet that things people got marked down on in one store, another store had marked up on.
I'd like someone to explain how they worked out how many managers were needed. I believe for each 35 colleagues you have one manager . However that is based on one employee contracted for 22 hours if you have 3 students on 7.5 hours they equate to one person .
What I don't understand is one person has the same amount of training , reviews etc so a manager with colleagues who have smaller contracts could end up with 50. To 60 staff not 35 .
@Lucifer, there is no denying that someone at head office, who has never worked ( or probably set foot in ) a shop came up with this idea. Doing it by headcount is ridiculous. Each area has its own complexity's built into it, headcount doesn't really matter, juggling all the balls whilst spinning the plates is more important. And there's no denying, if you've got departments with lots of complexity ( stock control as an example ) it doesn't matter the headcount, to the SM it's the figures.
Is it worth raising a grievance against this as if i wanted to go but was scored enough to stay but another tm in another store scored more than me but not enough in there own store has to either go or move to shift leader where is the sense.
What happens in a few months if some tm dont like the job and leave,who will fill the jobs as i imagine there will be disgruntled tm out there,this will save them £s in redundancy
Quote from: Lucifer on 04-03-23, 08:15AMI'd like someone to explain how they worked out how many managers were needed. I believe for each 35 colleagues you have one manager . However that is based on one employee contracted for 22 hours if you have 3 students on 7.5 hours they equate to one person .
What I don't understand is one person has the same amount of training , reviews etc so a manager with colleagues who have smaller contracts could end up with 50. To 60 staff not 35 .
I don't understand the numbers thing either.
My extra will have two full time fresh managers but the numbers are as follows.
Meat/Dairy 14 day staff
Bread 3 day staff
Bakery 6 day staff
Produce 8 day staff
So why are they giving fresh two managers? yet the sole front end manager is going to have close to 50 day time staff to look after!
Quote from: Brownbear68 on 02-03-23, 09:05PMPay rise for managers anyone heard anything. 2% is the general talk
Of course that's just a rumour but if that were to be the case then it'll be a complete insult.
I'm fully aware we're not most popular bunch on here but we've had one pay rise(review based) in the last 12 months compared to 3 for hourly paid colleagues.
The pay rise given to colleagues were well deserved and in my opinion the most recent rise a fairly decent one.
Salaried colleagues not included in the Nov 22 cost of living pay rise. I must have missed where we aren't affected 8-)
I'm a dotcom TM so I effected by the recent restructure, positive and negative side to that! Wouldn't have minded a redundancy offer but also grateful for the job security and feel
for those affected.
If a 2% rise turns out to be true then I'll be off!
I'm being made redundant. My boss said that TM will probably move to about 28k to get their pay away from team leaders. At the moment all TM should be on a minimum of 26k. Somewhere in the region of 7% .
@mikoo do you not have team support though? and aren't tm roles non specific? so you could be fresh if store manager decides.
Quote from: ForCryingOutLoud on 03-03-23, 11:16PMIs there any appetite on here to submit a collective grievance/ appeal regarding selection process?
Yes I am on board with this ,a complete set up
U want to see , and be able to appeal my scoring , I want to leave and have been matched to a position
After 32 years , I'm going .
I have mixed emotions about this but when the bad days start to outweigh the good I have to look on the positive side .
I feel so sorry for anyone who has been put into a job they don't want ..... I wouldn't want to be dealing with the s*** show that's about to happen
Quote from: BigBlueCo on 04-03-23, 08:43PMQuote from: ForCryingOutLoud on 03-03-23, 11:16PMIs there any appetite on here to submit a collective grievance/ appeal regarding selection process?
Yes I am on board with this ,a complete set up
U want to see , and be able to appeal my scoring , I want to leave and have been matched to a position
I asked for my score and think it is incorrect, as believe it depends on your store manager.
Good evening, a colleague has discovered that in their store there is 5 TM, days TMs only, and it has now been discovered that 3 wanted to stay 2 leave surprisingly 1 of the two was job matched so they are questioning the process, could this be the same in other stores.
Quote from: Ninja on 05-03-23, 10:46AMAfter 32 years , I'm going .
I have mixed emotions about this but when the bad days start to outweigh the good I have to look on the positive side .
I feel so sorry for anyone who has been put into a job they don't want ..... I wouldn't want to be dealing with the s*** show that's about to happen
It is going to be difficult times ahead. Lucky for me we are going from 5 to two and 2 have requested to stay. This is third time I have been through this and this time I want to go.
We are supposed to go to mid shifts and into more of an admin role. I have had over half the store for a long time now, down to 38 colleagues now. I have done this doing three or more duty shifts a week, doing openings and closings. Working from 5am some days and moving to 2330 finishes others.
On paper it seems like the company have at long last listened and admit that this is a huge role for one person with no shift leads or team support, only off till colleagues who do not get a skilled pay. On the other hand they keep rolling out more and more things to keep us out of the office. The new comms works better on a phone than it does on MPC but to request and sue overtime for multiple Depts does not lend itself to being done on a mobile.
I can see more and more admin stuff coming over to managers. The online booking of holidays will probably be next. Hours then removed for wages clerk. Less and less for wages until it is gone as a role. A lot of stores have wages doing admin too but with the online training we do now there is less and less in the files so less to archive and check. Doing the admin is possible, given that the remaining managers are allowed the time to do these tasks. I suspect they will still be filling shelves.
Hearing GA`s will be culled next, and a big cull . Any truth?
Heard from where?
bring it on,a few in my store would love redundancy
Most in our store.
Quote from: HalloweenJack on 06-03-23, 02:52PMHearing GA`s will be culled next, and a big cull . Any truth?
where have you heard this from? Hearsay most likely
Only staff that may get redundancy are the skilled bakers and wages clerks. And that's a big maybe. The rest of you are there till you retire. 🥺
Please do not quote immediately prior post(s). Admin.
we are all Tesco colleagues now so no redundancy for GAs in future
I'd imagine nights to go if possible to fill during the day. Also pi, hardly any work for them these days. And obviously skilled bakers. Though who knows if any would be offered redundancies. It's a case of wait and see what the big T have in store next.
Had my meeting today I always knew it was redundancy for me.
However SM and union still can't answer if.
Will Banked holiday hours be paid?
When will staff discount run out?
Will this years manager bonus still be paid?
Any ideas please👍
Skilled bakers got their only chance of redundancy 3 years ago. The smart ones took it.
Vitascope. Spend a wee bit of time and read our tesco. Key in 'collective' and read the meetings between the union and tesco. Its all there. What they discussed and q and a's. Read , read, read. Answers to all your worries will wash away.
Quote from: Vitascope on 06-03-23, 07:42PMHad my meeting today I always knew it was redundancy for me.
However SM and union still can't answer if.
Will Banked holiday hours be paid?
When will staff discount run out?
Will this years manager bonus still be paid?
Any ideas please👍
Bonus will be paid if we are getting one that is ;)
Discount finishes on 29th April unless entitled to the normal discount for life
Any remaining holiday hours need to be used by end of year this cycle. Any time earned in April will be paid as normal when leaving but you might want to use for Easter hols
Quote from: StinkyPoo on 06-03-23, 07:34PMI'd imagine nights to go if possible to fill during the day. Also pi, hardly any work for them these days. And obviously skilled bakers. Though who knows if any would be offered redundancies. It's a case of wait and see what the big T have in store next.
Have you worked in p.i?
After cutting pi hours a few years back, workload (large superstore) is up year on year again
strange that,we are a large superstore,and our pi girls also fill,as there is nothing for them to do once they have finished their work,they used to just hide in the pi room either on their phones or reading books/magazines waiting to go home until the night managers got wise to what they were doing
Question for those that are at risk. What team manager role do you do in store currently.
So after 29 years service, my job role has gone. I've taken redundancy as that is more finacially better at this time. But i know its not a lot but to take away discount is unfair after this lenght of service and commitment to the company.
@smacgd, with that length of service plus your age ( I'm assuming you're ancient like me with 32 years service ), if it adds up to 80 you'll keep the discount as a 'clubcard for life'.
Has anyone got any ideas on what is happening to team managers who are still in the business ? I had my end of year review and not sure what is happening to pay ? The Union tell me it's down to me and my manager to discuss he tells me it's the Union ? I pay my subs for years get letters from the union telling me they represent my pay rises and they don't but I stil pay union fees at the same cost as everyone else ? Who represents the managers for pay rises ?
Quote from: Vitascope on 06-03-23, 07:42PMHad my meeting today I always knew it was redundancy for me.
However SM and union still can't answer if.
Will Banked holiday hours be paid?
When will staff discount run out?
Will this years manager bonus still be paid?
Any ideas please👍
If you don't qualify to keep your discount card it finishes on the last day of employment, so 29/04/23. If you get any additional days after this it's a bonus, your card should be handed in.
You should not have any banked holiday as you leave on 29/04, however any hols owed are paid.
If bonus is awarded after your leaving date you don't get it. You need to be employed on the date bonus is awarded.
In terms of PI I'd imagine they'll remove hours (again) because of this new app update that "simplifys" labelling promo ends but there are too many issues elsewhere e.g. 'null' on labels instead of the weight per kg etc or 10 labels dropping down for the same product but having to scan it 10 times to clear it off because of the HFSS indicator.
Mind you some of our previous night TMs didn't care about PI - we used to have one person who would have next to nothing on the quieter nights and always got away with dragging it out.
Now, once they are legal on the bigger nights, they have to fill.
Back on topic in terms of being able to work hours over four instead of five nights they should ask Sainsbury's how it works (if at all) given that's what they do for their night managers.
Hello,
Did security team managers get made redundant in 2021? Asking for a friend :)
Please do not quote immediately prior post(s). Admin.
All manager titles got removed for "Team Manager", including security managers.
There may have been a team manager looking over the old security role in specific stores but they should have been made clear to that it wasnt their title. Group security managers only more recently got made redundant in the last 12 months or so
@whatajoke2019 pretty sure colleagues at sainsburys and asda do 4 nights full time also to enhance work,life balance
Thanks Techsupporter :)
Quote from: Redshoes on 07-03-23, 10:04AMQuote from: Vitascope on 06-03-23, 07:42PMHad my meeting today I always knew it was redundancy for me.
However SM and union still can't answer if.
Will Banked holiday hours be paid?
When will staff discount run out?
Will this years manager bonus still be paid?
Any ideas please👍
If you don't qualify to keep your discount card it finishes on the last day of employment, so 29/04/23. If you get any additional days after this it's a bonus, your card should be handed in.
You should not have any banked holiday as you leave on 29/04, however any hols owed are paid.
If bonus is awarded after your leaving date you don't get it. You need to be employed on the date bonus is awarded.
Banked holidays are not this years holidays .
They are protected from older contracts 20+ years is around a week and 30 years is a month.
Years ago you had to work a period of time before you got holiday pay.
On the back of this I have 33 years service I think I remember about frozen days when I started how do I find out about this now.
Raise a colleague help ticket they can advise you on the specific dates when you had holiday frozen.
If you have accrued holiday it shows on your work & pay, it shows as accrued holiday. It is only paid when you leave. I think it applies to colleagues who joined before March 1991. Full details are on colleague help.
Redshoes...you couldn't be more wrong. Easter is in April so if you work it remains on your hold. Also you accrue hols each month so if you don't take any hols you will accrue about 4 days hols. If the mgt team do get a bonus which I have been told they will all mgrs being made redundant will get it as well.
I have said this before. Read Read read its all in the meetings with Tesco and the union on our Tesco. Key in 'collective' and the meeting between Tesco and the union comes up at the top. There has been 4 meetings, take time and read them. Redshoes this will help you tell the right info. READ OUR TESCO
Yep, I've got accrued holiday that will have to be added to my redundancy. As said, check work and pay-absences ( I think ) and it'll be the first line of text if you're entitled ( pre 92 I think ).
For all those old timers like me ;D who have got the option of 'potential' redundancy I'm going after 35 plus years a few tips... look to see if you've accrued holiday, and whether you worked a week in hand I did! and if you don't need more than 30k for a bit you need ask to put it into your pension to save tax
Meeting 5 between tesco and the union is now on our tesco. Not much difference from number 4 meeting.
The only big thing in meeting 5 is that you could go through the whol process until April 27th, then someone above you resigns amd you'd have to move up in the rankings. That would be desperately cruel for people that will have spent nearly 2 months planning their lives after Tesco and their next steps in life...
So what are the rules now regarding those going through the consultation for redundancy?
In the TL cull, the rules were if the colleague in consultation found alternative employment, and had written proof from their prospective new employer stating the job offer was made during their consultation and the start date was prior to the end of consultation leaving date, then the colleague could be released early to take up the new position and still get their full redundancy package.
Tesco are allowing time off paid to attend interviews with prospective employers, so how can they legally justify managers who have secured a new job, to then tell them they are no longer under threat, and remove the redundancy offer, if another colleague not under threat has given notice?
Please do not quote immediately prior post(s). Admin.
I thought the same...
Basically, it's 52 days of not knowing exactly what will happen.
@Lucgeo, it is a valid point, and as per the norm, USDAW do not seem to be seeking protection for people affected. This is why once this is all over the partnership agreement needs to be overhauled. It is from the mid nineties ( from memory ) and the business is a completely different beast. The union are showing themselves up as more and more incompetent ( and not worth your subs as a member ) with each restructuring exercise Tesco do.
Totally agree. The Union states that the Partnership Agreement is constantly reviewed. We've just had so called "improvements" made to the Partnership Agreement through which the new contracts have stemmed from that have and will result in less redundancies being offered when job roles removed and instead forcing employees to accept inferior terms and conditions. The pay protection that the Union support is shameful. Capped at 25% of new salary is outrageous.
Don't be fooled by the "16 hour guarantee"... smoke and mirrors.
Quote from: 5fdp on 07-03-23, 02:25PMRedshoes...you couldn't be more wrong. Easter is in April so if you work it remains on your hold. Also you accrue hols each month so if you don't take any hols you will accrue about 4 days hols. If the mgt team do get a bonus which I have been told they will all mgrs being made redundant will get it as well.
I have said this before. Read Read read its all in the meetings with Tesco and the union on our Tesco. Key in 'collective' and the meeting between Tesco and the union comes up at the top. There has been 4 meetings, take time and read them. Redshoes this will help you tell the right info. READ OUR TESCO
Please could you let me know in which category our Tesco, I couldn't find.
Hi Sam
Ourtes*o
Tes*o & colleague help
Colleague help
Type in "collective consultation", search
It's the 1st one "retail collective consultation - meeting summaries & Q+A"
You can download all 5 meetings that have taken place so far.
Hope it helps
I'm in the at risk group and have just been told a manager who has been doing step up lead is now taking my position. I now have to go through a whole month training them because they have no knowledge of the department they are taking from me.
@Verona, do it as meticulously as possible. I will with my replacement, if not for him it'll be for my team. Until the day I leave I'm their manager and I need to make sure the transition is as smooth as possible. Of course, do not be surprised by the fact you will be blamed for the next six months for anything and everything that will go wrong as 'you never showed them', but that will be par for the course for a lot of us. But then again, we won't be there!
I think the most frustrating this is the person in question who is taking my position has been a lead manager for the best part of a year now and suddenly is one of the top scorers in the tm selection pool
Favouritism for the anus lickers probably.
Interesting to note that Tesco has now approached Usdaw to brief that shift leaders will now have mgt responsibilities such as performance mgt, let's talks, suspensions. This is a 3 year plan, the remaining TMs will be gone next year in my view
Quote from: Just a number on 08-03-23, 01:58PMHi Sam
Ourtes*o
Tes*o & colleague help
Colleague help
Type in "collective consultation", search
It's the 1st one "retail collective consultation - meeting summaries & Q+A"
You can download all 5 meetings that have taken place so far.
Hope it helps
Thanks
Been through the shift leader pack for what they are paying they can keep it I would want at least 30000 a year being asked to do all current managers job except rotas and sickness interviews what the hell are the team managers going to do ah yes sit in Costa drinking coffee all day .
Become a team manager then. See how often you get an actual break, or not messaged at home, or have to cover a 4am shift or a 12 pm finish, or deal with mental health issues of everyone, or violent customers.
Truth is no retail job is good now. but the pay gap vs responsibility gap between GA and Manager is marginal and also huge. ie small difference in pay for huge increase in responsibility.
Quote from: Hammer10 on 08-03-23, 08:53PMBeen through the shift leader pack for what they are paying they can keep it I would want at least 30000 a year being asked to do all current managers job except rotas and sickness interviews what the hell are the team managers going to do ah yes sit in Costa drinking coffee all day .
Maybe take a look at the manager role pack, that will tell you. I've read it and it's worse than the shift leader one.
Look at absence balance on Work and Pay. Top line-Accrued Holiday. Mine says 216 hours calculated on 31/3/23 ( yes, Tesco can time travel! ). Should update as soon as we're in April to show 31/3/24. Something else worth considering is getting all payslip's printed off and go to retirement section of benefits page to print off website/phone numbers for affected team managers.
Quote from: ForCryingOutLoud on 08-03-23, 06:32PMInteresting to note that Tesco has now approached Usdaw to brief that shift leaders will now have mgt responsibilities such as performance mgt, let's talks, suspensions. This is a 3 year plan, the remaining TMs will be gone next year in my view
After my hope to get redundancy did not come to fruition fingers crossed it will come again, not sure it will be as soon as next year but can see it in 2-3 years
Quote from: Verona on 08-03-23, 02:28PMI'm in the at risk group and have just been told a manager who has been doing step up lead is now taking my position. I now have to go through a whole month training them because they have no knowledge of the department they are taking from me.
it is probably all about the money as they are likely coming through on a lower wage.
Our dead wood 30 years service plus lazy managers are being removed, we had one lady who had failed reviews for the past 3 years, but still clung on to her management job pre this cull.
Not from colleague help those that were employed on 31/3/91 will have accrued holidays as the first year you were employed you were not paid holidays.
This is the top line on work and pay and you will be paid these amount of hrs when you leave in addition to any current holidays you have.
Something I want to ask and get clarity,out of 5 team managers 2 wanted to go ,3 stay but scoring determined that one of the stay scored low this was from criteria since then they have become a leave surly rather than go to a tie braker,that should have been the first thing looked at,reading the collective 4 to 5 cent remember which should that have been the case.
I really wanted the redundancy but I'm staying,so part time so they will need to find me a job share 🤞 as all our management jobs are now meant to be equal, what about all equal pay alignment, if over 10 years service and over 5 etc and then we get increases again so hourly rate is the same. We have managers ranging from full time rates of 25k to 35k, also there is literally no progression now, no lead team. We used to have 13 managers and store manager, deputy , leads etc at our store when it opened 15 years ago now 4 of us , 2 of us wanted to go and store manager. Also no pay increase for cost of living increase and the plan I can see says only store managers have a bonus plan in place for 2023. Any one got any influence over this!!
@Parttime, wait until May when we've all gone, then I think you'll see a pay increase or 'realignment' to team manager wages. Shift Leader pay is getting dangerously close to TM wage. If there isn't a significant adjustment to pay, then be prepared for another TM cull next year.
Why should we wait until May, they should inform us now
Team mgrs will get around a minimum off about 2.5k. That will take the mgrs on 26k (the lowest figure field a mgr) to 28.5k. Thats makes a difference to team supports, etc. Wont be paid until June, but you will know in May once the redundancies are away.
If mgrs are getting a bonus this year you will find out about mid April.
In reply to Drever25,doubt it will happen again.
The question is what protection do the 'lucky managers' have that got to stay, as we are going into a new job role,with poor pay and after a few months if you don't like or don't perform well will be out with nothing,so who steps in to the job?
Well done to the union for that.
Next tesco have given more power to shift leaders with the pay,whilst managers are poorly paid,take the flak for anything that goes wrong.
Well done to the union for that.
Now those who are at risk get a 4 week trial if they want to try their luck at shift leader but can still get redundancy if doesn't work out,they have nothing to lose.
Well done to the union for that.
So to summarise those 'lucky to stay' are screwed every way, those at risk are....🤣🤣 all the way to the bank.
Well done to the union for that.
All companies tell the city of changes ,we are cutting managers by 30%,but creating new jobs but let's not mention that we are giving lead managers more money to go and ask no questions.
Well done to the union for that.
Meanwhile Ken on his way to a knighthood.
What i don't understand is 1 manager now has the whole of fresh to look after with no team support. Yet the non food department has a team support on clothing. I know it's all to do with profit on clothing. But in an extra store thats a heck of a job for the fresh manager. Legalities, date checking etc..
Quote from: Redress on 15-03-23, 09:11AMWhy should we wait until May, they should inform us now
Probably because it would be a kick in the teeth for the managers who want to stay but are being made redundant.
Pay has been kept back so the redundancy package is lower. I don't think telling those who want to go that are going to miss out on a pay rise would bother them but those who want or need to stay but have not been selected would have that extra kick in the teeth. Some may have selected to pick up the shift lead roles as the pay is not that different, they may not do this if we all know a pay rise is on the way.
Every manger knows they would get a payrise of some sort from their review,then we will get a pittance because we have , for example i know of a few managers on or around 26k,as if 2nd april day shift leadet on 25.5k,night shift leader will be shy of 30k,so some managers will need at least 15%,to meet that i know that is premium but still not right
Quote from: Mrs sparrow on 15-03-23, 11:29AMQuote from: Redress on 15-03-23, 09:11AMWhy should we wait until May, they should inform us now
Probably because it would be a kick in the teeth for the managers who want to stay but are being made redundant.
it is bloody disgusting I can't tell hsbc or the council to wait for three money wonder how many people may loose there homes because if this
Wait until somthing goes wrong and a new shift leader wants help they will struggle to find a manager in a large extra as they will be doing duties I won't be dealing with it as it won't be my job let's see what happens
Rumour is 36000 for team manager and shift leader is on nearly 24000 not 25500 a skilled baker doing earlies earns more than shift leader .
Don't think it will be anywhere near 36k. That would be giving most mgrs between 5k and 10k pay rise. You wouldn't save any money on mgt costs. You would be as well keeping the existing structure. Remember the company is looking to save money not just move it about. Everything the company does is to save money, eg investment in hourly rate for staff means less staff.
About 3k would be right. Remember mgrs no longer are duty, they are PM's and will be in the office most of the time.
@hammer10 did you include skill payment
@5fdp that is not my best sitting ,completing paperwork
I agree, it won't be 36k. Maybe scrape 30k if very lucky.
Also, if you read the "save to invest" part of the collective consultation, it states that mangers who have been successful in getting one of the new roles can actually deselect themselves and step down to shift leader with a buyout/protected pay. Might be worth looking at if you've been successful and really don't want the new role but bear in mind you'll do someone else out of the redundancy
36k is the new max you can earn.
Problem is at pathetic 2% rises itll take forever to get there. Hence the saving as prices rise profits rise but the wag goes up slow.
Quote from: biggerpicture on 15-03-23, 09:55AMWhat i don't understand is 1 manager now has the whole of fresh to look after with no team support. Yet the non food department has a team support on clothing. I know it's all to do with profit on clothing. But in an extra store thats a heck of a job for the fresh manager. Legalities, date checking etc..
Under the new structure the shift leaders should be running the shop floor and TM's managing productivity etc gone are the days where someone just sits on a dept and that's all they do everyday day in day out.
Shift leaders will also be the duty managers.
In our SS we will be two managers.
One will have all of replenishment, stock and admin. All shop floor and back area Depts.
Other will have checkouts, pfs, CSD, all front end areas.
It's a rough split of 50% head count each.
Quote from: Redress on 15-03-23, 05:34PM@5fdp that is not my best sitting ,completing paperwork
Quote from: Redress on 15-03-23, 05:32PM@hammer10 did you include skill payment
yes I did shift leader on just over 25200 skilled baker on earlies 3 hours a day just under 28000.
If I've been offered redundancy as there were no roles for me and now a vacancy becomes available can they retract their offer of redundancy?
Yeah, provided your the next highest scoring manager
I would have thought if the date of your employment termination has been given in writing the answer would be no as the person affected could have made commitments with a new employer.
They perhaps could 'ask' if you wish to stay.
The offer of redundancy can be withdrawn up to the point you walk in to sign your last meeting at the end of April. ANSWERS TO ALL THESE QUESTIONS ARE ON OUR TESCO. MEETING BETWEEN THE UNION AND THE COMPANY. GO TO OUR TESCO AND KEY IN COLLECTIVE AND IT WILL COME UP AT THE TOP SUGGESTION. YHERE ARE 5 MEETINGS. READ IT ALL.
https://www.citizensadvice.org.uk/work/redundancy/check-your-rights-if-youre-made-redundant/redundancy/redundancy-notice-period/ (https://www.citizensadvice.org.uk/work/redundancy/check-your-rights-if-youre-made-redundant/redundancy/redundancy-notice-period/)
Is there no info on consultation 6
If you go off sick will it affect your redundancy
If you go of sick it only affects redundancy if you run out of sick pay. So the simple answer is no. Many mgrs that are being made redundant are already off sick with stress. What doctor wouldn't give you a line if you told them you can't sleep for worrying about your financial situation for you and your family. However, I would say that only take the p**s if you are absolutely sure you won't go back to tesco.
There is a wee bit about redundancy and sickness in 'farmerfred' link. Above this post.
All information for the collective consultation has been removed from colleague help 🤔
After 20yrs I've made the decision to take redundancy & leave bit sad & little scared as this is all I've known but gonna be brave & take my chance in the big wide world
Can anyone confirm when the redundancy pay out gets paid? Is it soon after leaving date or is it what would have been the next pay day? Just trying to plan my finances
Redundancy payout 26th May.
5fdp, my understanding was it was all paid when you left. I have been on 'Colleague Help' and as per the norm it's as clear as mud! Something else for my SM to answer on Monday!
No. Paid a month later. It gives the system to work out all the monies that the company will pay you. Eg if your off sick etc etc etc.
Why have the consultations been removed, there has to be a reason
Redress . It does seem strange as it was a great fountain of information for mgrs. There was nothing to hide in it. Hope they put it back as it will ease alot if minds with its info. A good source of information for mgrs worried about their futures.
Quote from: Redress on 18-03-23, 05:25PMWhy have the consultations been removed, there has to be a reason
there still there
https://colleague-help.ourtesco.com/hc/en-us/articles/7699702454172-Supporting-you-through-change-Stores#h_01GVR0EY941PMJ521X75N0ACE0
Morning guys, couple of questions,scenarios, wondered if anyone could help apologise is already discussed, 1st up does anyone know or recall when bonus is paid as is that are potentially going would still qualify and 2nd if another manager decides to hand notice in with a date after 29th April would this still affect the at risk colleagues as they are still able to retract their notice upto end date thanks!
Managers who are leaving will get the bonus paid as well.
If another managers leaves or hands in notice before the official redundancy date then a manager who is "at risk" will move into that role and no longer be "at risk" or receive redundancy.
Has this year's bonus been announced or will it come with the pay review?
I put on a previous post. Mgrs bonus announced mid April.
Aye in the weekly retail news there was a little snip of a guide for it with the "your contribution" to be done during March for staff and managers, then last icom was "one to one" for managers pay, in which your SM I guess or lead manager is supposed to go through the pay deal and such with you.
Reading consultation no.5 it mentions about challenging if you secured a job but wanted redundancy, what is the clarity around this....any thoughts
@redress surely just asking your manager how you scored more than someone who wasnt successful if you think the outcome wasnt right,not just because you want redundancy
If a manager is being told they are redundant can there request to look at paper work as to reason why this decision was made.
I think you can see your own score. Not sure as to the reasoning behind the decisions to get there. I would assume you should be able, just incase someone later puts in complaint. Ask your SM
Yes you can, I have a copy of mine. But be prepared, you will probably not like what you see.
I have both a copy of my score plus a detailed explanation of why I'm getting made redundant.
I for one am not interested in my score. I've got what I wanted and if they think so little of my contribution, so be it. However I can see, for those who wish to challenge the decision it could be a useful tool in any grievance situation someone may wish to take.
Does anyone know what the 2nd and 3rd phases are that are happening this year?
rumours are bakeries going to bake off and nights going to twilight in more stores
Rumours here are it's checkout team support and stock control
Rumours , rumours , rumours and guess what , even more rumours .
I couldn't even take a guess as to how much of this forum is taken up with "a guy who used to be dating a woman who has a brother's neighbour's friend who used to cut the lawn of somebody who used to date .... (you get the idea) .. says he has got inside knowledge of what's going to happen"
Wears a bit thin after a while .
Don't believe in rumours why cut bakeries to bake off when they are delivering spectacular figures for what they do.
Rumours = speculation and that is what drives most of the financial markets, and thereby the world.
Anyone who thinks stock control will exist as a dept for much longer must be delusional. Routines are becoming less and less and more automated. Whether the technology is right for it to go later this year - who knows?
With Project River making most tills card only self serve and schedule to workload allocating your role each day why pay Team Support extra money for then effectively changing dented tills or getting apples that Doris forgot to pick up?
Quote from: kaled78 on 22-03-23, 04:48PMrumours are bakeries going to bake off and nights going to twilight in more stores
I would literally psml if I got redundancy before Bobmay :D
Quote from: londoner83 on 22-03-23, 10:05PMAnyone who thinks stock control will exist as a dept for much longer must be delusional. Routines are becoming less and less and more automated. Whether the technology is right for it to go later this year - who knows?
With Project River making most tills card only self serve and schedule to workload allocating your role each day why pay Team Support extra money for then effectively changing dented tills or getting apples that Doris forgot to pick up?
the rumours of departments like bakery and previously deli etc doing their own counts and gap scan have not gone away so its very likely, the shifts are very unappealing to most also in my experience (5am start to 8am go home is regular in my store) so could be another way of T-dog trimming the verges ???
" England and Wales unfair dismissal/redundancy pay: From 6 April 2023, the limit on a statutory week's pay will increase to £643 (up from £571). This means that the maximum statutory redundancy payment and unfair dismissal basic award will be £19,290."
I do believe that it includes scotland aswell. The last time it increased in 2021 it included them all.
Quote from: Tinytemper on 22-03-23, 05:59PMRumours here are it's checkout team support and stock control
I don't know how much more they can cut stock control beyond what they already have plus the new manager set up is based on hours so I doubt any department are losing loads anytime soon given that the new system doesn't even start until week 10. They might cut stock routines in smaller stores but they won't in Superstores or Extras and PR Scanning is a legal requirement by law. I suppose they could merge it into each fresh department but that wouldn't mean job or hour loses so what would be the point?
That said Team Support at Checkouts are set for a restructure. Our store manager let it slip. Basically after 5pm it will only be self service open in all stores. So there will be no role for Team Support beyond 5pm. That will obviously mean some numbers being cut plus the fact the scheduler from week 11 more or less makes Team Support redundant. All they need are a few runners to get barcodes etc.
Quote from: Mikoo on 23-03-23, 08:24PMQuote from: Tinytemper on 22-03-23, 05:59PMRumours here are it's checkout team support and stock control
That said Team Support at Checkouts are set for a restructure. Our store manager let it slip. Basically after 5pm it will only be self service open in all stores. So there will be no role for Team Support beyond 5pm. That will obviously mean some numbers being cut plus the fact the scheduler from week 11 more or less makes Team Support redundant. All they need are a few runners to get barcodes etc.
Checkouts TS = barcodes & breaks. I should know ...
A survey has taken place in our store and I know of others in my area too. It's to do with connectivity and the headsets. We were told we are due to get five banks of headsets. Once the headsets are in the off till colleagues can go on a till or fill on shop floor. Colleagues on a till will be able to ask someone on the shop floor to fetch them eggs etc.
We have good off till colleagues and bad ones. The good ones keep busy and help out in other areas anyway. There are also those who, if not told differently, will just stand at the back of checkouts waiting to be needed.
Quote from: Nightowl25 on 23-03-23, 03:57PM" England and Wales unfair dismissal/redundancy pay: From 6 April 2023, the limit on a statutory week's pay will increase to £643 (up from £571). This means that the maximum statutory redundancy payment and unfair dismissal basic award will be £19,290."
Great news for anyone leaving on the 29/4!!!
Just added 2k to my package.
Redundancy just been retracted cheers tosco :-X :-X
How come?
Notice from manager who's been on sick for 7 months, could have waited one more :thumbdown: guess I'll just be going without the handshake 💷💷
That's horrible.
Prince of darkness
I can see that happening but not 5pm 8pm would make more sense to me.
Quote from: Mikoo on 23-03-23, 08:24PMQuote from: Tinytemper on 22-03-23, 05:59PMRumours here are it's checkout team support and stock control
I don't know how much more they can cut stock control beyond what they already have plus the new manager set up is based on hours so I doubt any department are losing loads anytime soon given that the new system doesn't even start until week 10. They might cut stock routines in smaller stores but they won't in Superstores or Extras and PR Scanning is a legal requirement by law. I suppose they could merge it into each fresh department but that wouldn't mean job or hour loses so what would be the point?
That said Team Support at Checkouts are set for a restructure. Our store manager let it slip. Basically after 5pm it will only be self service open in all stores. So there will be no role for Team Support beyond 5pm. That will obviously mean some numbers being cut plus the fact the scheduler from week 11 more or less makes Team Support redundant. All they need are a few runners to get barcodes etc.
Not a chance in hell that every store will be selfservice from 5pm :D . That would also mean moving staff earlier for tills. Also the ones that can only sit on a till and cant do selfservice what are they going to do there. It will be atleast from 8pm if anythings going to happen.
Quote from: keef1894 on 25-03-23, 04:44PMAlso the ones that can only sit on a till and cant do selfservice what are they going to do there. It will be atleast from 8pm if anythings going to happen.
A doctor's note will be needed I guess to demonstrate that standing for any part of the shift is not possible. Let's face it, if they can walk to/from the till and (in my store) upstairs to the locker room then they'll struggle to claim they can't stand for at least 30 mins at a time.
I can't see Occupational Health ruling many people are unable to stand for at least part of their shift. Most would walk from their car/bus into the store, to the clocking machine and their locker then to the tills. They would also walk to and from canteen/loo.
Looking ahead there is a reason Tesco made everyone a colleague (avoids need to offer redundancy) and with the biggest headcount in most stores it would make sense to use cashiers to fill the shop and get customers to scan their own shopping. If they can't or won't the hope is they will leave or be dismissed thus saving millions in redundancy payments.
As a dot com driver I have to say that the occasional shift working backroom turnaround or trolleys is harder on my legs especially my dodgy knees than delivering on the road as at least there I get a five minutes on / off break as I drive to the next customer.
Front End Team Support will be changing from June. Our Front End manager had a meeting about it with our store manager last week. Don't know the full details but it does sound like they will be reduced to runner roles. So the days of team support organising break times, holidays, overtime, rotas, training etc are over. The scheduler also means Team Support will have little to do.
It basically just sounds like Team Support are being made Off Till Activity. For example, my store has 6 team support, I now expect that to be reduced to 3 maybe even 2. The role won't go completely, they now just don't need as many due to self serve and the scheduler.
Quote from: gomezz on 25-03-23, 09:14PMAs a dot com driver I have to say that the occasional shift working backroom turnaround or trolleys is harder on my legs especially my dodgy knees than delivering on the road as at least there I get a five minutes on / off break as I drive to the next customer.
very true did it a few years ago, you're shifting tons in a day
Quote from: 5fdp on 24-03-23, 03:30PMJust added 2k to my package.
Have you had your 2nd consultation has any one had a new redundancy figure confirmed?
Get it this week.
Quote from: First Lady on 26-03-23, 08:43AMFront End Team Support will be changing from June. Our Front End manager had a meeting about it with our store manager last week. Don't know the full details but it does sound like they will be reduced to runner roles. So the days of team support organising break times, holidays, overtime, rotas, training etc are over. The scheduler also means Team Support will have little to do.
It basically just sounds like Team Support are being made Off Till Activity. For example, my store has 6 team support, I now expect that to be reduced to 3 maybe even 2. The role won't go completely, they now just don't need as many due to self serve and the scheduler.
We have had this a while. Two have moved on to other roles. We have had a survey on headsets and we have five banks of these coming in so the off till role will be reduced even more. They will be filling or on a till, headsets mean someone on shop floor can fetch eggs for a customer etc. Off till colleagues are often on a till in my store anyway, they take break list with them and just tell the person coming back who is next.
Many years ago before Team Leaders came in we used to have a break list. One colleague had this list and just went down the list one till/person at a time covering breaks.
Off till still need to do change run and close downs but we only do change run three times a week now. Self service tills need money counting once a week. Only three cash/card self service and they don't need money lifted daily. Closing down is easy, we just can't have a long list of colleagues putting pods in safe in cash office at night so that may go to shift lead in time.
Opening routines are so much easier. T.Till don't have to have a till check, they do that every time a colleague uses them, automatically. Reset at end of day can be learned by anyone. PFS and CSD already do it in my store and I have seen the same in other stores. Till drawers need to be locked as part of this process and access to till drawer key should be restricted but it can be unlocked ready to put down bar in advance.
Many years ago we had scales and float cards and had to weigh/count the tills at the end of day, put figures on float card and get off an end of day read. That was why we had red pods, we still had red pods but there is no difference to what goes in these pods now.
Is this happening in extras
Quote from: Vitascope on 26-03-23, 10:21AMQuote from: 5fdp on 24-03-23, 03:30PMJust added 2k to my package.
Have you had your 2nd consultation has any one had a new redundancy figure confirmed?
"Ask for a new quote after the 7th of April as the new changes to statutory redundancy kick in on the 6th"
On ACAS they have given max figure as £19,920.00 not £19,290.00 which I believe to be correct. I have emailed them.
Quote from: Nightowl25 on 26-03-23, 02:22PMQuote from: Vitascope on 26-03-23, 10:21AMQuote from: 5fdp on 24-03-23, 03:30PMJust added 2k to my package.
Have you had your 2nd consultation has any one had a new redundancy figure confirmed?
"Ask for a new quote after the 7th of April as the new changes to statutory redundancy kick in on the 6th"
I wouldn't be surprised if Tesco don't use a get out clause of sum offered at the start of consultation was dated prior to the increase, therefore the lesser sum stands as the status quo ???
All figures for redundancy are based on the end of April figure. That's why you don't get an exact figure now. Things change on a monthly basis. Legally the company will follow all new legislation. Yhats why you get your money a month later.
Quote from: Redshoes on 26-03-23, 11:29AMThat was why we had red pods, we still had red pods but there is no difference to what goes in these pods now.
We have a TS who probably has been in the role since the store opened 30 years ago. When she closes down a till in the evening she always uses a red pod ;)
We still use red pods for end of day but it's just for a quick visible check that the till has been closed down. The lift is just a lift but the reset after is different, even so it's simple and very easy to do.
Anyone's heatmaps/ideal base come down yet? ours is a joke.
Clothing is only supposed to have 2 people on the floor all day!
bread 1 person between 6am and 1pm, then 1 person 1pm til 8pm
Produce - two people between 9am and 5pm !!! then 1 person from 5pm til 10pm
Dairy 3 people from 10am til 4pm !! then 2 people from 5pm til 10pm
admin 1 person between 11am and 5pm
health and beauty - 1 person from 11am til 5pm
and the biggest joke - dry grocery 2 people from 10am til 5pm! then 1 person til 10pm
So good luck getting the scheduler to work with this s***.
if you only need that few people on each department,exactly where are the surplus staff supposed to go?
^^^^
Our store is close to 500 hours over but unless they do redundancies there is no where for these people to go.
Which just has the managers scratching their heads... how will the scheduler actually work in a store that is over hours.... everyone is gonna end up being sent to dot com each day
See in the past the SM didn't care about departments being over by too much as it was 'just the way it was' but this scheduler changes all that. Its there to identify correct hours/right place and where there are too many people at the same time. If a department is over now there is no way around it you will be moved.
The only outcome here is dot com being flooded. Pleased I did not put early morning availability.
From a business point of view why pay OT in your example for .Com pickers in the morning when you have the resource already in store? Doris from grocery and Dave from produce will now spend their shifts picking customer orders at no cost to Tesco.
any sensible manager would permanetly move their staffs hours to fit within the ideal base,so they don't get sent to other departments
Our store on the last heat map was 2500 over manned. And the ufc that attached was almost 2000 so it's going to be a total mess when scheduler start at time there can be 9 people in on dairy all at the the same time. Nobody think it will work plus the store have to pick up all the reductions from the ufc and you can 2 people can spend 6 hours each doing dairy reduction. Produce is 6 hour job for 1 person and plant bread 3 hours per day.
@sammy do you actually sell anything full price in your store?
Quote from: Donahou on 27-03-23, 05:13PMAnyone's heatmaps/ideal base come down yet? ours is a joke.
Clothing is only supposed to have 2 people on the floor all day!
bread 1 person between 6am and 1pm, then 1 person 1pm til 8pm
Produce - two people between 9am and 5pm !!! then 1 person from 5pm til 10pm
Dairy 3 people from 10am til 4pm !! then 2 people from 5pm til 10pm
admin 1 person between 11am and 5pm
health and beauty - 1 person from 11am til 5pm
and the biggest joke - dry grocery 2 people from 10am til 5pm! then 1 person til 10pm
So good luck getting the scheduler to work with this s***.
Also a reply to sammys post above.
These are pointless comparisons to make as every store is different.
Some stores busier some quieter.
To me 2 people on clothing all day long what the hell are they doing there is bugger all to do on clothing. Our store is 5 hours per day thats it.
You would need to post up what your current staffing numbers are and the new "correct" level
Quote from: Prince of Darkness on 24-03-23, 07:09AMQuote from: Mikoo on 23-03-23, 08:24PMQuote from: Tinytemper on 22-03-23, 05:59PMRumours here are it's checkout team support and stock control
That said Team Support at Checkouts are set for a restructure. Our store manager let it slip. Basically after 5pm it will only be self service open in all stores. So there will be no role for Team Support beyond 5pm. That will obviously mean some numbers being cut plus the fact the scheduler from week 11 more or less makes Team Support redundant. All they need are a few runners to get barcodes etc.
Checkouts TS = barcodes & breaks. I should know ...
And even then, why even for barcodes when we they can use Inform ???
Quote from: Mikoo on 23-03-23, 08:24PMQuote from: Tinytemper on 22-03-23, 05:59PMRumours here are it's checkout team support and stock control
I don't know how much more they can cut stock control beyond what they already have plus the new manager set up is based on hours so I doubt any department are losing loads anytime soon given that the new system doesn't even start until week 10. They might cut stock routines in smaller stores but they won't in Superstores or Extras and PR Scanning is a legal requirement by law. I suppose they could merge it into each fresh department but that wouldn't mean job or hour loses so what would be the point?
That said Team Support at Checkouts are set for a restructure. Our store manager let it slip. Basically after 5pm it will only be self service open in all stores. So there will be no role for Team Support beyond 5pm. That will obviously mean some numbers being cut plus the fact the scheduler from week 11 more or less makes Team Support redundant. All they need are a few runners to get barcodes etc.
Stock control is going. They are already trialling large stores doing potential reduction scan in the mornings, just like in convenience. Departments to have accountability of their own areas. Same thing to happen with stock exceptions. Think of the money that will save, getting rid of all the left over stockies who moan and groan about being asked to do anything else >:D also, it will save hours. Part of the trials are just one review a day until finals. So it balances out.
Folks. Meeting 6 is online now. Its the last of the meetings. There's not much in it apart from the confirmation that the new rate for statutory redundancy which is going up by £70 per week. And this will form part of your package.
PR scanning can only be done after 5pm otherwise it interferes with daily reductions routines. So unless Tesco are suddenly not bothered about pulse and waste reports it won't be changing.
Also how would it save money moving PR scan colleagues into the mornings? they won't sack those people, if the routines did ever change they would just be moved to where needed.
Reason PR scan is done on an evening is for two reasons, one less stock should be on the shelf so it takes less time, and second, by law anything with that days date on has to be removed by 9pm. The PR scan team are not just there to scan in for tomorrow, they are there to take off anything that got missed during the day so that the store doesn't get fined.
On the new ideal base which had been made ready for the scheduler. The PR scan team in my extra are 3 persons each evening and 1 stock colleague each for fresh, grocery and non food between 6am and 10am
Quote from: kaled78 on 27-03-23, 08:48PMany sensible manager would permanetly move their staffs hours to fit within the ideal base,so they don't get sent to other departments
Some of our managers are better at this than others but so many departments are so far over that its impossible to be green.
Its going to be very interesting seeing just where the scheduler sends these people. There is one woman in my store who is contracted to start at 6am but ideal base now says she isn't needed until 10am, she is refusing to move her hours. So I hope she is ready for dot com as there is where she will be heading for her first 4 hours.
Job14 is that interlinked to so many different daily internal reports I cannot see Tesco changing it. Moving it from an evening to a morning won't make less work either, it will just make even more as like said there would be more stock on the shelf to scan through.
If Stock Control is being cut back again it will most likely be lows and overs that go. Targeted stock counts will always be needed as will Job14 and its easy to say make each department do it themselves. They might well do that, but it won't mean the stock control being made redundant. They would just be moved into those departments to do the same job from there instead but then if each manager is 30 colleagues per head how would giving the managers even more staff work with the new team manager shake up? which has already been signed off.... so now the stock control manager is going to lose all their staff but remain as a manager?
Yeah sorry but that doesn't sound accurate.
The only rumours I've heard is like others, something is happening to Team Support at the front end. Its the people who get skilled payments that Head Office are coming for.
Like I said above. Ideal base in my store is saying 3 stock colleagues between 6am and 10am for fresh, grocery and non food, then 3 colleagues between 5pm and 9pm for PR scanning.
That is accurate. It only came down last week to prepare for the scheduler. If a stock colleague is contracted to hours that go beyond the ideal base they will just be moved onto another department for the rest of their shift.
Quote from: Sherwoodforest on 28-03-23, 12:01AM@sammy do you actually sell anything full price in your store?
Yes but the reductions are crazy it's straight to percentage reductions which is pretty much final prices. this has been like this since 2021. No routine are followed. They try to push it back every so often for a couple of day but it doesn't work and this hasn't been done since last April. The people hanging around all day for this reductions is crazy they do a longer shift then us waiting
Scheduler is basically a stop watch timing us is it, good luck on that one if anything it will make people work slower. Thought the company had already been done for sweat shop working conditions somewhere. Might do it if these trials actually worked, a lot have just been forced through to cut head count.
The conversation seems to have gone away from the original subject, but with good cause. For those not leaving, it could be hard in the next year embedding the new ways of working. In my own store staff are being 'persuaded' to try out new areas. The fresh team are completely lost past their aisles and the checkout staff really have no idea about the rest of the store past a seat and a machine that beeps at them. Ambient area colleagues have always been the 'grunts' of the store and thrown into any situation. Trolley's need pushing? Grab someone from Grocery!
Fresh delivery turned up late? Grab someone from Grocery!
Breaks need covering on Checkouts? Grab someone from Grocery!
And before someone has a go, it is not the people on those departments fault it is like this, it is the company's lacklustre attitude in the past decade that has created a situation that they are now going at full pelt to fix. I for one predict disaster, but luckily won't have to get involved in fixing. This company used to innovate and care for it's staff in a way that would bring benefits for all, now i don't see any benefits for anyone going forward.
Like I've said, it's already a trial in stores. They do PR in the morning, just like in convenience. This is the only reduction all day until finals. Hence still saving hours. Final reductions are captured. Colleagues in morning therefore investigated if anything missed. Saves going over it all again. Colleagues to keep an eye out during replen and rumble. Algorithms will make sure correct markdowns are used. Analysis is showing it will save stores on average 42 hours a week minimum. Projected to save circa £6mil a year in payroll. Restructure for this will happen in September.
And the whole 9pm law comment. Absolute ridiculous. You got until midnight, hence colleague shop.
Can anyone explain what the Banked holiday hours are in your work and pay?
Joining company 2001
Mrs Jones. Please explain what you mean? Your comment doesn't make sense.
Mrs Jones, do you mean the first line in the holiday information area of W&P? If so, it's for those of us that joined before mid(?) 1991. We didn't receive holidays for the first year of service. As you joined later, yours should have a zero in it. For those of us that did have to work for a whole year without a break, we will have six weeks holiday pay additionally to come in our final pay.
Thank you. Could it be for working a week in hand rather than holidays ?
Has anyone had a load of posters appear in staff areas about becoming a shift leader?
They're cringeworthy :D
Job14 is done on an evening as a scan in for the next day, why would they be doing that on a morning now and then no reductions until finals at 7pm?
What you have posted makes no sense, are the persons who do the 7pm reductions expected to go around pulling everything off that late at night? Waste is going to be huge
Which stores are trailing this? I will ask my manager about it
Quote from: King1999 on 28-03-23, 11:26AMScheduler is basically a stop watch timing us is it, good luck on that one if anything it will make people work slower. Thought the company had already been done for sweat shop working conditions somewhere. Might do it if these trials actually worked, a lot have just been forced through to cut head count.
The scheduler will only work if every department is close to the correct hours. Is any store :D I would place a bet on whether or not they suspended it.
That user is having a laugh.
I'm a shift leader and I've heard nothing about a shake up of the Potential Reductions routines. Our Extra store often tops the local table for being the best at it.
There is no way they are going to ditch the evening PR team, move them to mornings to then scan in for that day? then no reductions until finals. That means totally ditching the start up trades lol the poor sods who do finals will have 500 items to get through. Then there is Sundays! lmao it would never work.
I've never heard anything so daft. Like you said, waste would be so huge the store would literally end up in the red for all their figures.
J14 is done in express same day, its a morning routine now in convenience and is working there. Finals would be pushed back based on store open hours as well , express do it 2 hours before close.
Express stores can do it on a morning because they are so small.
Extras and Superstores can't because they hold far higher levels of fresh food
I've just asked my SM. He knows nothing about extras ditching Job14
Mate fresh food colleague shop hasn't been a thing for almost a year.
Yeah our colleague shop got taken away ages ago. We still do charity though. Doubt that will continue however if there are going to be hundreds of reductions to reduce at 7pm every day. Bulk of it will probably end up straight in waste.
Quote from: Mrs Jones on 28-03-23, 05:14PMThank you. Could it be for working a week in hand rather than holidays ?
Not as far as I'm aware. We now get paid up to and including the Saturday after the Friday we're paid.
Large pilot stores - Monday 27 February (Week 1)
We have been trialling some changes to the potential reduction scan (PRS) and review process.
This trial will now be extended to include Groups 7, 24, 43 and store 2202. Group 23 and store 3213 will continue this trial.
Why are we doing this?
It is our responsibility to ensure we never sell a product which is out of date and harmful to health. 'Use by dates are used to protect food safety, they are generally found on high-risk foods which require refrigeration, such as fish, meat, prepared foods and dairy. This change will reduce the risk of displaying out of code
products.
What does this mean for my store?
Operational Impact
• Timing changes:
First reduction scan will move from 5pm on the evening before product expiry to 6am on the morning of expiry
Complete removal of first and second reviews
FIna review wi move trom om to bm
• PRS window will be extended so products can be scanned until 8pm on day of expiry
All products will receive a reduction label at PRS apart from Fresh Bakery
All products should be moved to the reduction cabinet at PRS
People impact
The responsibility for the PRS routine will move from stock control to the fresh departments
All colleagues should complete the 'preventing out of code training and validation on Click & Learn
They were always going to move job14 onto the fresh departments at some point and I had been told it was coming but my understanding was the trial hasn't given any sort of impact results yet.
Problem is in my opinion, if the heatmap's saying Bread is only supposed to have one person on from 6am to 1pm who will do the filling while Wendy spends two hours pulling all out of codes off? (bare in mind Bread delivery usually doesn't land until 6.30) then dot com availability is effected and targets don't get hit.
by the way Stock Control are not losing any staff over this. There is going to be an increase in counts and other routines. So rather than 30 odd provisions everyday there will now be 70 etc.
I suspect Stock colleagues will be thrilled to see the back of date scan.
^^ Long life Grocery date scanning will still need doing though unless they are incorperating that onto Grocery colleagues as well.
I wonder if this also means dairy colleagues have to do all the long life meat/yogurts and cheese date checks each day too ;D
Poor dairy colleagues are going to be sick as dogs if this does go company wide.
Quote from: Jamesowhiteo on 28-03-23, 07:39PMLarge pilot stores - Monday 27 February (Week 1)
We have been trialling some changes to the potential reduction scan (PRS) and review process.
This trial will now be extended to include Groups 7, 24, 43 and store 2202. Group 23 and store 3213 will continue this trial.
Why are we doing this?
It is our responsibility to ensure we never sell a product which is out of date and harmful to health. 'Use by dates are used to protect food safety, they are generally found on high-risk foods which require refrigeration, such as fish, meat, prepared foods and dairy. This change will reduce the risk of displaying out of code
products.
What does this mean for my store?
Operational Impact
• Timing changes:
First reduction scan will move from 5pm on the evening before product expiry to 6am on the morning of expiry
Complete removal of first and second reviews
FIna review wi move trom om to bm
• PRS window will be extended so products can be scanned until 8pm on day of expiry
All products will receive a reduction label at PRS apart from Fresh Bakery
All products should be moved to the reduction cabinet at PRS
People impact
The responsibility for the PRS routine will move from stock control to the fresh departments
All colleagues should complete the 'preventing out of code training and validation on Click & Learn
This is great, thank you. I wonder if any of the CAs and Shifties that think they know everything will now say that got it wrong and apologise :D
Donahue, GotAClubcard and FirstLady, where you at? What do you have to say to this? Looks like your extra special store manager is so in the loop doesn't it? Either that or he's lying to you. Either way, thanks
How stupid do you look now?
Quote from: CaramelBunny on 28-03-23, 08:54PMThey were always going to move job14 onto the fresh departments at some point and I had been told it was coming but my understanding was the trial hasn't given any sort of impact results yet.
Problem is in my opinion, if the heatmap's saying Bread is only supposed to have one person on from 6am to 1pm who will do the filling while Wendy spends two hours pulling all out of codes off? (bare in mind Bread delivery usually doesn't land until 6.30) then dot com availability is effected and targets don't get hit.
by the way Stock Control are not losing any staff over this. There is going to be an increase in counts and other routines. So rather than 30 odd provisions everyday there will now be 70 etc.
I suspect Stock colleagues will be thrilled to see the back of date scan.
Stock control won't be a department as such anymore. They are just Tesco Colleagues, who will spend about 1-2 hours a day at most to do some counts, and then they will be replen or tills. Most primary skilled replen staff will be up skilled on stock routines as a secondary task to aid with this. No more stock controllers thinking they can evade doing some work.
Quote from: SpudChucker1970 on 28-03-23, 09:50PMHow stupid do you look now?
I don't look stupid. My store manager said its not being rolled out in Extras.
If this was a long plan the stock control managers would have been taken out in the upcoming restructure. They haven't been
..
Quote from: First Lady on 28-03-23, 10:09PMQuote from: SpudChucker1970 on 28-03-23, 09:50PMHow stupid do you look now?
I don't look stupid. My store manager said its not being rolled out in Extras.
If this was a long plan the stock control managers would have been taken out in the upcoming restructure. They haven't been
..
They won't be stock managers. They will go to pure headcount and team managers. Read through all of my historic posts and see how accurate I've been with everything in the past. You have no idea who I am.
It will 100% be rolled out in extras.
Quote from: SpudChucker1970 on 28-03-23, 10:24PMQuote from: First Lady on 28-03-23, 10:09PMQuote from: SpudChucker1970 on 28-03-23, 09:50PMHow stupid do you look now?
I don't look stupid. My store manager said its not being rolled out in Extras.
If this was a long plan the stock control managers would have been taken out in the upcoming restructure. They haven't been
..
They won't be stock managers. They will go to pure headcount and team managers. Read through all of my historic posts and see how accurate I've been with everything in the past. You have no idea who I am.
It will 100% be rolled out in extras.
:D You have only made a handful of posts and all have been on the last few pages.
If you really believe that Tesco who have just gone through manager consultations which has seen them keep stock control managers in superstores and extras are now planning to ditch them in September I'll call you out as deluded.
Quote from: SpudChucker1970 on 28-03-23, 09:57PMQuote from: CaramelBunny on 28-03-23, 08:54PMThey were always going to move job14 onto the fresh departments at some point and I had been told it was coming but my understanding was the trial hasn't given any sort of impact results yet.
Problem is in my opinion, if the heatmap's saying Bread is only supposed to have one person on from 6am to 1pm who will do the filling while Wendy spends two hours pulling all out of codes off? (bare in mind Bread delivery usually doesn't land until 6.30) then dot com availability is effected and targets don't get hit.
by the way Stock Control are not losing any staff over this. There is going to be an increase in counts and other routines. So rather than 30 odd provisions everyday there will now be 70 etc.
I suspect Stock colleagues will be thrilled to see the back of date scan.
Stock control won't be a department as such anymore. They are just Tesco Colleagues, who will spend about 1-2 hours a day at most to do some counts, and then they will be replen or tills. Most primary skilled replen staff will be up skilled on stock routines as a secondary task to aid with this. No more stock controllers thinking they can evade doing some work.
Not sure what your beef with stock colleagues is but their job is usually a thankless task. Like I said, I suspect these ''bone idol'' lay abouts will be more than happy to see fresh take on all the date scanning. No more spending hours raking through smelly cheeses and split yogurts. ;)
Quote from: First Lady on 28-03-23, 10:09PMQuote from: SpudChucker1970 on 28-03-23, 09:50PMHow stupid do you look now?
I don't look stupid. My store manager said its not being rolled out in Extras.
If this was a long plan the stock control managers would have been taken out in the upcoming restructure. They haven't been
..
Agree. If the stock/admin managers were at risk of losing their jobs they would have gone in the consultations.
In my Extra we have managers for the following under the restructer
1 stock/admin/cash office
1 Front end/csd/pfs/trolleys
1 non food
1 meat/dairy/bread
1 produce/bakery
1 dry grocery/bws/backdoor
Speaking of Trolleys. If Tesco really wanted to save money why haven't they put the pounds back into the trolleys. It would save them 90 hours a week.
Quote from: SpudChucker1970 on 28-03-23, 09:46PMQuote from: Jamesowhiteo on 28-03-23, 07:39PMLarge pilot stores - Monday 27 February (Week 1)
We have been trialling some changes to the potential reduction scan (PRS) and review process.
This trial will now be extended to include Groups 7, 24, 43 and store 2202. Group 23 and store 3213 will continue this trial.
Why are we doing this?
It is our responsibility to ensure we never sell a product which is out of date and harmful to health. 'Use by dates are used to protect food safety, they are generally found on high-risk foods which require refrigeration, such as fish, meat, prepared foods and dairy. This change will reduce the risk of displaying out of code
products.
What does this mean for my store?
Operational Impact
• Timing changes:
First reduction scan will move from 5pm on the evening before product expiry to 6am on the morning of expiry
Complete removal of first and second reviews
FIna review wi move trom om to bm
• PRS window will be extended so products can be scanned until 8pm on day of expiry
All products will receive a reduction label at PRS apart from Fresh Bakery
All products should be moved to the reduction cabinet at PRS
People impact
The responsibility for the PRS routine will move from stock control to the fresh departments
All colleagues should complete the 'preventing out of code training and validation on Click & Learn
This is great, thank you. I wonder if any of the CAs and Shifties that think they know everything will now say that got it wrong and apologise :D
Donahue, GotAClubcard and FirstLady, where you at? What do you have to say to this? Looks like your extra special store manager is so in the loop doesn't it? Either that or he's lying to you. Either way, thanks
Head office finally learning that no one buys celery with a 1 or 2p reduction. Go big once and get rid of it and clear the decks.
Quote from: SpudChucker1970 on 28-03-23, 09:57PMNo more stock controllers thinking they can evade doing some work.
Excuse me!!! I work on stock control and the very idea that I 'evade' doing any work is so rude. If anything I don't have the time to do everything. I do 4 hour shifts and in those shifts I will have 150 counts, gap scans - which have to be done before Team 5 at 9.30am, lows/overs - depending on the days as well as all the non food stock chasing up. On top of all that I am expected to date scan cooked meats, bacon, eggs, cheese, yogurts and dry grocery. So you want the truth from a stock controller? I am more than happy to wave good bye to date checks. They are the most draining jobs in the store. Good luck to the fresh colleagues who will have to take all this on as well as still managing all their other tasks. I feel for you.
You forgot the first in line for red calls, all hands and any other department that calls for support! Then once they're all on track, back to trying to catch up on your own routines with zero support as no one available who's trained to do it :-X
with the date checking bit, do you mean just like nights and days with filling and checking? if so this should be done anyhow,they've just made it so that nothing gets taken off at night and instead take off same day and day ahead (if more on shelf), to be reduced to reduce waste, least at ours under new trial lol.
Ours don't touch checkouts still so far, but even with this change we're still finding still ours not reducing stuff and just letting it go to waste or throwing it back out instead 8-) even when ours have had a task stripped from them and given to nights, they aren't reducing it (their first job of the day), and instead just throw it back out to end up on waste.. (or a week out of date) ???
@lucgeo - exactly!
@oldfashionedplayer - our neighbouring store is involved in the trial they have had similar results. Their waste has increased and they went from being one of the better one's in the group to now being one of the worst. Out of code items are constantly finding its way back onto the shelf days out of date. So much so I believe they are now under investigation.
One of the issues in my Extra is that the Fresh Manager will always blame Job14 lot for her own departments failures to do reductions correctly or work out of date stock in time. With Job14 potentially being removed and it all being on her own staff she will quickly find out her scapegoats have disappeared. That is one positive.
Agree moving the routine solely onto one area should end the constant blame game between departments.
However my worry is with schedule to workload you could end up with random colleagues tasked with code checking rather than being a consistent colleague. If you are normally a cashier would you really do a full front to back code check in the single hour you are scheduled to Fresh for?
Quote from: SpudChucker1970 on 28-03-23, 10:24PMQuote from: First Lady on 28-03-23, 10:09PMQuote from: SpudChucker1970 on 28-03-23, 09:50PMHow stupid do you look now?
I don't look stupid. My store manager said its not being rolled out in Extras.
If this was a long plan the stock control managers would have been taken out in the upcoming restructure. They haven't been
..
They won't be stock managers. They will go to pure headcount and team managers. Read through all of my historic posts and see how accurate I've been with everything in the past. You have no idea who I am.
It will 100% be rolled out in extras.
You're Ronnie Pickering ;)
When is redundancy paid?
26th may
Quote from: londoner83 on 29-03-23, 09:35AMAgree moving the routine solely onto one area should end the constant blame game between departments.
However my worry is with schedule to workload you could end up with random colleagues tasked with code checking rather than being a consistent colleague. If you are normally a cashier would you really do a full front to back code check in the single hour you are scheduled to Fresh for?
As I understand it, department routines will still be scheduled for someone on their primary department. Those being scheduled in for an hour or two would normally just be filling.
To whoever updates the redundancy calculator. It's wrong because it's calculating pilon as 8 weeks, when in reality Tesco pay up to 12 weeks notice if you have that many years in service
Hi I hear 78% of tesco workers are 25 years old or younger..what hope us oldies..any advice
Got any more of a question than a partial rant?
Quote from: Oscar Manchester on 30-03-23, 07:43PMHi I hear 78% of tesco workers are 25 years old or younger..what hope us oldies..any advice
I think that may depend on format and it could also be the area you live in. A random fact like that does not help. I have two people who work for me that are 70 years old, one male and one female. I have others that have retired from another career and just want a part time job into late retirement. I do however have mostly women in my team. Every single time I recruit I say we need more males within the team but the majority that apply are women. When you look at the shop floor workers that is more mixed. I would say 50/50 male female mix. Again, some younger but also some past retirement age. Very mixed experience. Some ex-managers from other companies. An ex-teacher, an ex-nurse, an ex-police officer. A lot of off shore that were made redundant. All mixed in with students that will pass through or stay.
Quote from: 6xpl89 on 30-03-23, 02:12PMTo whoever updates the redundancy calculator. It's wrong because it's calculating pilon as 8 weeks, when in reality Tesco pay up to 12 weeks notice if you have that many years in service
Can anybody enlighten me as to the criteria for how many weeks notice/PILON that is given per service years ?
Policy of notice that Tesco has to give you is as follows:
6 months to 4 years service = 4 weeks pay
5 years service = 5 weeks pay
6 years service = 6 weeks pay
Etc, up to a maximum of 12 weeks pay for 12 years service and above.
QuoteAdmin, thank you.
Does anyone know what is the latest date I can tell my manager that I want to take redundancy payment
Maybe ask your manager ? 8-)
The reason I am asking the question about the latest date I can inform my manager of which I wish to take redundancy is because I am yet undecided because I have options in Tesco and externally hence asking the question
@keltikking surely that forms part of your consultation meetings q and a,s ?
Quote from: KELTIKKING on 31-03-23, 06:05PMThe reason I am asking the question about the latest date I can inform my manager of which I wish to take redundancy is because I am yet undecided because I have options in Tesco and externally hence asking the question
Is there someone else that's in the balance and waiting on what you decide. They are well underway and interviewing and recruiting for job share role in my store. The idea is that there is a little bit of time to train. We are a bit late off the mark with this but only one more candidate to interview and then they can decide.
I have asked very little in my consultation interviews but I have discussed the implications of my different options with my store manager. It is the third time I have been through a consultation process though so not a lot to learn. Most of my questions relate to my own financial well being going forward.
I'm taking redundancy and my questions have been about my pension, for example I know I can put a lump sum into my pension but as I am only two years off retirement I'm unsure if I should top it up by two years of contributions or if I should put in more. I have very little trust in financial advisors as at the end of the day they just want to sell me something. I have talked to a couple but they have evaded my questions and just want to reinvest my pension. I know several people who have done this and the pension has lost money so I'm reluctant. I understand that it's all a gamble but I don't want a high risk option and I have said so. The financial advisors I have spoken to so far are not interested in my lump sum, only my existing pension.
Anyone who's taking redundancy seen the their new holiday balance would we get any of it?
Plan Balances
Balance As-of Date
Last calculation date
Balance As-of Date
Banked Holidays
36h
Calculated On 31-03-2023
Carried Holiday - Family Leave
0h
Calculated On 31-03-2024
Carried Holiday - Long Term Absence
0h
Calculated On 31-03-2024
Holiday
72h 45m
Calculated On 31-03-2024
Personal Day
1 Days
Calculated On 31-03-2024
Load
The only thing relevant to you in regards to holiday is anything calculated to/on 31/3/23.
On my screen my accrued hours ( yes I've been here that long ) are 216 hours. I will be paid that when I leave. You may earn some hours in the next four weeks, but if you're not working Good Friday or Easter Monday, these may get eaten up by these days. You may also end up owing hours.
From memory, your personal day would be paid back if you've taken it prior to September, worth checking on 'Colleague Help' though.
As a final tip, if working the Bank Holidays, make sure you put in for your bank holiday premium on Work & Pay. It will help a little bit to bump up your redundancy package ( well, at least buy you a meal deal and a chocolate bar )!
Quote from: MerchMan007 on 31-03-23, 05:39PMMaybe ask your manager ? 8-)
You can't be serious :D
Quote from: KELTIKKING on 31-03-23, 06:05PMThe reason I am asking the question about the latest date I can inform my manager of which I wish to take redundancy is because I am yet undecided because I have options in Tesco and externally hence asking the question
The very last day you could say you're taking redundancy would be at the end of a four week trail period in day a shift leader role. This would cause your redundancy to be lower tho as the four week trail is counted as you "working your notice".
All information is on colleague help
Redshoes, sign up to Moneysavingexpert.com, retirement and annuities forum. I was also made redundant with over 30 years service. I had both the closed defined benefit pension and the current defined contribution pension and like you, was just a few years away from retirement. The guys on there were very helpful. I gave some basic details around my situation and they helped me decide the right way forward for me. I did invest a chunk of my redundancy back into my pension and as such, I didn't pay any tax on any of my redundancy package.
Good tip from JFDI...especially if your over 55 bang anything over £30k to your L&G retirement savings plan especially if you don't need the money immediately it can increase the 10% amount you can take take tax free and saves a bit of tax. If you've SAYE savings you'll be able to use savings to buy at the option price plus any SIP shares you might have will also get released so maybe worth looking at putting into a ISA. I'm taking redundancy after 30 plus years as long as no one resigns :( I'm 60 plus so been checking out options its no brainer for me have had a great career with Tesco the new roles :o
'OLDTIMER' enjoy your retirement. People that are getting made redundant. Get off your arse and do some work for yourselves. Look at your financial situations and decide what's best for you. Nobody is going to do it for you. Step up and do it. Some of you seem to go down with a flesh wound, rambo got shot, and covered in mud (no paper cuts) and still managed to save the free world from megalomaniac. Next round on the blue nose thats always second best.
The simple things..
Any else being made redundant?
Get on to your pension contritions, set it to max this month, they have to match it. Might only be an extra £20 or £30 but it's better in our pockets than tescos
Quote from: JFDI on 01-04-23, 07:04PMRedshoes, sign up to Moneysavingexpert.com, retirement and annuities forum. I was also made redundant with over 30 years service. I had both the closed defined benefit pension and the current defined contribution pension and like you, was just a few years away from retirement. The guys on there were very helpful. I gave some basic details around my situation and they helped me decide the right way forward for me. I did invest a chunk of my redundancy back into my pension and as such, I didn't pay any tax on any of my redundancy package.
Many thanks, I will do that.
A bit unrelated but was unsure on how to create a new post.
For managers that were 'lucky' enough to retain a job at Tesco. Has there been any leak about pay rises.
Also, my line manager has taken a Strong disliking to me and has graded me 'below expected' at full year. How will this affect my pay rise. Thanks :)
Welcome. Ref: starting new topics. Please read VLH Supporter Benefits (http://www.verylittlehelps.com/index.php?page=17). However your question sort of fits in this topic.
Any mention of a manager payrise? Just curious as to shift leader role and hourly rate. Are shift leaders allowed to run a shop on nights by themselves also in the absence of management? Surely huge responsibility for little wage.
Was there not something a few months back that all managers pay was being brought into line, so the starting rate is now 26k, if your are not on that rate you will be, and if you are then you will just get the standard % increase? I know from speaking to a few managers, they are a bit upset off, on one hand everyone is getting a higher salary if just starting out or only in the job a few years. Other side, managers who have hit there cap still not getting anything.
It looks like leggings will be banned from week 10. Anyone else had the info come down yet?
As I am taking redundancy does anyone know how I can put part of my redundancy into my pension
Can't seem to get any answers
Ask your store manager for a TRSP pension contribution on redundancy form - they will have to contact the people partner for it
Quote from: Nightworker on 06-04-23, 05:07PMAs I am taking redundancy does anyone know how I can put part of my redundancy into my pension
Can't seem to get any answers
I have emailed the pension team. I ave not heard back yet but last time I asked them something by email they replied by letter.
Quote from: Redshoes on 07-04-23, 08:08AMQuote from: Nightworker on 06-04-23, 05:07PMAs I am taking redundancy does anyone know how I can put part of my redundancy into my pension
Can't seem to get any answers
I have emailed the pension team. I ave not heard back yet but last time I asked them something by email they replied by letter.
What's the email address Red
Go on colleague help and there is a list of contacts. Once we are finished in work we don't have access to all of this so I have printed it out ready. The contacts for the pension people are part of this.
I have always given this list to colleagues as they have left and given it to myself now.
What is a typical structure now in say an Extra/Superstore?
It used to be....
Store Manager WL3 Package of say 80-100k
Lead Grocery, Non Food, Fresh Food, Personnel, Nights and Front End WL2 Package of say 35k-45k
Line Managers, Loads all on 22k-28k
Then a load of team leaders and GA's
I take it these days are long gone now
How do you move from a Team Manager on 25/30k to a WL3 Store Manager if there is no lead team, the jump seems huge and the salary gap also huge.
Express Store Manager seemed to be the WL2 role that nobody wanted to do, ever. You couldn't get ANY senior team from extra's and superstore's to move to Express, but is that now the complete reverse?
Also, I heard Express store managers all had their bonus took away and salary uprated, and now a few years later, they've decided to put the bonus back in, does this mean this is the most lucrative role to progress to now?
Express SMs get bonuses, peak salary outside of London in a non-fuel site express is apparently capped at £45k with average salary being around £36k a year, this is to be uprated in May.
Lead Team still exists, but next progression from TM tends to be Express SM, then Express SM to lead team.
TM salary is now at a minimum of £26k a year, suspect it to go up to £28k a year minimum from May seeing as SLs are now basically on £26k a year (with premium payments and normal amount of overtime.)
There are accounts of Team Managers being on around £50k a year maximum, but not verified, I believe the range is now £26k-£41k a year with average earnings being around £32k a year.
We only have two metro stores in my group, no express stores. There has been progression for senior team to store managers and they have to go to via the metro store. My store is a SS and we never keep our store managers long as the come to us from one of the metro stores and then go on to a larger store after 2-3 years. We always seem to be a high performing store so SM just pass through.
Managers tend to travel to work, after restructure the two remaining managers travel 20 miles to work. SM manager about 20 miles. Shift leads are mostly local.
As a SS we go to 1 Store manager, but he is expecting to have to manage two stores in time. There will be 2 managers, 1 18 hour C@C shift lead, 3 full time shift leads and one on 27 hours.
The nearest express in my area is 2 hours drive. There was talk of one a few years back but there was a lot of local opposition and it did not happen.
A lot of our store managers also seem to do a turn on the islands. It's very good training ground.
Quote from: NightAndDay on 08-04-23, 11:21PMExpress SMs get bonuses, peak salary outside of London in a non-fuel site express is apparently capped at £45k with average salary being around £36k a year, this is to be uprated in May.
Lead Team still exists, but next progression from TM tends to be Express SM, then Express SM to lead team.
TM salary is now at a minimum of £26k a year, suspect it to go up to £28k a year minimum from May seeing as SLs are now basically on £26k a year (with premium payments and normal amount of overtime.)
There are accounts of Team Managers being on around £50k a year maximum, but not verified, I believe the range is now £26k-£41k a year with average earnings being around £32k a year.
Interesting.
So its Team Manager then Express SM then Extra/Superstore Lead Team and finally a WL3 Store Manager.
How does this work if there is practically no Lead Team, or does every store have about 1 left in them?
Progression seems non existent then to Lead team (too many people, too little roles)
I believe the latest structure change was a reduce in headcount of Team Managers and increase in Shift Leaders to help TMs priortize the Admin side of the management role while Shift Leaders run duty on the shop floor, Lead Managers are still in the structure but not 100% sure whether their headcount has been reduced as well, in a small superstore that takes about £1 million a week, there are 2 I believe and there are still 2 there now.
Some Express SMs and Lead Managers are WL3 (Usually highly experienced SMs and senior LMs). With the change in structure of Metro Formats (now some are larger Express Store), there's more roles to jump to between TM to Lead Manager.
Fresh faced Express SMs start on £30k a year (this will likely go up to £31-32k from May) and that would be for a category 2 Express Store which will take around £45-£55k a week, though you do get TMs on more money than this, the potential earnings are higher for an Express SM, having experience as an Express SM as well lends itself well to being on a higher salary banding if they were to revert back to being a TM (one Express SM i know went back to TM on £33k a year)
The progression curve is more smooth as well, there have been a few Category 4 SMs on £45k a year who made the jump to Lead Team, though now you have former Metro's turned Expresses (unsure what category stores it goes up to now, but I reckon 6) a jump to SM in these stores is also another route, an SM in a Metro Express will likely be a WL3 manager on about the same banding as a Superstore Lead Manager.
We are also a small superstore taking approx £1 million and our only Lead manager has been made redundant so guessing its very store specific
We're a large extra and our lead team has reduced to 3. Closest extra which is a similar size only has 1 lead now.
Quote from: Ashbeck on 09-04-23, 04:15PMWe're a large extra and our lead team has reduced to 3. Closest extra which is a similar size only has 1 lead now.
To be honest it is great to see this cull, a great favourite of most of the staff got his comeuppance and it has made a massive difference to staff morale, and with the emphasis on more work from the management maybe they will get some work done instead of being in the canteen or chatting with each other or harassing staff with their petty investigation meetings.
Batmanjo;
You will probably see the opposite. More investigations, more colleagues being challenged, more people facing SYP. As the pressure ramps up on the remaining management population, it will eventually filter down to the GA population. Having less management will mean no more managers to protect the under preforming colleagues that plague the business
Quote from: IMA on 09-04-23, 11:54AMInteresting.
So its Team Manager then Express SM then Extra/Superstore Lead Team and finally a WL3 Store Manager.
How does this work if there is practically no Lead Team, or does every store have about 1 left in them?
Progression seems non existent then to Lead team (too many people, too little roles)
It used to be you didn't need to do express you could go team manager to lead manager.
But nobody wanted to be an express manager so to fill the void Tesco forced this career step in.
Quote from: fatlad on 09-04-23, 03:58PMWe are also a small superstore taking approx £1 million and our only Lead manager has been made redundant so guessing its very store specific
It makes sense for it to be reduced I suppose, with SLs running the floor and TMs doing the admin, there's not much for a Lead Manager to do, the merging of departments and reducing headcount is what happened with the Lead Manager I guess, less depth and more breadth.
Quote from: madness on 09-04-23, 09:40PMIt used to be you didn't need to do express you could go team manager to lead manager.
But nobody wanted to be an express manager so to fill the void Tesco forced this career step in.
Exactly the case. Express was the weakest link. If you were Lead Team in Extras you were awesome, if you were Lead Team in Superstore or Express SM you were not as good - that used to be the mindset. But ex colleagues of mine now say to get any pay increase (Lead Team), they were effectively forced out of Superstore/Extra and into Express as it now pays a 20% bonus on top of their basic. How true this is, I don't know.
In my honest opinion its the 100k a year, WL3 Share Scheme, 10k Car Allowance, Plus Bonus - Store Managers that are being ignored in ANY structure change. There is way too many around still who are probably part of the teams that create the new structures. Meaning the gap between WL2 Salary and Benefits and WL3 Salary and Benefits is becoming huge.
I mean to have this in a store is ridiculous,
SM - 80k Basic, 10k Car Allowance, Share Bonus Scheme 20% ie way in excess of 100k
One Lead - 35k
4 Team Manager - 26k
Shift Leaders - 24k
Tesco are back to making 2.5-3 billion per annum which is what it used to make 8-10 years ago towards the end of Terry era and into the first few years after.
That is with practically zero expensive talent (most have long gone) and zero international businesses left.
Then they continue to have mass restructures and redundancies at store level, effectively making all managers do 4 managers jobs and making GA's the best role to have as the pay difference between the two is now minimal. Bizarre. I am sure people are realising investing in people/options and development in Tesco is over. There are no roles to move into, or there is, but at the level no one wants. Ie 1k salary more than a GA.
It's disgusting to have a big corner shop manager selling beans, who's only ability is to talk on the 'phone whilst spying on staff and bullying team managers, earning more than a hospital doctor >:(
I thought they'd done away with the car allowance a few years back. This is why there is no new blood or progression through the ranks, whilst these greedy, money grabbing narcissists hang on to their positions, and will lie, cheat and stab anyone in the back who dares show promise and threatens to oust them from their cushy number!
Quote from: lucgeo on 10-04-23, 11:57AMIt's disgusting to have a big corner shop manager selling beans, who's only ability is to talk on the 'phone whilst spying on staff and bullying team managers, earning more than a hospital doctor >:(
I thought they'd done away with the car allowance a few years back. This is why there is no new blood or progression through the ranks, whilst these greedy, money grabbing narcissists hang on to their positions, and will lie, cheat and stab anyone in the back who dares show promise and threatens to oust them from their cushy number!
Exactly. No - Car Allowance still exists. Its company cars that don't.
Quote from: IMA on 10-04-23, 11:19AMExactly the case. Express was the weakest link. If you were Lead Team in Extras you were awesome, if you were Lead Team in Superstore or Express SM you were not as good - that used to be the mindset. But ex colleagues of mine now say to get any pay increase (Lead Team), they were effectively forced out of Superstore/Extra and into Express as it now pays a 20% bonus on top of their basic. How true this is, I don't know.
The 20% bonus for Express SMs is if they get exceeds (which none ever have done from what I've seen) and is also dependent on how the business itself performs, the SMs last year I know of got 10-15% bonuses, some got 5%.
Not sure how long you've been out the game, but Express SM is no walk in the park, there was a period of time a few years back where they moved WL 3 lead managers into Express as SMs due to structure changes and a good few couldn't hack it.
Express has been cut to the bone for the past few years with additional services being added on such as Whoosh and Evry, it definitely isn't as easy as people think it is.
Quote from: NightAndDay on 10-04-23, 12:04PMThe 20% bonus for Express SMs is if they get exceeds (which none ever have done from what I've seen) and is also dependent on how the business itself performs, the SMs last year I know of got 10-15% bonuses, some got 5%.
Not sure how long you've been out the game, but Express SM is no walk in the park, there was a period of time a few years back where they moved WL 3 lead managers into Express as SMs due to structure changes and a good few couldn't hack it.
Express has been cut to the bone for the past few years with additional services being added on such as Whoosh and every, it definitely isn't as easy as people think it is.
Spot On. I agree. But in past times, was not the case and was seen as low lead team and a 'low' lead role. WL3 Lead Managers NEVER existed and I still don't know of any, unless they were WL3 Store Managers previously and have protected benefits for whatever reason. As WL3 Lead and a WL3 Store Manager in the same store seems odd. But I suppose I don't know where the WL3 Lead stemmed from.
Just on structure changes, I am surprised Phone Shops aren't becoming extinct. They literally serve no purpose anymore, are rarely busy. Most shoppers do not used a phone shop to buy a phone anymore. So to have a phone shop manager and area phone shop managers seem very odd. Almost, resilient to any structure changes and a protected area?
I understand pharmacy is VERY different but same mentality.
Tesco Mobile is nothing to do with store, plus o2 own a big share of it and makes alot of money from it.
Quote from: MAI on 10-04-23, 12:18PMSpot On. I agree. But in past times, was not the case and was seen as low lead team and a 'low' lead role. WL3 Lead Managers NEVER existed and I still don't know of any, unless they were WL3 Store Managers previously and have protected benefits for whatever reason. As WL3 Lead and a WL3 Store Manager in the same store seems odd. But I suppose I don't know where the WL3 Lead stemmed from.
What differentiates a WL3 manager from a WL2 manager now (at least the case when I was front line at Tesco, I believe this is still the case) is the training received, only WL3 managers can dismiss an employee along with a few other activities. I believe this came into effect because there were too many instances of managers not following due process and incorrectly dismissing staff, to prevent the risk of legal action, they decided only those with WL3 training can do things which if done incorrectly could lead to costly legal expenses.
In the office side of the business, we have a dedicated HR team (People partner team) that deals with that side of things.
Please do not do repetition quoting it takes up a lot of HD space and HD space has to be paid for. VLH does not get a huge amount from donations.
So it looks like Admin staff will be the next victims of cut backs. Admin will be reduced to only 15 hours a week in Extras. Wages clerks will stay as 30 plus hours but will be expected to cover cash office also.
I expected it to be the other way around. I guess this is part of the restructure with Managers taking over their own admin duties.
This is not the end of structure change. We are just three weeks away from the end of this one. My store manager is expecting that he will end up with two stores. He has thought this for a while. We have had more store managers looking after two stores during holidays in the past couple of years. It used to be that someone in store stepped up and took the "A" for the store.
I think it will be more stock control changes, wages will be very minimal or go, more PFS sites going to variable, off till colleagues to just someone wearing a headset when filling. It's a pure guess, no inside knowledge but once managers are in new roles I suspect they will have to deliver changes.
Our wages clerk is also admin. Our cash office no longer do full shifts, the work requires no more than 2 hours a day. Our wages clerk comes in and does PI before wages. We are recruiting and the jobs are for mixed hours in different areas. It will mean a lot of training as a new colleague but it's the way forward for the company so it's short term pain for long term gain.
Quote from: MAI on 10-04-23, 12:22PMJust on structure changes, I am surprised Phone Shops aren't becoming extinct. They literally serve no purpose anymore, are rarely busy. Most shoppers do not used a phone shop to buy a phone anymore. So to have a phone shop manager and area phone shop managers seem very odd. Almost, resilient to any structure changes and a protected area?
I understand pharmacy is VERY different but same mentality.
It has a lot to do with the standing agreements with networks I am led to believe there are also a lot of legal requirements as the phone shop managers are managed with 22 KPIs they also review numbers of hours twice a year and fall into 4 cats some phone shops are smaller and are already managed by a diffrent phone shop manger in other shops customers who are taking out contracts are also signing into a financial agreements like when you buy a car so there is a lot more to it than you may realise also I believe they are self financed as they don't report to the main store and the stores don't pay for them
Quote from: NightAndDay on 10-04-23, 12:04PMQuote from: IMA on 10-04-23, 11:19AMExactly the case. Express was the weakest link. If you were Lead Team in Extras you were awesome, if you were Lead Team in Superstore or Express SM you were not as good - that used to be the mindset. But ex colleagues of mine now say to get any pay increase (Lead Team), they were effectively forced out of Superstore/Extra and into Express as it now pays a 20% bonus on top of their basic. How true this is, I don't know.
The 20% bonus for Express SMs is if they get exceeds (which none ever have done from what I've seen) and is also dependent on how the business itself performs, the SMs last year I know of got 10-15% bonuses, some got 5%.
Not sure how long you've been out the game, but Express SM is no walk in the park, there was a period of time a few years back where they moved WL 3 lead managers into Express as SMs due to structure changes and a good few couldn't hack it.
Express has been cut to the bone for the past few years with additional services being added on such as Whoosh and Evry, it definitely isn't as easy as people think it is.
Exactly never mind a Express PFS or even a Express Esso alliance site. Express As a SM is far harder now. Also the express SL is far far harder with more responsibility than large.
Id disagree, I don't think either SL role is harder than the other. I've done both. Large you have to be good at managing people making sure everything gets done. Express you need to be a grafter, know how to do every process in the shop as you'll be doing it. You do not necessarily need to be good at managing people. I've seen quite a few express SLs come to large and find it really hard as it's so different.
Agree. In express working hard on task will make you a successful shift leader. In large you need to display leadership skills and manage a team as you alone can't deliver all the tasks.
Having said that I firmly believe any newly appointed manager/shift leader should spend time in express to gain knowledge across multiple departments.
So, just to get back on track, those of us that are leaving, how are you finding your last weeks in work?
I'm amazed that not one manager who is taking responsibility for my areas has approached me to ask questions or touch base with any staff they are taking on!
Is this the norm for you? Or is it just me? I'm actually feeling sorry for the colleagues under me currently as they have no idea of what the future looks like apart from what I can share with them whilst still in store.
The weeks are going slowly! My replacement has been working with me the past 2 weeks to get to grips with the dept and build a relationship with her new team. I'm not overly keen on doing this but it is best for the team and I will be gone in 2 more weeks. Looking forward to April 29th and starting my new job 3 weeks later.
I'm handing over to a manager who has done this role before so just needs a refresh. Time is going by so very fast. I don't get many duty shifts now, it more a matter of being on hand to help and support the new shift leaders. We have a PFS and we have had issues this week so it's been good to share knowledge.
Well done on the job Mrs Sparrow, I've just started applying as I am aiming to take a bit of time out before I start anew. I have tried with the guys taking over my depts, but as I said, no interest at all! So concentrated on my staff to make sure they're ok.
Good luck to everyone taking redundancy. It's a good time for recruitment as many places are suffering severe staff shortages at the moment and your experience and training will hold you in good stead :thumbup:
Now at the risk or repeating myself, everyone is entitled to job job seekers allowance for six months, not means tested and equates to about ?£75? per week...not back paid so apply straight away, especially if you're planning on taking time out. You just need to turn up every 2 weeks and show you've been "looking" ;)
Thankyou lucgeo, and I ( like many ) will still be lurking here to see if this new structure works or not!
Has anyone seen anything about the Bonus? Normally announced with the Annual results briefing ??
Welcome. Ref: starting new topics. Please read VLH Supporter Benefits (http://www.verylittlehelps.com/index.php?page=17)
Being announced tomorrow
I'd say 2.5% based on the results. Profit was 50% of the bonus which was red. All other measures green.
We still get bonus even though we are being made redundant so if it does get paid then we get it to!
Davethebave, wouldn't it be lovely if it's 2.5% of our wage and redundancy?
If only lol
The Bonus is worked out as follows
Profit. Threshold-12.5%
Target. -25%
Stretch. -50%
Sales. Threshold. -7.5%
Target. -15%
Stretch. -30%
Your
Contribution. Below expected. 0%
Satisfactory. 6-10%
Great. 11-15%
Outstanding. 16-20
So max possible. 100%
Min. Possible. 20%
Forgot to mention this is wl3
I have abit of info. Bonus will be between 3.5% and 4.5%. I was told this 3 weeks ago. But let's wait and see. Profit is down due to investing. Doesnt look good for a food firm to be profiteering during a cost of living crisis. So best to invest in different projects and hide the money. Abit like the SNP and the motorhome. Do you think they will hire it out for week at a time during summer?
Q. How will I be told how much the Bonus award will be?
The bonus award amount will be shared as part of your annual pay review conversations with your Line Manager between 9-25 May 2023.
I'm really struggling to figure out how much tax and national insurance I will pay on my redundancy. I know they mention to £30,000 before tax or national insurance, and that there were conflicting views as to what parts of the total payment can be taxed and what parts can't et cetera. My payment is a little over £36,000, is anyone able to help thanks
This is only my thoughts, so maybe someone can chip in and confirm or tell me I'm a moron!
Redundancy ( both parts ) is taxable over £30,000. That we probably all know, but only on any amount over the the threshold, not the whole amount.
This is my assumption on PILON and outstanding holiday pay ( if you're old like me and had to work a year before earning holiday pay ), you'll pay income tax and NI on them.
Just had a quick look at how many hours we have for holiday pay this year. If full time it's 151h 30m. So divided by 13, if you haven't taken any holiday to cover Easter ( or anything else this month ) you'll also receive just over 11h 30 mins of holiday pay.
Quote from: Moon2020 on 14-04-23, 06:19PMI'm really struggling to figure out how much tax and national insurance I will pay on my redundancy. I know they mention to £30,000 before tax or national insurance, and that there were conflicting views as to what parts of the total payment can be taxed and what parts can't et cetera. My payment is a little over £36,000, is anyone able to help thanks
If you have your redundancy schedule, you need to find out how much you are being paid as 'in lieu of notice' as this is fully taxable/ni/student loans. It sounds like your srp & asp combined is under 30k so you won't be taxed on that.
I used www.thesalarycalculator.co.uk input your 'in lieu of notice' payment as a bonus and work it out from there.
As the website will tell you, you will probably pay around an extra 2k in tax because we have just started a new tax year, you will get this back though
Quote from: 5fdp on 13-04-23, 07:12PMI have abit of info. Bonus will be between 3.5% and 4.5%. I was told this 3 weeks ago. But let's wait and see. Profit is down due to investing. Doesnt look good for a food firm to be profiteering during a cost of living crisis. So best to invest in different projects and hide the money. Abit like the SNP and the motorhome. Do you think they will hire it out for week at a time during summer?
Quote from: Backoffice on 14-04-23, 05:46PMQ. How will I be told how much the Bonus award will be?
The bonus award amount will be shared as part of your annual pay review conversations with your Line Manager between 9-25 May 2023.
Bonus has been announced today. Pitiful 2.9%
Where have you seen this?
Quote from: Hhggjj on 14-04-23, 08:33PMWhere have you seen this?
Email sent down to store managers this afternoon
2.9% is a bit kick in the teeth for all the work we have done this year. Can't wait to see what the pay rise will be after that :'(
If your over 30k. You will be taxed at the higher rate on some of the money above 30k. . This is so the tax man gets his tax and he will pay it back to you next April if you don't go into the higher bracket. Eg get 55k redundancy probably come out with 45k. About 7k of tax will be at the higher rate. So if you don't earn enough this financial year you will get it back. Its hard to say with tax . It does depend when in the financial year you get redundancy. On 36k you will probably pay 2k max tax.
Quote from: lucgeo on 10-04-23, 11:57AMIt's disgusting to have a big corner shop manager selling beans, who's only ability is to talk on the 'phone whilst spying on staff and bullying team managers, earning more than a hospital doctor >:(
I thought they'd done away with the car allowance a few years back. This is why there is no new blood or progression through the ranks, whilst these greedy, money grabbing narcissists hang on to their positions, and will lie, cheat and stab anyone in the back who dares show promise and threatens to oust them from their cushy number!
How much profit does a hospital doctor make for his company? And how much profit does a retail manager make for his? And how much profit does a footballer make his club? Although I agree that doctors job are important and they save lives and should be paid more than any other, when it comes to how much money a job is worth, it all comes down to how much money that job generates. If you are talking about private hospital doctors, you will find that they are paid a hell of a lot but if you are talking about the NHS then its a different story, the NHS is funded by the tax payer so for them doctors to be paid more then the tax payer needs to pay more, so would you be willing to pay more tax to fund them? If salaries where paid based on what the job entails, no one would be paid anything as no money would be made. You can only pay someone if you make that money in the first place
I literally cannot wait to leave .... Never ever thought I'd hear myself utter those words .
I've badgered the SM and the Team Manager who is taking over my areas for them to come and get some upskilling but they've had 30 mins max - have shown zero interest , the shift runners are all brand new and have had no exposure to how my departments run either - I really feel for my guys that have been left behind
Quote from: 5fdp on 13-04-23, 07:12PMI have abit of info. Bonus will be between 3.5% and 4.5%. I was told this 3 weeks ago. But let's wait and see. Profit is down due to investing. Doesnt look good for a food firm to be profiteering during a cost of living crisis. So best to invest in different projects and hide the money. Abit like the SNP and the motorhome. Do you think they will hire it out for week at a time during summer?
I said this when inflation started skyrocketing. The money will be hidden by accountants, or 'invested'
After 29th April the company is going to go down the pan .
Quote from: Cwtch on 14-04-23, 10:40PM2.9% is a bit kick in the teeth for all the work we have done this year. Can't wait to see what the pay rise will be after that :'(
Agreed, very underwhelming
Quote from: The crow on 15-04-23, 09:52AMQuote from: lucgeo on 10-04-23, 11:57AMIt's disgusting to have a big corner shop manager selling beans, who's only ability is to talk on the 'phone whilst spying on staff and bullying team managers, earning more than a hospital doctor >:(
I thought they'd done away with the car allowance a few years back. This is why there is no new blood or progression through the ranks, whilst these greedy, money grabbing narcissists hang on to their positions, and will lie, cheat and stab anyone in the back who dares show promise and threatens to oust them from their cushy number!
How much profit does a hospital doctor make for his company? And how much profit does a retail manager make for his? And how much profit does a footballer make his club? Although I agree that doctors job are important and they save lives and should be paid more than any other, when it comes to how much money a job is worth, it all comes down to how much money that job generates. If you are talking about private hospital doctors, you will find that they are paid a hell of a lot but if you are talking about the NHS then its a different story, the NHS is funded by the tax payer so for them doctors to be paid more then the tax payer needs to pay more, so would you be willing to pay more tax to fund them? If salaries where paid based on what the job entails, no one would be paid anything as no money would be made. You can only pay someone if you make that money in the first place
You're having a laugh aren't you ??? "how much profit does a retail manager make" for Tesco!! As much as they can bully,skive and pretend they know what they're talking about! They're puppets with the strings being pulled from the heavens above!
How many meetings are there a day...hand over...10 o'clock...rumble...afternoon meetings...add to this the 90 min breaks after a few Costa breaks! My GSM didn't know how to use a PDA...didn't know how to check stock...didn't know how to product investigate and didn't have one qualification from high school, but God could that person arse lick, bully and lie their way through the day! Another senior manager had to have it explained to them that we were the best in the group...not the worst that they were kicking off about as they weren't reading the results correctly :-X
Quote from: lucgeo on 15-04-23, 06:26PMQuote from: The crow on 15-04-23, 09:52AMQuote from: lucgeo on 10-04-23, 11:57AMIt's disgusting to have a big corner shop manager selling beans, who's only ability is to talk on the 'phone whilst spying on staff and bullying team managers, earning more than a hospital doctor >:(
I thought they'd done away with the car allowance a few years back. This is why there is no new blood or progression through the ranks, whilst these greedy, money grabbing narcissists hang on to their positions, and will lie, cheat and stab anyone in the back who dares show promise and threatens to oust them from their cushy number!
How much profit does a hospital doctor make for his company? And how much profit does a retail manager make for his? And how much profit does a footballer make his club? Although I agree that doctors job are important and they save lives and should be paid more than any other, when it comes to how much money a job is worth, it all comes down to how much money that job generates. If you are talking about private hospital doctors, you will find that they are paid a hell of a lot but if you are talking about the NHS then its a different story, the NHS is funded by the tax payer so for them doctors to be paid more then the tax payer needs to pay more, so would you be willing to pay more tax to fund them? If salaries where paid based on what the job entails, no one would be paid anything as no money would be made. You can only pay someone if you make that money in the first place
You're having a laugh aren't you ??? "how much profit does a retail manager make" for Tesco!! As much as they can bully,skive and pretend they know what they're talking about! They're puppets with the strings being pulled from the heavens above!
How many meetings are there a day...hand over...10 o'clock...rumble...afternoon meetings...add to this the 90 min breaks after a few Costa breaks! My GSM didn't know how to use a PDA...didn't know how to check stock...didn't know how to product investigate and didn't have one qualification from high school, but God could that person arse lick, bully and lie their way through the day! Another senior manager had to have it explained to them that we were the best in the group...not the worst that they were kicking off about as they weren't reading the results correctly :-X
you are obviously not a manager so i wouldnt expect you to get it, just one question, how long do you think a store would last without managers?
Why am I paid more than my Retail Management colleagues when It could be argued that I don't make as much profit for the company as they do?
How much profit a position makes can't be taken as a sole factor for earnings potential, it is a factor for sure, but a much bigger factor is supply and demand, and is in large part why there are positions which don't directly contribute to profit, but are scarce and pays a lot more, with the service provision they provide being essential, in some cases, a synergistic relationship to profit potential that can sometimes exceed what a Retail Manager provides directly.
Retail Managers directly generate profit, but are ultimately easily replaceable which is why their earnings is so entwined with how much profit they bring.
@ The crow...you're missing the point, it being that store managers pay does not equate to their worth or direct input.
The day to day running of the store is mainly done by MM. they act on the daily updates that come down, or are instructed to act on them by the GSM, that have come down on their comms.
As personally observed on a daily basis...
7.00am - GSM arrives instore and walks around criticising people, 'phone stuck to ear calling for duty to come and put a missing label out or get an A4 for the OFD printed off.
8.00am handover meeting- after which in the restroom with favourite sidekick having a coffee
9.00am - back on shopfloor behind a fixture spying (literally) on the CA's, then 'phoning their dept manager to tell them to instruct the CA to do a nonsense task, e.g. take some cardboard to warehouse from off a shelf!!
10.00am - handover meeting followed by 30min breakfast break.
11.00am - wandering round shopfloor with 'phone to ear ending up in the Costa
11.45am- rumble meeting.
12-1.00pm - leans on a fixture, 'phone to ear spying on the rumble team and criticising their facing up!
1.00pm-2.pm - lunch break ....
What happened in the last 3 hours 'till 5pm I can't comment as I didn't witness but can't believe it was anything to warrant the big salary and perks :-X
There are good GSM's but they were mainly years ago, and in answer to your question...no not a manager through choice, but was encouraged twice to step up and even offered a fast track by one GSM!
I declined because of my family commitments, but was grateful that both managers recognised that CA's do the job/ hours they do because of their commitments not their abilities!
HI, I know that this has been asked already but I have lost the thread.Please can someone advise how to put the additional after my 30k into my pension pot, thanks
Quote from: Themachine on 06-04-23, 10:05PMAsk your store manager for a TRSP pension contribution on redundancy form - they will have to contact the people partner for it
Thank you :)
You need to do this quickly. I did mine last week and was told it was time sensitive then.
Quote from: Redshoes on 17-04-23, 03:57PMYou need to do this quickly. I did mine last week and was told it was time sensitive then.
Can you post the address to send to on here please Red
Thank you
To anybody taking redundancy ask for a new redundancy schedule (figure) this week.
The Additional service pay element has been changed to BEST of 52 week average alongside the statutory redundancy element being calculated to the new government rates which were increased from april 6th.
Can someone advise before i have my final consultation meeting with my SM
Trial Period
In consultation meeting 3 it mentioned the fact that colleagues at risk of redundancy ie myself who secure a permanent other role within Tesco ie myself are entitled to a trial period " OF UP TO 4 WEEKS "
Of up to ? so can i trial the role for two weeks then decide its not for me etc and leave with redundancy ?
Thanks
Yes you can leave after 2wks with redundancy. However, i think it reduces your redundancy payment by 2 wks pay. If I were you just leave on the 29th. They by no mess or cockups.
Nightowl25, I received mine today and it had bumped up by £4000. I may have more to come due to having worked a bank holiday and this Sunday. It may only increase it by a few pounds, but as they say 'every little helps'!
Did it have your bonus payment in the new calculation. Remember its 2.9% of last years wages.
Thanks for that so to clarify
if i leave a trial 2 weeks into it i loose 2 weeks off the original redundancy package ?
so if this is the case i am in essence working those two weeks for free ?
Quote from: Nightowl25 on 17-04-23, 08:01PMTo anybody taking redundancy ask for a new redundancy schedule (figure) this week.
The Additional service pay element has been changed to BEST of 52 week average alongside the statutory redundancy element being calculated to the new government rates which were increased from april 6th.
Not wanting to sound like an idiot
What do you mean BEST of 52 wk average
Is that your best weeks earnings or
An average of your last 52 weeks???
Yes you are working the 2 wks for free. I believe it reduces your time in lieu. So take the money and run.
With regards the 52 weeks. I have not seen my updated package yet but I would think they would take the top line of what you earned up to year end and then divide it by 52. Most mgrs it will be higher due to overtime. So this is a great thing from the company to do.
What 'nightowl25' means by BEST. IS EITHER YOUR BASIC WEEKLY WAGE OR THE 52 WEEK AVERAGE OF YOUR WAGE WHICH EVER IS BEST. IT SHOULD BE THE 52 WEEK AVERAGE, BECAUSE OF OT, BH AND SUNDAY PAYMENTS. HOPE THIS HELPS.
Quote from: 5fdp on 18-04-23, 02:49AMWhat 'nightowl25' means by BEST. IS EITHER YOUR BASIC WEEKLY WAGE OR THE 52 WEEK AVERAGE OF YOUR WAGE WHICH EVER IS BEST. IT SHOULD BE THE 52 WEEK AVERAGE, BECAUSE OF OT, BH AND SUNDAY PAYMENTS. HOPE THIS HELPS.
Yes cheers
I did notice that my PILON was based on basic weekly wage though. I have brought this up with my SM. Anyone else had this?
Quote from: MAI on 09-04-23, 11:54AMQuote from: NightAndDay on 08-04-23, 11:21PMExpress SMs get bonuses, peak salary outside of London in a non-fuel site express is apparently capped at £45k with average salary being around £36k a year, this is to be uprated in May.
Lead Team still exists, but next progression from TM tends to be Express SM, then Express SM to lead team.
TM salary is now at a minimum of £26k a year, suspect it to go up to £28k a year minimum from May seeing as SLs are now basically on £26k a year (with premium payments and normal amount of overtime.)
There are accounts of Team Managers being on around £50k a year maximum, but not verified, I believe the range is now £26k-£41k a year with average earnings being around £32k a year.
Interesting.
So its Team Manager then Express SM then Extra/Superstore Lead Team and finally a WL3 Store Manager.
How does this work if there is practically no Lead Team, or does every store have about 1 left in them?
Progression seems non existent then to Lead team (too many people, too little roles)
Lol there is no set path to progression u get promoted if you fit diversity targets or your face fits and in some cases if your sleeping with some above I have witnessed all of these things and people jump levels with next to no experience I've seen people go from shift leader to lead team bypassing the team manager level and team manager go to store manager bypassing the lead team role all in the name of improving diversity statistics the company is corrupt
Yes . My PILON is the same as before. Mine has went by 4k. Bonus is not included in the figure. So need to add that on.
SRP is calculated at the average pay over the 12 weeks prior to consultation
ASP is calculated at the average pay over the 52 weeks prior to consultation
PILON is calculated at your contractual weekly pay as they are just paying you your contractual notice
Quote from: 6xpl89 on 18-04-23, 01:16PMSRP is calculated at the average pay over the 12 weeks prior to consultation
ASP is calculated at the average pay over the 52 weeks prior to consultation
PILON is calculated at your contractual weekly pay as they are just paying you your contractual notice
Quick question with regards to the asp aspect my weekly average is considerably lower than my contractual based on the fact I was on maternity leave for a period within the last 52weeks. I've been working the overtime to increase my average to above my contractual thinking that would increase my weekly average and have only today seen that maternity has affected - is this correct that you average is impacted my maternity leave? Or can anyone direct me to any info on this please
I take it that you took sometime on maternity as unpaid leave. If so this would reduce your average weekly pay up to the year end. So if you took 1 week unpaid you would have needed to work about 4 shifts ot to make it up. Remember that year end was back in February. So doing lots of ot since then has not helped your average weekly wage for last year.
If you didn't take anytime on maternity as unpaid time off, then I would speak to your mgr.
No I didn't have any unpaid it was just normal maternity pay followed by holiday. I have asked the question but no response as yet so let's see.
Quote from: Forgetmenot on 18-04-23, 02:24PMQuote from: 6xpl89 on 18-04-23, 01:16PMSRP is calculated at the average pay over the 12 weeks prior to consultation
ASP is calculated at the average pay over the 52 weeks prior to consultation
PILON is calculated at your contractual weekly pay as they are just paying you your contractual notice
Quick question with regards to the asp aspect my weekly average is considerably lower than my contractual based on the fact I was on maternity leave for a period within the last 52weeks. I've been working the overtime to increase my average to above my contractual thinking that would increase my weekly average and have only today seen that maternity has affected - is this correct that you average is impacted my maternity leave? Or can anyone direct me to any info on this please
I would imagine it's because maternity leave is paid 14 weeks at full pay, and then 25 weeks at a lower rate if I remember correctly. It will be the fact that you've had 25 weeks at a lower rate that will make your average lower over the previous 52 weeks
They will pay whatever is higher, average or contractual so you won't lose out
Quote from: Nightworker on 17-04-23, 07:35PMQuote from: Redshoes on 17-04-23, 03:57PMYou need to do this quickly. I did mine last week and was told it was time sensitive then.
Can you post the address to send to on here please Red
Thank you
You email it to the pension team and copy in your store manager and group pm.
Any idea if get our bonus and any banked holiday owed?
When would this be paid?
Everything paid on mays payday.
Will the colleague discount card run out April or May's payday?
You leave the company at the end of April. So April it is.
For those poor souls staying put..... is the pay rise really only 4.5%
Heard it's even less than 4.5%, however will have to wait and see come May.
Quote from: Vitascope on 19-04-23, 03:41PMWill the colleague discount card run out April or May's payday?
It will cease to operate the day after your last day on the payroll...so if you're final pay/redundancy etc is paid in May, whilst you're still on the books, you're still an employee with an employee number awaiting your final pay and therefore eligible for the discount.
I have my last meeting on the 27th and work into the 28th , I'm being told I have to work the 28th into the 29th too is this correct as I'm sure I read new roles start the 28th
Quote from: Gknowsbest on 19-04-23, 05:34PMFor those poor souls staying put..... is the pay rise really only 4.5%
Non performance related?
Quote from: Leavingonajetplane on 20-04-23, 09:21AMI have my last meeting on the 27th and work into the 28th , I'm being told I have to work the 28th into the 29th too is this correct as I'm sure I read new roles start the 28th
My last day is Saturday 29th so that would be correct as long as you are usually contracted to work Friday nights.
👍👍👍 thanks
Quote from: Gknowsbest on 19-04-23, 05:34PMFor those poor souls staying put..... is the pay rise really only 4.5%
where have you heard this
The pay rise will depend upon where you are in the new pay bandings.
Anywhere from 5% to 21% for newly appointed team managers.
....which probably means if you're at the top of the payscale you'll get 5% and if you're at the bottom 6% ( as your performance wasn't enough for the bigger pay rise ).
Has anything been mentioned about the 4 day working week for night managers yet. The original comms made it sound like it would be live in week 10 but we still haven't had any more information or had the option put to us.
Quote from: Whatoncewas on 23-04-23, 09:19AMHas anything been mentioned about the 4 day working week for night managers yet. The original comms made it sound like it would be live in week 10 but we still haven't had any more information or had the option put to us.
In the collective consultation notes (Meeting 4) they mention that they are going to trail it across 4 large format groups it goes on to say the following "Feedback from the trial will be reviewed, with the hope that if the trial has been positive, 4-
night working will be implemented across all large format night operations from Week 26." Week 26 is wc 20th August so looks like few more months of 5 nights weeks ???
They are already getting ready for the next shake up. Stock control will be mostly effected with routines like date checks etc being done by the staff on those departments. Wages is going to be completely scaled back to only 3 hours a day with an increased role for admin assistants. I'm guessing Admin and Wages will be merged into one role, one person.
Just makes you wonder why they kept a stock control manager when this was coming.
Quote from: Smiley1327 on 23-04-23, 10:14AMQuote from: Whatoncewas on 23-04-23, 09:19AMHas anything been mentioned about the 4 day working week for night managers yet. The original comms made it sound like it would be live in week 10 but we still haven't had any more information or had the option put to us.
We're going to 4 nights for team manager and 2 shift leaders all full time
In the collective consultation notes (Meeting 4) they mention that they are going to trail it across 4 large format groups it goes on to say the following "Feedback from the trial will be reviewed, with the hope that if the trial has been positive, 4-
night working will be implemented across all large format night operations from Week 26." Week 26 is wc 20th August so looks like few more months of 5 nights weeks ???
If a colleague has been on a step up payment from general assistant to management. Well at 90% of the wage would they be entitled to the bonus payment?
Doubt it, they aren't salaried.
Quote from: GingerSpice on 23-04-23, 11:15AMThey are already getting ready for the next shake up. Stock control will be mostly effected with routines like date checks etc being done by the staff on those departments. Wages is going to be completely scaled back to only 3 hours a day with an increased role for admin assistants. I'm guessing Admin and Wages will be merged into one role, one person.
Just makes you wonder why they kept a stock control manager when this was coming.
Wage clerks days are numbered. The new system means there is no need for them. Admin however will always be needed.
Quote from: Nightowl25 on 22-04-23, 12:39PMThe pay rise will depend upon where you are in the new pay bandings.
Anywhere from 5% to 21% for newly appointed team managers.
What about team managers who are now at the new appointment rate even though they've been managers for a number of years?
Quote from: Mrs sparrow on 23-04-23, 06:17PMDoubt it, they aren't salaried.
If they have been salaried for about 6 months
Would this change the situation
If they're on step up they're not salaried, just a higher hourly rate. They'd need to be appointed to be salaried rather than doing a placement.
Quote from: chocolatestrawberry on 24-04-23, 01:18PMQuote from: Nightowl25 on 22-04-23, 12:39PMThe pay rise will depend upon where you are in the new pay bandings.
Anywhere from 5% to 21% for newly appointed team managers.
What about team managers who are now at the new appointment rate even though they've been managers for a number of years?
Expect a massive pay rise!
Or the reality is you'll get the bear minimum!
A Team Manager who has been in the role a year or 2 and is a poor performer could have got upto potentially a 4k rise since November if the new rumoured starting rate of 28k is to be believed.
Just remember that when they give us all our lower than expected raises in May!
Quote from: Nightowl25 on 24-04-23, 06:40PMQuote from: chocolatestrawberry on 24-04-23, 01:18PMQuote from: Nightowl25 on 22-04-23, 12:39PMThe pay rise will depend upon where you are in the new pay bandings.
Anywhere from 5% to 21% for newly appointed team managers.
What about team managers who are now at the new appointment rate even though they've been managers for a number of years?
Expect a massive pay rise!
Unfortunately with my 15 years service, 8 of those as a team manager (with consistent met reviews I might add) I struggle to remain optimistic!
I've just been told I have to wait until Saturday to find out if I'm going or not?!?
Asked the SM if today's 'final meeting' meant that it was definitely the end of the road amd that I'd be getting my bye bye letter. He said that the final letter says 29th, so if anything changes between now and Saturday, I might not get my redundancy....
I know in a neighbouring store that a manager who thought they were getting redundancy has now been told they have to stay as another manager handed their notice in.
All managers were made aware this might happen during the consultation.
I know. But surely not up until the last day you supposedly work for the company...
Seek an employee's consent to withdrawal of redundancy notice (https://www.xperthr.co.uk/tasks/seek-an-employees-consent-to-withdrawal-of-redundancy-notice/150580/)
Quote- After having given an employee notice of redundancy, an employer may have a change of circumstances that render the redundancy unnecessary.
- While the employer cannot withdraw the redundancy notice unilaterally, it can, during the notice period, seek the employee's agreement to withdraw the notice.
- While the employee will be under no obligation to agree to this, where they refuse the offer, this may affect their entitlement to a statutory redundancy payment.
In some situations the employee may need to seek legal advice. Especially if they have found and agree to go to an alternative employer with better T&C's and remuneration.
Surely if a dept is over hours/manned and they are putting people on other depts then surely there's no need for overtime on said depts and when they are say "trained" on a dept can they do say reductions, waste, food donation it alright doing trading on a computer ticking boxes but doing it in practice is another thing in the allotment shift
^
Routines are going to be a mess. In my store people who do all the 'compliance' stuff are being sent to BWS for two hours while someone who has never done the reductions before is being moved from Health and Beauty to do them.
Why are people being moved off said departments in this way? I thought the whole point of the scheduler was to move people to cover absences like holidays etc. Instead everyone is just being put anywhere for the sake of it.
However as discussed in the other thread. A lot of it comes down to how accurate your heatmaps are, if people are in the right place they should not be moved. If a high percentage of colleagues are being moved that is reflective on the store not operating as it should.
Quote from: Nomad on 25-04-23, 03:39PMSeek an employee's consent to withdrawal of redundancy notice (https://www.xperthr.co.uk/tasks/seek-an-employees-consent-to-withdrawal-of-redundancy-notice/150580/)
Quote- After having given an employee notice of redundancy, an employer may have a change of circumstances that render the redundancy unnecessary.
- While the employer cannot withdraw the redundancy notice unilaterally, it can, during the notice period, seek the employee's agreement to withdraw the notice.
- While the employee will be under no obligation to agree to this, where they refuse the offer, this may affect their entitlement to a statutory redundancy payment.
In some situations the employee may need to seek legal advice. Especially if they have found and agree to go to an alternative employer with better T&C's and remuneration.
Did it not say in the consultation papers for this shake up that if a manager leaves before week 10 then any manager who has been offered redundancy could have it withdrawn? if said managers signed it then there is no get out clause really, that was the talk in my store anyway.
Just scrap it.
According to the system you will be over staffed. Reality will never match what the system says. Eg, hb filled in 3 hrs by 1 member of staff. Reality 2 staff whole shift. Grocery filled on nights in an extra by 4 staff. Reality 7 needed.
The Scheduler has already highlighted which stores have not been following their heatmaps. So the first thing that will come down from HQ is a reprimand to the Store Manager for not following Ideal Base. This will mean that everyone will be either be expected to move their hours into the right place or move to a different department where those hours are suitable.
That will be happening. The Schedulers main goal is to reduce overtime but it won't work correctly until all staff are where they should be.
@Sunflowers, hence anybody who does/has their redundancy withdrawn and have already found and agreed a new more advantageous position elsewhere would be advised to seek legal advice if they still wish to go.
"talk in store" is not always the best place for information, especially in matters which could involve several thousands of pounds.
With managers leaving this week does anyone know about holidays/bh due for 23/24 how to find out what's due
Will be one twelfth of your current entitlement,
Personal day will not be included.
However if you have taken more than what's earned,that will be deducted.
Quote from: Moon2020 on 25-04-23, 11:14AMI've just been told I have to wait until Saturday to find out if I'm going or not?!?
Asked the SM if today's 'final meeting' meant that it was definitely the end of the road amd that I'd be getting my bye bye letter. He said that the final letter says 29th, so if anything changes between now and Saturday, I might not get my redundancy....
I was handed my letter today. I was told this is now final and beyond the point for change. I was told that everybody has to be told by tomorrow. Store manager coming in to see one manager tomorrow who was day off today, it's store managers day off.
Had my letter this week, categorically told no going back on the redundancy
Quote from: Sunflowers on 25-04-23, 06:30PM^
Routines are going to be a mess. In my store people who do all the 'compliance' stuff are being sent to BWS for two hours while someone who has never done the reductions before is being moved from Health and Beauty to do them.
Why are people being moved off said departments in this way? I thought the whole point of the scheduler was to move people to cover absences like holidays etc. Instead everyone is just being put anywhere for the sake of it.
However as discussed in the other thread. A lot of it comes down to how accurate your heatmaps are, if people are in the right place they should not be moved. If a high percentage of colleagues are being moved that is reflective on the store not operating as it should.
We were told if people aren't trained on all fill depts etc there can be a 3 or 4 way move around depts
Quote from: Sizzle1968 on 26-04-23, 10:05AMQuote from: Sunflowers on 25-04-23, 06:30PM^
Routines are going to be a mess. In my store people who do all the 'compliance' stuff are being sent to BWS for two hours while someone who has never done the reductions before is being moved from Health and Beauty to do them.
Why are people being moved off said departments in this way? I thought the whole point of the scheduler was to move people to cover absences like holidays etc. Instead everyone is just being put anywhere for the sake of it.
However as discussed in the other thread. A lot of it comes down to how accurate your heatmaps are, if people are in the right place they should not be moved. If a high percentage of colleagues are being moved that is reflective on the store not operating as it should.
We were told if people aren't trained on all fill depts etc there can be a 3 or 4 way move around depts
Just looked at my final payslip
( not including my redundancy payment)
and my pension contribution hasn't gone through Smart !!! Has this happened to anyone else meant I was £900 short in wages
Quote from: Nightworker on 27-04-23, 12:56AMJust looked at my final payslip
( not including my redundancy payment)
and my pension contribution hasn't gone through Smart !!! Has this happened to anyone else meant I was £900 short in wages
how are you short?
Quote from: Moon2020 on 27-04-23, 12:59AMQuote from: Nightworker on 27-04-23, 12:56AMJust looked at my final payslip
( not including my redundancy payment)
and my pension contribution hasn't gone through Smart !!! Has this happened to anyone else meant I was £900 short in wages
how are you short?
£900 pension contribution has come off (deductions) section of wage slip
Instead of payments section of wage slip
So £900 short
Those leaving via redundancy this week make sure you print off wage slips and p60 as these will be hard to get hold once access to apps has been removed ! Not sure what access will be like! Just a thought for you all! All the very best to everyone leaving this week.
Quote from: Nightworker on 27-04-23, 01:19AMQuote from: Moon2020 on 27-04-23, 12:59AMQuote from: Nightworker on 27-04-23, 12:56AMJust looked at my final payslip
( not including my redundancy payment)
and my pension contribution hasn't gone through Smart !!! Has this happened to anyone else meant I was £900 short in wages
how are you short?
£900 pension contribution has come off (deductions) section of wage slip
Instead of payments section of wage slip
So £900 short
I've worked it out
£300 short my pension has been NI and taxed
Has this happened to anybody else
Good luck to everyone affected by this restructure, I hope you got the outcome you wanted. I finished my final shift today after over 30 years with T. I am grateful for what the company helped me achieve in life. I will miss my colleagues, but not the job. For those remaining as TM, all the best, the new role is massive.I have 2 weeks off before I start my new job, which if I am honest is a dream job for me where I am in life no early starts no late nights.I look forward to spending my redundancy over the coming years on enjoying my life, dream holidays and days out etc.
Thanks for all the help and advice VLH has provided over the years.
Good luck Night Owl. Pop on VLH now & then you may be able to help others, you must have learnt something during your 30 years.
Quote from: Night Owl on 28-04-23, 07:28PMGood luck to everyone affected by this restructure, I hope you got the outcome you wanted. I finished my final shift today after over 30 years with T. I am grateful for what the company helped me achieve in life. I will miss my colleagues, but not the job. For those remaining as TM, all the best, the new role is massive.I have 2 weeks off before I start my new job, which if I am honest is a dream job for me where I am in life no early starts no late nights.I look forward to spending my redundancy over the coming years on enjoying my life, dream holidays and days out etc.
Thanks for all the help and advice VLH has provided over the years.
What is the dream job Nightowl?
I don't want to say at this point, due to revealing my identity.
Last week for a lot of us here. I'm applying for jobs and hoping I don't get anything until June as I really fancy having a month off!
As previously stated, I will not miss the job, but I will miss the people. Those managers staying are in for a rough few months I think, good luck to you all, your resilience is what will get you through. And VLH, thank you for being a great forum for us all to share our thoughts and feelings. I'm over 30 years in, and now out, but will be popping back in to see how things are going, and may even comment again.
But for now, it's adios, thank you, and don't forget, you're all better than what they tell you!
NorthbyNorthwest good luck in your quest, I did the same many years ago and took a month out, very refreshing.
To all who are going I wish you good fortune, in your new endeavours. :thumbup: 8)
I echo your sentiments entirely Nomad - good luck to everyone leaving the big T.
And from me too - I wish you all health and happiness in your future adventures. I am seriously sorry for many of those staying. The two here work their backsides off as it is - they're always available to support, advise and talk with. I indeed hope that things work out - for us and for them.
I am a long time reader of vlh and have come on and had a read once every few weeks since 2020 but up until now I have never made an account to comment on vlh.
This morning I finished my final shift at Tesco after being a night lead since 2019
Still does not feel like I have left even though I now officially no longer work for Tesco
Last night I spent around 6 hours helping my 2 TM's who needed a lot of help to be shown how a number of produces need following and how they work so god help the 2 new shift leaders who are starting next Tuesday who will be getting trained by the 2 TM's who do not know a lot of stuff themselves despite one of them being in there role since 2003.
Although this is my first time commenting on vlh just wanted to say thank you to everyone for the useful information you have all shared with us all and for everyone who has left Tesco this weekend good luck with whatever your future brings and remember everything happens for a reason
I'm going to be enjoying the next 3 and a half weeks of before I start my new role which being honest is similar to my role I've had a Tesco but looking forward to a new start
To everyone still at Tesco I know some of you have been at Tesco a long time and feel like you don't know anything else but please do realise there are much better things and opportunities out there than just Tesco
I would like to wish everyone who have just been made redundant all the best. I finished last week and now have a job with another supermarket doing the same job. Thanks tesco for the money. Remember there is life after tesco.
Good luck to those who got their redundancy
Thank you Nomad and everyone on VLH!
Just a quick note to say thanks to everyone for the help over the years, it has truly been invaluable. I left my shop yesterday amd today it just feels really weird getting up and thinking "so what do I do now?" :)
Can anybody see visibility of their redundancy within work and pay yet (Sunday)
It doesn't seem to have been processed for us in our store, the managers who are leaving are still showing as scheduled in next week.
Anybody else in this situation, or can anybody else see an end date?
Thanks all
I would suspect the restructure team at HQ don't work Sunday.
I actually saw the comms message to SM which said" All affected Managers will be removed from W&P by the restructure team, you need do nothing."
Just wait until Tuesday 9am, not that you need to worry.
Discount still seems to be working
Thank you very much for this, the comms we got from our SM was that it would be done this weekend, thanks for the clarity :thumbup:
Quote from: Night Owl on 30-04-23, 09:45PMI would suspect the restructure team at HQ don't work Sunday.
I actually saw the comms message to SM which said" All affected Managers will be removed from W&P by the restructure team, you need do nothing."
Just wait until Tuesday 9am, not that you need to worry.
Quote from: Night Owl on 30-04-23, 09:45PMI would suspect the restructure team at HQ don't work Sunday.
I actually saw the comms message to SM which said" All affected Managers will be removed from W&P by the restructure team, you need do nothing."
Just wait until Tuesday 9am, not that you need to worry.
Hi - where will we be able to see visibility of the redundancy? I didn't think we saw anything u til the day we got it so this is the first I've heard - thanks
I'm still on work and pay as normal 🤷🏼
I'm still on Work and Pay as well ;D
At least it's not just me..
Won't you still be on there until May's pay day? My P60 hasn't appeared on there yet.
I assume you all will still be on work & pay until the 4 week's notice is up.
Has anyone being made redundant had any info about why they are on work and pay?
Surely holidays are still accruing as is length of service etc and will assume you are still working with the company and pay you for the months wage you are not there?
Will this be taken into account for PILON etc ?
Also discount is still working so will this be paid back etc??
Very wooly info atm and no clarity online and will just delay getting a P45 etc when we were terminated on 29th April
From my understanding we are still on Work & Pay as any overtime, holiday taken/not taken and any other bits of pay have to be finalised. I have earned 12.5 hours holiday pay this year that wasn't paid in my last payslip. Also, as I'm ancient, I have the equivalent of six weeks holiday pay to go on top of that. I think these elements plus PILON will be paid as a 'final' wage ( with wage slip and P60 posted to us ) taking into account tax/N.I etc and the redundancy payment will be a separate payment that should not show up on it. One thing I am prepared for, due to it being early in the tax year, is a larger proportion of tax being taken out. As soon as you start earning in your new job that should even out or you will receive a rebate by year end.
I still have access to W&P, my P60 was available today. My discount card still works as I qualified for a card for life, my partners discount card has been cancelled though.
I'm sure that staff made redundant last week have noticed that as of Saturday you don't get discount any more.
To the post that stated you get it up to 26th May....wrong.
Colleague card stops within the week (as others have stated) of leaving and your sent a new normal customer replacement card within that 2 weeks of leaving
Good luck to all made redundant. Lead manager here, started my new job on Monday. 15k payrise, monday to Friday, no lates.
The experience they have lost with this change is absolutely mind blowing
Completely agree. So many really good managers are now gone. The new scheduler is a s*** show and everyone now hates working for the company.
What the current lot at the top have done is nothing short of criminal.
Quote from: 6xpl89 on 06-05-23, 08:12PMGood luck to all made redundant. Lead manager here, started my new job on Monday. 15k payrise, monday to Friday, no lates.
The experience they have lost with this change is absolutely mind blowing
Good for you :thumbup:
I've said before...the majority of managers and team leaders made redundant in previous culls, went on to work for better pay and conditions. A lot went into the health or education sector as management Monday - Friday...some went to rival supermarkets or different sectors of retail... a few who were well thought of and appreciated took six months holiday and returned to a similar role, and others either took early retirement or went part time, in less stressful jobs.
As one who left and came back, I echo Lucgeo's sentiments with an added caveat, from my own experience and observations, the shop floor Retail side of the business, whether hourly or managerial, does seem to be poor when compared to most other jobs outside of Tesco, the multitude of peoples accounts of how much better, refreshing and interesting it is in the jobs they jump ship to should be seen as a testament to how objectively bad it is to work in that area of the business.
The caveat I would put forth is due to me returning to the business, Professional roles at Tesco are actually good, the fact my opinion of the workplace practices, compensation, culture and values I've experienced is completely different to when I was a shift leader should display a night and day comparison between both areas of the business within Tesco.
Dose anyone know when we get the redundancy paid out ?
Friday 26th May is when redundancy is paid. P45 & final wage slip is posted to you.
I guess my question is does anyone know if team managers that stepped down to shift leader instead of taking redundancy will still receive the bonus as it all went live this week you did the full year as a manager??
I may be wrong but I believe only lead managers and store managers get a bonus this year.
The word "shafted" springs to mind 8-)
Quote from: Mrs sparrow on 09-05-23, 07:30AMI may be wrong but I believe only lead managers and store managers get a bonus this year.
Wrong, team managers do too
Might be worth checking the consultation notes on Colleague Help, I know it mentioned about the bonus being paid out to the lucky ones who got redundancy so personally think it'd be wrong to whoever opted to step down into being a S/L if they don't get it.
It's only hourly paid colleagues who aren't getting a bonus because we voted in having them removed in favour of pay rises (news to me!)
Quote from: whatajoke2019 on 09-05-23, 11:23AMMight be worth checking the consultation notes on Colleague Help, I know it mentioned about the bonus being paid out to the lucky ones who got redundancy so personally think it'd be wrong to whoever opted to step down into being a S/L if they don't get it.
It's only hourly paid colleagues who aren't getting a bonus because we voted in having them removed in favour of pay rises (news to me!)
So now we've been made redundant and no longer have access to any Tesco apps or work and pay. How do we view our final payslip with our redundancy pay???? To ensure no errors have been made!
I apologise profusely if I'm incorrect but to the best of my knowledge any pay slips etc. should be posted out to you.
Quote from: Nightworker on 10-05-23, 07:25AMQuote from: whatajoke2019 on 09-05-23, 11:23AMMight be worth checking the consultation notes on Colleague Help, I know it mentioned about the bonus being paid out to the lucky ones who got redundancy so personally think it'd be wrong to whoever opted to step down into being a S/L if they don't get it.
It's only hourly paid colleagues who aren't getting a bonus because we voted in having them removed in favour of pay rises (news to me!)
So now we've been made redundant and no longer have access to any Tesco apps or work and pay. How do we view our final payslip with our redundancy pay???? To ensure no errors have been made!
Final pay slips and P45s are sent out by Head Office. They usually arrive up to a week after pay day. Might be a bit longer next month as there will be an increase due to the redundancies.
Well after the bitter pill of being at risk and then not being at risk after 17 years I've gone! Good luck to everyone that's left 🙌🏻
Good luck. Admin.
Good luck :thumbup:
You'll find better than being underpaid for doing management duties I'm sure...and be appreciated for your years of experience and knowledge ;)
So this morning I got my redundancy package and I have been paid the correct amount however a TM who was also made redundant in my store has messaged me to say he has not been paid anything at all as of 10:30 this morning (He is with Barclays and says every other pay day before today he has been paid by 3am) so he has messaged our ex SM to see why he hasn't been paid- Has anyone else who should of got there redundancy package today not been paid yet/underpaid? Just curious whether this has happened to a lot of people or the TM from my store is unlucky.
To those still at big T if anyone works nights how are the new shift leaders doing and what do they tend to be getting up to during their shift and what are the TM's doing now the lead has gone?
Night shift leaders in my store are basically overpaid runners... drag backstock out, walk about a bit, drag backstock back, take off empty cages.....thats about it.
Our store no longer has night/twilight manager.2 shift leaders .hours from 3pm _00am.part time store manager .day staff have to cover the whole store .Tills to trolleys
link=msg=260440 date=1685094
So this morning I got my redundancy package and I have been paid the correct amount however a TM who was also made redundant in my store has messaged me to say he has not been paid anything at all as of 10:30 this morning (He is with Barclays and says every other pay day before today he has been paid by 3am) so he has messaged our ex SM to see why he hasn't been paid- Has anyone else who should of got there redundancy package today not been paid yet/underpaid? Just curious whether this has happened to a lot of people or the TM from my store is unlucky.
To those still at big T if anyone works nights how are the new shift leaders doing and what do they tend to be getting up to during their shift and what are the TM's doing now the lead has gone?
[/quote]
I don't think I've been paid my bonus or banked holidays
I've had an amount go in bank but no idea what the breakdown is, im sure the bonus isnt included or holidays. My problem is that i can't get to it, its been paid via giro so it now has to stand 3 days and because its bank holiday i will have to wait until it clears.
I've been massively taxed too. I've had no communication before during or after to say this will be the process.
Tiny tink. Anything over 30k gets taxed. Yhats all over the UK. For you not to know this is astounding on your part. You must have been a great mgr.
Quote from: Tiny tink on 26-05-23, 03:28PMI've had an amount go in bank but no idea what the breakdown is, im sure the bonus isnt included or holidays. My problem is that i can't get to it, its been paid via giro so it now has to stand 3 days and because its bank holiday i will have to wait until it clears.
I've been massively taxed too. I've had no communication before during or after to say this will be the process.
You will receive your final payslip and p45 over the next week.
Contact hrmc in regards to your tax.
Anything over 30k will be taxable.
They will advise you on how to claim a rebate if you have been over taxed.
Received my redundancy money today, however it was less than what was on my final redundancy statement. It was also under 30k so shouldn't have paid tax so can't understand why it would have been less. I'm guessing we didn't receive the bonus then? Won't really understand why until I receive my payslip.
You don't pay tax on the redundancy element up to 30k but do on your standard wages,notice,any bonus, holidays etc. Tesco never bothered their backside to explain redundancy to the staff because none of them in actual fact had a clue what was going to happen.Even after they had training they were still clueless about the law and tax issues.I have been on the receiving end of redundancy several times and had to explain to my colleagues what would actually happen not the rubbish they had been told.The redundancy package Tesco gave is still better than a lot of employers but not as good as some.Nearly all of my nightshift colleagues took it even the ones who didn't have long service they just took the money and ran.Do check your final paperwork when they post it with your p45 to see if their breakdown is correct.Wouldn't be Tesco if a few quid had went missing from your wages never had that problem before or since.
Received my redundancy into my bank account around 10pm yesterday. Was approx £1600 less than I expected, even allowing for tax @ 40% & 45%, I shall scrutinise my wage slip when it arrives next week, ex SM said I can contact her if it is wrong.
First wage from new job goes in next Wednesday, no emergency tax, should be around £400 tax rebate every month moving forward.
Hopefully life is better after T***o
Good luck to all who left and those who remain
Quote from: Night Owl on 26-05-23, 06:09PMReceived my redundancy into my bank account around 10pm yesterday. Was approx £1600 less than I expected, even allowing for tax @ 40% & 45%, I shall scrutinise my wage slip when it arrives next week, ex SM said I can contact her if it is wrong.
First wage from new job goes in next Wednesday, no emergency tax, should be around £400 tax rebate every month moving forward.
Hopefully life is better after T***o
Good luck to all who left and those who remain
. That's funny mine is the same amount down
I worked mine out that if they failed to pay my 6 weeks accrued holiday pay, then allowing for 45% tax it would be around £1600.
Just need to wait until next week
Quote from: Night Owl on 26-05-23, 06:26PMI worked mine out that if they failed to pay my 6 weeks accrued holiday pay, then allowing for 45% tax it would be around £1600.
Just need to wait until next week
Same don't think they have paid me my banked holiday but don't know how many holidays I've accrued for this holiday year as it was only a month into the holiday year
If you had bothered to actually read your redundancy statement that the SM gave you, it was all explained whats taxed and what also has NI coming off it and what is tax free. Can't understand why you didn't actually read it very closely. If you read your statement it explains whats what. The only thing that is hard to work out is what tax will be deducted but it usually at the higher rate especially at the beginning of the tax year. If you fail to earn over about 43k this year you will get tax back in April next year from the tax man. He takes it first and then gives it back.
If you log into your Government Gateway account you can see how much income you have been paid by T****o today, that is taxable. This doesn't include the £30k that is tax free.
Doing the maths, I strongly suspect I haven't been paid my 216 hours accrued holiday pay. The sums seem to suggest I have been paid my Bonus for last year and my 21.75 hours holiday pay for this current year.
Quote from: 5fdp on 26-05-23, 03:34PMTiny tink. Anything over 30k gets taxed. Yhats all over the UK. For you not to know this is astounding on your part. You must have been a great mgr.
i was totally aware i would have to pay tax over 30k, i did my homework and had all the union & tesco meeting notes. For you to assume i wasn't a great manager says more about you than me..i have done my 30 years. i was stating that i had paid more than expected in tax. My frustration was that we had to wait for the funds to clear but obviously you are the kind of person that likes to cause conflict and insult people you know nothing about.
For me, I'll wait for the payslip, and then I'll know if I need to visit my ex manager!
It would have been one of the first questions I asked in a redundancy meeting. What happens if my final payment is short
It was a question I asked in my initial meeting, and at subsequent meetings, I expressed my concern over payment of accrued holiday at every consultation meeting. I was told yesterday that SM is on holiday for the next 2 weeks, I wasn't aware of this at my final meeting. I will message my X SM once my final pay slip arrives, if as suspected my accrued holidays haven't been paid.
Did this not happen last time of redundancies? Holiday pay was a month after as technically still acrueing right up to the last day?
I believe we accrued 3 shifts holiday from April till redundancy. Looks like banked holidays were also paid.
log into government website it's shows tax and insurance paid. And the amount doesn't show the 30k tax free
I recieved my redundancy pay on friday but i have been taxed 16k which is about 10k to much going by the government gateway. When will we be getting our wageslips and P45's and has anyone recieved theres yet? Thanks
Quote from: Joker2005 on 30-05-23, 03:55PMI recieved my redundancy pay on friday but i have been taxed 16k which is about 10k to much going by the government gateway. When will we be getting our wageslips and P45's and has anyone recieved theres yet? Thanks
I've received my redundancy last Friday which seems I've payed 40% tax which is fare enough.
But how ever I'm not able to have an answer from my store regarding my accrued holiday to which are 216 hours owing as I started before 1991 .
Would anyone be able to advise on this as and when or if this is going to be payed out as started.
I'm unable to contact group PM or store manager as I spoke to the manager last Friday regarding this issue and I've had no call or response back on such matter it's like nobody wants to know or help
Sorry this is my first posting on here
Tisha, wait for your wage slip to come through and check then. I think I'm short of it, but until the info lands on my doormat I will not know.
If they haven't paid you ( or me, or any of us 'ancients') then demand a meeting with your (ex ) SM for an explanation. It is, if as I suspect in my case, what I shall be doing.
Thank you for replying
Quote from: NorthbyNorthwest on 30-05-23, 10:54PMTisha, wait for your wage slip to come through and check then. I think I'm short of it, but until the info lands on my doormat I will not know.
If they haven't paid you ( or me, or any of us 'ancients') then demand a meeting with your (ex ) SM for an explanation. It is, if as I suspect in my case, what I shall be doing.
What are the avenues to go down if you are paid short and no longer work for T*? Yes, you could demand a meeting but they could just ignore your demand. Just wondering what process you can use if you have got issues after you've left, not trying to agitate things. I've had this discussion with people who leave where I work and they say they have all this holiday pay owed. I ask them what will they do if the pay is wrong, as you can't just walk into a DC to sort it
Money Claims Online (https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/639667/MCOL_Userguide_for_Claimants_August_2017.pdf)
Quote from: grim up north on 31-05-23, 09:54AMQuote from: NorthbyNorthwest on 30-05-23, 10:54PMTisha, wait for your wage slip to come through and check then. I think I'm short of it, but until the info lands on my doormat I will not know.
If they haven't paid you ( or me, or any of us 'ancients') then demand a meeting with your (ex ) SM for an explanation. It is, if as I suspect in my case, what I shall be doing.
What are the avenues to go down if you are paid short and no longer work for T*? Yes, you could demand a meeting but they could just ignore your demand. Just wondering what process you can use if you have got issues after you've left, not trying to agitate things. I've had this discussion with people who leave where I work and they say they have all this holiday pay owed. I ask them what will they do if the pay is wrong, as you can't just walk into a DC to sort it
I threatened Bass with the small claims court when I was owed holidays when the pub changed hands. Paid immediately.
Don't forget if you've overpaid in tax you don't have to wait til April next year to get it back. They went through mine over the phone yesterday and I'm getting it paid out in 4 weeks time
Quote from: grim up north on 31-05-23, 09:54AMQuote from: NorthbyNorthwest on 30-05-23, 10:54PMTisha, wait for your wage slip to come through and check then. I think I'm short of it, but until the info lands on my doormat I will not know.
If they haven't paid you ( or me, or any of us 'ancients') then demand a meeting with your (ex ) SM for an explanation. It is, if as I suspect in my case, what I shall be doing.
What are the avenues to go down if you are paid short and no longer work for T*? Yes, you could demand a meeting but they could just ignore your demand. Just wondering what process you can use if you have got issues after you've left, not trying to agitate things. I've had this discussion with people who leave where I work and they say they have all this holiday pay owed. I ask them what will they do if the pay is wrong, as you can't just walk into a DC to sort it
If, as I suspect, my holiday pay has not been paid then I shall go in and have a word with my SM and the wages clerk. They won't really have a leg to stand on due to my known length of service. I believe that it may be a store 'error' as it requires paying at their end, not via the redundancy payment from HO. However, as I said, I'll wait until I see my payslip ( which I expected today ) until I get the ball rolling on underpayments etc.
You all know that wages clerks will have had nothing to do with setting you up as a leaver. Management changes are done by the Store Manager and Group Personnel Manager.
I've spoken to Usdaw today as I thought I'd give them a chance.....
I was told that accrued holidays should have been paid out and we need to contact store manager or the group personnel. As we all thought it should have been, but when it's being paid out is what we need to know.
Has anyone received their wage slip in the post yet?
Yes today. My holiday pay is on there and is correct, but my tax seems a bit high. I paid £1,817 tax on the £7,200 taxable element of the redundancy pay.
The problem probably comes from the fact that HRMC will assume that you will be earning that amount of money every month from now on, so you will have paid 40% tax on some of it, once you get paid again that will be corrected. HRMC don't use common sense and think redundancy, unlikely to be earning that amount next month, more that they try to make sure that they get their fair(?) share of tax
When I was made redundant 3 years ago I got screwed over on the tax and had over 4k extra took off me because they thought I earnt that much every month.
If you start another job, it'll even out and youll get it back, otherwise you'll have to wait till the end of the tax-year next April for them to automatically work out the overpayment. It then takes a few more months before you get the money.
Quote from: Biscuit tin on 02-06-23, 04:29PMWhen I was made redundant 3 years ago I got screwed over on the tax and had over 4k extra took off me because they thought I earnt that much every month.
If you start another job, it'll even out and youll get it back, otherwise you'll have to wait till the end of the tax-year next April for them to automatically work out the overpayment. It then takes a few more months before you get the money.
I thought you dont pay tax if you are made redundant?
Received my pay slip today. As l suspected, I haven't been paid my 216 hours accrued holiday. Emailed X SM today who has passed it over to the Group People Partner, or whatever the title is now.
Anybody else able to confirm whether or not they have been paid their accrued holiday pay?
I also haven't received my accrued holidays of 216 hours. I've emailed group PMG, but as yet not had a reply.
Anyone else noticed on their payslip that the king's coronation bank holiday payment of double time and a quarter is missing ?? My payslip was only another £6 more than normal I'm a full time shift leader (Express) so should have got a lot that shift. I've asked other colleagues from other stores they have said others have the same problem but nothing has been said by Tesco ?
Sounds about right, I got shafted on the jubilee last year, never saw a penny of it!
I got extra £60 ish working the same hours. Should ask your manager about that.
Quote from: Tisha on 02-06-23, 07:21PMI also haven't received my accrued holidays of 216 hours. I've emailed group PMG, but as yet not had a reply.
Same here , I've messaged my ex SM .
I'm not surprised that it's not correct ...
What do you mean by "accrued hours" ? Is it unpaid overtime or something?? I've never heard of it in my store.
Teddybonkers for those that started pre April 1991 you work the first year with no holiday pay which should have been repaid when we left the company.
Thanks for the clarification Stirl1. Hope you guy's get it sorted. :thumbup: Absolutely disgraceful from Tesco as usual. >:D
Quote from: Stirl1 on 03-06-23, 06:30PMTeddybonkers for those that started pre April 1991 you work the first year with no holiday pay which should have been repaid when we left the company.
I too haven't received holidays in lieu
Also I believe we are entitled to 8 days bank hol in lieu 60hrs
Pre march 1991 ex employees
Unbelievable this is still happening ???
Were reps not in these meetings with you? This should have been asked by your rep when discussing your benefits and holidays hours owing, and the calculations given should have clearly included a printout of accrued hours owing! Every store wages clerk would be able to access this information on request!
Trouble with Tesco that once you've left, it's really hard to get any response from the store, and now you can't just walk in and go to the SM you'll end up being directed to the head office wage dept in Mumbai!
lucgeo
Wages clerks do not have access to anything relating to managers. Only SMs and Group PMs do.
Has any Manager who has recently been made redundant 57,000 payout but had 10,000 tax and N.I deducted
As everyone else ( pre '91 start ) has experienced, I was not paid my 216 accrued holiday hours. Have contacted SM and he will sort, but a few questions for us to discuss, or some may have the answers to.
Will we receive payment straight away, or do we have to wait until Tesco's pay day?
As we are no longer employed by Tesco, does this go through PAYE, or will it be a one off payment where we would have to sort any tax/NI liabilities?
Finally, does anyone feel that even though you may have highlighted this accrued holiday as a potential issue in your meetings, Tesco yet again have not got the systems or ability to not make a c**k up?
There will be a lot of store managers getting texted today I imagine.
Also another question as it is holiday pay in lieu will it be based on the average of your last 12 weeks pay or will they now just take it from your basic pay upon leaving. If you worked regular overtime this could be anther £1k or more in holiday pay in lieu.
So after a very lengthy phone call with hmrc they have confirmed too much tax was paid and I'm getting the refund of £4,500 back 7-10 days they were very helpful
Tel:- 0300 200 3300 you just need to be patient as the call took 60 mins good luck!!
Quote from: chrissy1223 on 04-06-23, 10:28PMHas any Manager who has recently been made redundant 57,000 payout but had 10,000 tax and N.I deducted
Yes and have been in contact with tax office. They have told me Tesco have messed up with start of employment date. I have emailed the store to re do the form as tax office can not do anything until this is done . It has meant I am nearly 7 thousand short .
Has anyone who was due accrued holiday pay actually received it along with the rest of their redundancy pay?
I have raised a ticket via colleague help phone number, as well as SM-Group People Partner, colleague help said they will ring me back in the next few days with an update, and it will be paid in the June pay cycle. I suspect it will be paid on emergency tax code. Also NI will be 12%, if it had been paid with the redundancy NI would only have been 2% due to the upper earnings limit, so probably losing £300+ in extra NI.
Typical of T***O, but will anyone at Head office be held to account over this, will we receive any apology???
Has anyone else who works in admin lost their people access in the latest upgrade?
PurpleRose
It came down on Comms a few weeks ago. We spoke to our FSP and she said it was just access to personal details, etc. Should still have access to absences, etc.
Quote from: PurpleRose on 05-06-23, 08:11PMHas anyone else who works in admin lost their people access in the latest upgrade?
Its a default, basically to remove access to sensitive info to those who perhaps shouldn't have it but never had it removed.
I believe those who need it will get store manager approval for it to be reinstated. Basically outside of direct day to day wages/admin colleagues no one other than the managers should have People Access.
Access to Work & Pay is being removed from Admins. So I can only assume its due to Wage Clerk's and their Premium whilst their job decreases! Hopefully, they will find out what's happening soon!
Its been given back to me, looks like its store manager discretion. I'm officially classed as Admin but I cover wages two days a week so need access.
Wages role is decreasing. I can get the exceptions done in less than half an hour and as the bulk of remaining Wages stuff is now all on the app its a role that you can see is being phased out bit by bit.
Had a reply today on my 216 accrued holiday hours. It is being paid 23rd June normal pay cycle. The amount equates to contracted hourly rate, not average earnings. At least it will cover the cost of my summer holiday this year. How are others doing recovering their accrued holiday pay???
I've asked the question about it been missing but not had the answer yet.
Has anyone at all received it?, as I'm only aware of people that haven't on our group.
Just had my confirmation through for 216 days accrued hols being paid on next pay cycle.
Paid at basic rate and not average earnings
Quote from: WAGs on 06-06-23, 01:55PMAccess to Work & Pay is being removed from Admins. So I can only assume its due to Wage Clerk's and their Premium whilst their job decreases! Hopefully, they will find out what's happening soon!
I believe if a store has only one wage clerk then admin assistants will still be given access to cover sickness/holidays etc
A trial for the way wages will work started in test stores this week. Its really simple. For example if an overtime shift appears as an exception you don't need to update Frog. This clearly indicates to me that if rolled out in all stores then Wages Clerk will go next March.
Is anyone here based in one of these trail stores? Or anyone able to fully explain what wages looks like in the trail?
I'm not part of the trial but my understanding is that rather than having to update Absence and Frog all wages will have to do is Click a confirm button on the new look tam to verify the exception reason. Should mean exceptions take no longer than 20 mins a day.
So if all Admins have lost access to work and pay who covers for the wages clerk when they go on holiday or off sick?
is this another thing they didn't think through?
Store Manager will give an admin access, as they have with me, but in theory the managers are to start doing it themselves.
The Wages role in my view will actually be gone by October this year.
Not sure if anyone else has discovered this, the average wage for the redundancy calculation was taken up to 31st March. However we/I did not get the redundancy notice till 24th April. As we were still in consultation until 24th April, hours worked should be included.
May not be important to some but I worked so much overtime to boost my redundancy within that period and for it not to be included was a bitter pill to swallow. I am challenging this with my store.
Tried the HMRC number above to see if I could receive a tax refund. On the phone for 45 minutes and got cut off!
Has anyone else called and got confirmation of money coming back to them?
I've phoned hmrc for tax refund and was told I can claim refund after the 30th of June so be waiting another hour in that date for my tax refund as they wouldn't tell me either how much refund I'd be having payed over 11k on my redundancy after the tax fee amount was deducted which left 28k to be taxed
Also I've had reply about my accrued holidays which will be payed out on the next pay date of the 23th of this month
Quote from: PurpleRose on 07-06-23, 08:32AMStore Manager will give an admin access, as they have with me, but in theory the managers are to start doing it themselves.
The Wages role in my view will actually be gone by October this year.
We've been told its secure but its obvious it is not. Managers are to now input all absences themselves soon as the sick call comes in and all overtime shifts have to be accepted via the app. Gone are the days a manager will stay ''can you do 10 - 7'' and deal with it as an exception. It must be accepted officially as a shift and the store leads and store manager can see it all. They are getting detailed reports which will go back several weeks so anything on frog such as unpicking, allocated overtime etc will be seen.
So there should be next to no exceptions within a few weeks. So what will the wage clerk be doing for 6 hours you have to wonder..
This subject maybe needs to be rested as has now little resemblance to the original post as managers about to be demoted happened way back in April.
So today I've been told by Tesco that HRMC
Are wrong when they told me that Tesco had not given the correct information.
From what I can understand is that Tesco have said that my last date of employment was the 29th April but then for May 26th when we got the redundancy this has triggered the discrepancy as when you check P45 it says 4 weekly so that is why I am being taxed so much.The whole year allowance has been used rather than 2 months. They have today changed it to May 27th as last payment on their system and said I can't do anything until 30th of June as you have to wait 35 days. It's not worth trying to get help from Tesco as they are adamant they are correct .
Quote from: NorthbyNorthwest on 07-06-23, 04:32PMTried the HMRC number above to see if I could receive a tax refund. On the phone for 45 minutes and got cut off!
Has anyone else called and got confirmation of money coming back to them?
I have got through to hmrc and they've told me the exact figure they owe me and that it will be in my next pay in my new job. They've said if for some reason it doesn't I'm to ring straight back and they will issue a cheque instead. They were dead helpful to me even gave me a higher figure than I expected back
Forgetmenot, thank you. I may be re-entering the world of work in the next few weeks so will just wait for the PAYE system in a new job to deduce it all!
I called Hmrc and was told they can't do anything until end of financial year
Received cheque today so all sorted I'm going self employed for next job and didn't want to wait till next year to get the money back which I'm entitled to now !!good luck!
Quote from: Alexb on 10-06-23, 08:26AMI called Hmrc and was told they can't do anything until end of financial year
Err...I think they're telling porkies ???
You will have been taxed on predictive earnings for the remaining financial year...you can wait for a refund from them next year or request one now, especially so if you're taking time out from working.
Hope all those taking time off for now have taken their redundancy letters to the job centre to register for JSA ???
The 6 months payments won't be backdated or extended...only payable from redundancy date.
Store Manager told me on Friday she is expecting Wages to go in October and Admin to be scaled right back. Managers will be expected to do their own absence coding. All overtime shifts must be accepted on mytesco. None are allowed to be allocated. I said "what happens if someone is asked to stay back an hour?" She said "that can be inputted manually but it has to be done there and then". The goal is zero exceptions going forward. Repeated offenders of mis-clocking will also go to investigation, anyone who mis-clocks will start receiving let's talks.
Can I ask if wages going in October is it a redundancy situation or hours mopped up in store?
Doubt anyone will be offered redundancy. It will most likely be protected pay for 6 months/12 months and that's it. You'll probably get a primary department but like everyone else now you will be put where ever the scheduler needs you to be.
Its a joke though, the new app has crashed yet that is the future.
Re Lets Talks for mis-clocking. I thought this was the norm? at least it is in my store. Our SM gets the weekly report from TAM on the biggest offenders.
Overtime shifts must be done through ourtesco, does not help when someone calls in sick and they need cover that day. I pick up a reasonable amount of overtime this way as I live close to the store and, if I'm free, don't mind coming in for a few hours in the evening. Good luck trying to do that via the online system.
I assume that if they put it through on the frog that won't create an exception, which is what I assume they're trying to reduce.
If overtime is needed within 24hrs it can be authorised by your manager.
Surely just clocking in and out will override anything.
No because that would cause an exception. This is the thing Tesco want to move away from.
So if I get a call today asking me to go out on a 6pm van rather than a 7pm van as contracted that my boss has to recorded that change on frog(?) before I clock in to avoid an exception being generated?
That's correct Gomezz - your TM would have to go onto FROG & adjust your start and finish time (or add on any extra hours for today's shift).
Can be done up to 24 hours beforehand if I understand things correctly.
I wonder if they will alter the 3 minute allowance once the wages clerks go,we have several old school staff who turn up 3 minutes late for work and still leave 3 minutes early,thus gaining 6 minutes from the company every shift
Just as an update on how life is outside of the big T.
It was nice to have time off, but it has been stressful applying for jobs as you still have that self doubt whether you are still employable ( no matter the transferable skills ).
Well, today I have just accepted a job that is out of retail, less hours and five grand more than my yearly wage as a line manager.
At times I've doubted those that have said 'things are better once you leave', now I truly believe it.
To all of you who are searching, or worried about re entering the job market, don't be. With patience, it definitely is better once you leave!
So the 3 minutes at clock in/out making 6 minutes overall has now gone any clarification
No it hasn't.
Received Bank transfer today for my owed Accrued Holiday pay. :thumbup:
If you clock out 3 minutes early does it come up as an exception?
If you clocked out at 5:57pm (for example) but you were meant to be working until 6pm it wouldn't generate an exception.
Quote from: PurpleRose on 12-06-23, 07:06AMNo because that would cause an exception. This is the thing Tesco want to move away from.
Yeah but as long as my wages are right an exception doesn't matter to me, if I've been asked to come in at short notice and the manager hasn't adjusted it.
Quote from: Night Owl on 12-06-23, 10:14PMReceived Bank transfer today for my owed Accrued Holiday pay. :thumbup:
Night owl
Was it what you was expecting or was it less than expected???
I got my tax back today and was about £2k more than I was expecting
Nightworker, my accrued holiday pay was what I was expecting, less 20% tax & 12% NI. No apology or explanation as to why it wasn't paid with the redundancy. Means I paid £300 extra in NI as it would only have been 2% if it was all paid in one payment, with the upper earnings limit on NI.
Hi everyone, I have finally received my cheque from HMRC as I paid to much tax when I left on the 29th April. Please check your tax as I was taxed 40% and have just got back 11k.
Tax man wont give me rebate as now in a new job they told me I'll get tax rebates 8-)until end of tax year 8-) now just sorted my tax code after 2 hours on the phone with HMRC very helpful... Tesco's not great at personal help with redundancy... like to know how others getting on
I've had an email from HMRC to tell me that my tax code has changed due to my earnings and that I haven't paid enough tax this year. No mention of the fact that I paid too much tax on my redundancy... I started a new job 2 weeks after I left Tesco and wasn't taxed in the first payday as I hadn't received my p45. I sent it to my new job's payroll as soon as I got it and this month I've been taxed correctly. I've filled in the form online at HMRC and adjusted my earnings to be correct. it's just been a bit of hassle and Tesco haven't helped at all.
So yesterday I was paid my accrued holiday, but I suspect the tax and NI is way out.
I'm two weeks away from starting a new job, does anyone think it's worth calling HMRC for a tax rebate now? Or should I just wait until end of tax year?
Upto you, why would anyone else know the answer
@Fatlad, just gauging people's feelings on it. Should I waste time to get cut off again? Or should I just suck it up and wait until the end of the tax year?
I also had the letter stating I was underpaying tax and have spoken to the tax office after a very frustrating 1/2 hour trying to get through their automated systems and on hold. They admitted the new tax code was wrong and agreed to change it to correct it by the end of the year.
Despite their own calculator saying I should pay £7000 less in tax for the full year than I have already paid the woman I spoke to was adamant I had only overpaid by £180 so far and would continue to have my pension taxed at 40%.
Something I may have missed in the thread, or may not have been talked about.
Those of us who have just been paid accrued holidays, do we receive a 'pay slip' for this? Would we also receive a new P45?
I don't know why, but I really do think this payment will have some implications and cause disruption with our tax for the current year.
Quote from: NorthbyNorthwest on 25-06-23, 04:46PMSomething I may have missed in the thread, or may not have been talked about.
Those of us who have just been paid accrued holidays, do we receive a 'pay slip' for this? Would we also receive a new P45?
I don't know why, but I really do think this payment will have some implications and cause disruption with our tax for the current year.
Agreed
It really should have all been paid with redundancy as it has now screwed tax and ni up.
My last pay slip posted to me said I have paid 13700 tax but my rebate was for 9k
Go figure!!!
Thanks again to Tesco !!!
I've been on the phone to HMRC regarding tax from my redundancy only
To be told I can't have a tax rebate as Tesco has messed up once again by giving the payment from accrued holidays after they payed out the redundancy so I have to wait a further 8 weeks to phone and request for rebate of tax .
What a shambles Tesco have made of this redundancy
If you are in the Union i would ask them for advice
8-) I wouldn't ask your rep, as they probably won't have a clue if they're not particularly familiar with the procedures in their own right!
USDAW do not train their reps in tax procedures, they give a book of home based training, which goes through the basics, with multiple choice questions.
USDAW is renowned for putting up posters stating speak to your rep for advice!
If you ring the area office, they may have more knowledgeable officers who could advise. ???
If you are a member, or should I say, you used to be a member, then I doubt USDAW would care. You don't pay into the union anymore and are no longer their concern.
As for the big T, for those left behind I feel sorry for you if there's a wage issue in the future. The accrued holidays were on the system and should not have created an issue.
I'm just going to chalk it up to experience with this shambles of a company and just wait until the end of the tax year now to receive any refund.
There is a division in our store on how the TMs feel.
the Grocery,nonfood,bws,backdoor,health and beauty, non food, gm Manager (all one job)
and the produce,bakery,dairy,stock admin, merchandising manager (all one job)
Hate it and are under huge stress and presure
the
Checkout desk cashoffice and trolly manager who has 4-5 team support is fine
the dot com manager with 2 team supports is fine too.
Any one heard anything about 4day working week for night managers yet?
Trial being extended until end of year and no decisions taken until then
Not been enough time to effectively review data/feedback so far (and also getting through Christmas period mentioned too)
Came down on comms sometime this week. Interestingly it mentioned for nights "team managers and shift leaders" . I wasn't aware until this point that shift leaders were included
How do you know if you're on the trial?
Are all night managers working 4 nights?
My night managers and the night shift leader are on 4 nights. They prefer it.
Quote from: Neetworker on 26-07-23, 09:53AMAny one heard anything about 4day working week for night managers yet?
yep only applies to night managers not days, apparently cause they werent being given much of a day off, so by doing this they get a rest period instead, they are doing it in and around us, just recently hired a few extra shift leaders too so they can rotate through of a weekend off.
Quote from: blackberry on 26-07-23, 12:57PMTrial being extended until end of year and no decisions taken until then
Not been enough time to effectively review data/feedback so far (and also getting through Christmas period mentioned too)
Came down on comms sometime this week. Interestingly it mentioned for nights "team managers and shift leaders" . I wasn't aware until this point that shift leaders were included
This is absolutely shocking this was briefed out back when lead nights got let go and said we would be updated with a new brief in week 10! The original was all about night works health, wellness, work life balance and mental health said nothing about a trial and now all of a sudden they need more data!? Like what!? It's bull!!
Is it just for night managers?or are full time night colleagues included in the trial?or is their wellbeing not important
Without going on CH I believe it was meant to be a trial until WK26 originally?
It is/was on the consultation notes from the changes earlier on in the year.
Was just for night TMs and SLs - full time night colleagues aren't included.
So Asda, Sainsbury's recognise night workers wellbeing with 4 nights for full timers but Tesco only recognise managers wellbeing (then only if it suits the business though).
I must admit I'm surprised we haven't (yet) gone down the path of only being night premiums from Midnight through 5am, like Sainsbury's do.
TPTB will only care when they are trying to find other possible avenues of saving £££s. Until it affects them it won't be of interest.
Back when I did nights in 2013, the premium was £2.10 an hour between midnight and 6am and the basic pay for a ca was something like £6.42 an hour, in other words night premium was roughly 1/3 of the base rate. Now It's as far as I'm aware £2.42 an hour and the base rate is £11 an hour, the base rate not keeping up with inflation is bad enough but the night premium has gone from being 1/3 of base rate to just over 20%. I wouldn't work nights anymore, no incentive.
NightAndDay
Night premium is £2.30 an hour with a one off £2.30 payment if colleagues work between the hours of midnight to 6.00 am. If they start at 1.00 am or finish at 5.00 am (for example) the extra payment isn't payable.
Basic Pay is £11.02 per hour.
Thanks for the correction.
My point still stands though, night premium hasn't kept up with inflation or even the basic pay as a proportion.
And when you consider that your breaks are always taken out of the hours for which you'd earn night premium, irrespective of when you actually take them, means you only actually get paid 4.5 hours night premium plus the 'extra' night premium payment for a standard 10-7 shift... £12.65 an night before tax... and they wonder why they struggle to recruit night workers. 🤔
Usdaw have totally done a number on all Tesco staff.
I can't quite remember if it was on colleague help or posted on here but wasn't the justification in the removal of nights in some stores (a couple of years ago now) because of the "problems retaining staff on nights"?
@whatajoke thought the reasons were cost saving and having the colleagues in during day when customers actually shop,
That's correct.
But there is/was a document (either on here or elsewhere) whereby they'd used those reasons to justify the removal of night fill in some more stores.
Quote from: Duff McKagan on 28-07-23, 09:56AMAnd when you consider that your breaks are always taken out of the hours for which you'd earn night premium, irrespective of when you actually take them, means you only actually get paid 4.5 hours night premium plus the 'extra' night premium payment for a standard 10-7 shift... £12.65 an night before tax... and they wonder why they struggle to recruit night workers. 🤔
When you could use the frog system I used to always move the break into the earleir or later hours to make sure maximum pay for my night colleagues.
@whatajoke it,l come down to store profitibility id of thought,surely each store has a set target(sales etc) to put profit into the pot,with pay rises thats going to influence the decision,streamlining can only go so far in cutting hours during the day operation,i work nights and seen massive recruitment last 2 months,but were dot com store
Quote from: madness on 29-07-23, 08:32PMQuote from: Duff McKagan on 28-07-23, 09:56AMAnd when you consider that your breaks are always taken out of the hours for which you'd earn night premium, irrespective of when you actually take them, means you only actually get paid 4.5 hours night premium plus the 'extra' night premium payment for a standard 10-7 shift... £12.65 an night before tax... and they wonder why they struggle to recruit night workers. 🤔
When you could use the frog system I used to always move the break into the earleir or later hours to make sure maximum pay for my night colleagues.
Very kind of you but I'm certain most don't do that, I've certainly never had it done for me
Quote from: Sherwoodforest on 29-07-23, 08:34PM@whatajoke it,l come down to store profitibility id of thought,surely each store has a set target(sales etc) to put profit into the pot,with pay rises thats going to influence the decision,streamlining can only go so far in cutting hours during the day operation,i work nights and seen massive recruitment last 2 months,but were dot com store
I'm in a dotcom store and we can't recruit for love nor money on nights, nobody wants to do it, we have people leaving and there's nobody replacing them. Surely there must be a point where they just give up on night fill....we are regularly trying to fill a superstore with 6 people
Having cut full time hours from working in store, who wants to work nights for a few hours here and there for a measly £13p/hr? It may suit some part time mums who claim mainly benefits, but that's about it. Being on a flexi contract working nights is no good, as you have to prepare if you are going to go into work. Nobody lives in "night mode" and stays up the best part of 20 hrs. It is not good for the persons health wise and no good for productivity in order to fill the store as you'll most likely be in zombie mode come 1 am.
All this done by head office who haven't a clue and come up with "twilight fill" as the answer. Even more of a unsociable hours to work for even less pay again. The company is delusional 🥴🥴🥴
Quote from: BrightEyes on 28-07-23, 01:53PMUsdaw have totally done a number on all Tesco staff.
:thumbup: :thumbup:
Does anyone know what is the minimum and maximum salary for team managers, lead managers,express managers and store managers?
Minimum for Express Store Manager is now £30k a year and Maximum as far as I'm aware is now £48k a year (not including fuel sites).
TMs as far as I'm aware range from £28k a year to £42k a year.
Not sure on the others.
Quote from: NightAndDay on 07-08-23, 12:44PMMinimum for Express Store Manager is now £30k a year and Maximum as far as I'm aware is now £48k a year (not including fuel sites).
TMs as far as I'm aware range from £28k a year to £42k a year.
Not sure on the others.
Thanks for that
With the TM salary to get 42k would that be a night manager who's also getting night premium?
Or can a tm salary for days and nights both go up to 42k basic and then if it was a night tm it would then be 42 plus night premium?
That's not including night TMs, you're looking at TMs in Busy London Extra Stores who gets exceeds regularly and have at least 10 years service. Very few would be on that much, and any that are are likely to be making the jump to either Express SM or Lead.
LM I worked with until they took redundancy along with myself in April was on around £50k as a LM, was offered £42k to step down to TM in a complex super store doing £900k a week.
There's a team manager in my store who is on just over £50k p.a. I know this because he is very happy to show people his payslips.
What makes it more annoying is he took redundancy in 2015 and came back with his original length of service reinstated so if he gets it again he'll be in line for another huge payoff. The stupid fool used to come in and do "Super Sundays" after he got laid off but before he rejoined because "he was still a shareholder and loves the company".
He's bullet-proof as he is personal mates with the old SD.
How did he get to come back with his original length of service?
Quote from: Happyguy on 16-08-23, 09:13PMThere's a team manager in my store who is on just over £50k p.a. I know this because he is very happy to show people his payslips.
What makes it more annoying is he took redundancy in 2015 and came back with his original length of service reinstated so if he gets it again he'll be in line for another huge payoff. The stupid fool used to come in and do "Super Sundays" after he got laid off but before he rejoined because "he was still a shareholder and loves the company".
He's bullet-proof as he is personal mates with the old SD.
That's more than the upper limit of Express Store Managers, I've heard tale of TMs on relatively silly money but I take such claims with a pinch of salt, especially because the upper limit on Express SM salaries has only gone up from £45k a year a year ago.
Your story strikes a very close resemblance to NowAnExManagers story.
Quote from: Sherwoodforest on 29-07-23, 08:34PM@whatajoke it,l come down to store profitibility id of thought,surely each store has a set target(sales etc) to put profit into the pot,with pay rises thats going to influence the decision,streamlining can only go so far in cutting hours during the day operation,i work nights and seen massive recruitment last 2 months,but were dot com store
Tesco ultimately wants to save money.If they can managed to remove nights from a store they will.Or if not fully nights removal than they will change it to twilight.In my store we became an express former metro.They will soon by renovating the store and would want to remove nights from it.The union has already told the union representative in store they want to remove nights.
Quote from: jonty on 17-08-23, 11:19AMHow did he get to come back with his original length of service?
I'm not sure of the ins and outs of exactly How, but he was always going on about it. Apparently the SD (his mate) was "begging him to come back" and he negotiated it directly with the SD. He had it put into his contract as an "addendum" or something. It had to be signed off by the SD's boss according to him.
He's not a bad bloke, but very very intense. Calls his team members his "platoon" and is over the top strict about appearance. He's ex-forces so that's probably why I guess. Even the various SMs we have had over the last few years have just allowed him to manage in his own way as they're scared to upset him as he's close friends with the SD. (He happily boasts about how they go on holiday together with their wives and kids most years for example).
to be honest I steer clear of him as much as I can.
Quote from: NightAndDay on 17-08-23, 01:00PMQuote from: Happyguy on 16-08-23, 09:13PMThere's a team manager in my store who is on just over £50k p.a. I know this because he is very happy to show people his payslips.
What makes it more annoying is he took redundancy in 2015 and came back with his original length of service reinstated so if he gets it again he'll be in line for another huge payoff. The stupid fool used to come in and do "Super Sundays" after he got laid off but before he rejoined because "he was still a shareholder and loves the company".
He's bullet-proof as he is personal mates with the old SD.
That's more than the upper limit of Express Store Managers, I've heard tale of TMs on relatively silly money but I take such claims with a pinch of salt, especially because the upper limit on Express SM salaries has only gone up from £45k a year a year ago.
Your story strikes a very close resemblance to NowAnExManagers story.
Not sure who that is but I doubt he posts on here as he'd stand out a mile. He's a proper "Company Man" (his terminology!) so not sure he'd go down too well on here. He certainly wouldn't be shy about sharing his opinions if his performances in the canteen are anything to go by!
I don't understand the way he gets the salary he does but he's shown most of us his wage slip after coming back as he's that sort of person. Wants everyone to know "how much Tesco value his contribution to the success of the company" (again, his actual words!!). I do remember a pretty hefty location supplement or something on the wage slip though which nobody else gets in our store?
QuoteYour story strikes a very close resemblance to NowAnExManagers story.
He'll be presenting a remake of Jackanory next, eh?
he sounds like a right bellend 8-)
Quote from: Happyguy on 17-08-23, 10:02PMQuote from: NightAndDay on 17-08-23, 01:00PMQuote from: Happyguy on 16-08-23, 09:13PMThere's a team manager in my store who is on just over £50k p.a. I know this because he is very happy to show people his payslips.
What makes it more annoying is he took redundancy in 2015 and came back with his original length of service reinstated so if he gets it again he'll be in line for another huge payoff. The stupid fool used to come in and do "Super Sundays" after he got laid off but before he rejoined because "he was still a shareholder and loves the company".
He's bullet-proof as he is personal mates with the old SD.
That's more than the upper limit of Express Store Managers, I've heard tale of TMs on relatively silly money but I take such claims with a pinch of salt, especially because the upper limit on Express SM salaries has only gone up from £45k a year a year ago.
Your story strikes a very close resemblance to NowAnExManagers story.
Not sure who that is but I doubt he posts on here as he'd stand out a mile. He's a proper "Company Man" (his terminology!) so not sure he'd go down too well on here. He certainly wouldn't be shy about sharing his opinions if his performances in the canteen are anything to go by!
I don't understand the way he gets the salary he does but he's shown most of us his wage slip after coming back as he's that sort of person. Wants everyone to know "how much Tesco value his contribution to the success of the company" (again, his actual words!!). I do remember a pretty hefty location supplement or something on the wage slip though which nobody else gets in our store?
That sounds potentially like fraud, the Tesco location policy is quite well defined as being a set amount within London and the Home Counties, if he's based up north or in the midlands, then there's some dodgy activity going on, might be worth calling protector line, for fraud it's something that the SD or SM can't protect him from, in fact they may be implicated themselves.
As a significant shareholder, I'd be very concerned about this development.
Nah, the Protector line are less than useless.
I remember one time a young girl being staff searched and the manager made her undress down to her bra and knickers so a couple of us rung the protector line and they basically ignored it.
The press would love that story,the useless twats might start being interested then.The whole company is corrupt to high heaven nowt will change.
Quote from: Happyguy on 17-08-23, 10:02PMQuote from: NightAndDay on 17-08-23, 01:00PMQuote from: Happyguy on 16-08-23, 09:13PMThere's a team manager in my store who is on just over £50k p.a. I know this because he is very happy to show people his payslips.
What makes it more annoying is he took redundancy in 2015 and came back with his original length of service reinstated so if he gets it again he'll be in line for another huge payoff. The stupid fool used to come in and do "Super Sundays" after he got laid off but before he rejoined because "he was still a shareholder and loves the company".
He's bullet-proof as he is personal mates with the old SD.
That's more than the upper limit of Express Store Managers, I've heard tale of TMs on relatively silly money but I take such claims with a pinch of salt, especially because the upper limit on Express SM salaries has only gone up from £45k a year a year ago.
Your story strikes a very close resemblance to NowAnExManagers story.
Not sure who that is but I doubt he posts on here as he'd stand out a mile. He's a proper "Company Man" (his terminology!) so not sure he'd go down too well on here. He certainly wouldn't be shy about sharing his opinions if his performances in the canteen are anything to go by!
I don't understand the way he gets the salary he does but he's shown most of us his wage slip after coming back as he's that sort of person. Wants everyone to know "how much Tesco value his contribution to the success of the company" (again, his actual words!!). I do remember a pretty hefty location supplement or something on the wage slip though which nobody else gets in our store?
i dont believe he went with the redundancy in 2015 and came back with old service reinstated because when someone is made redundant part of the payment is statutery redundancy pay so how can they claim it again if he falls "victim" to redundancy again.
This sounds to me as a criminal investigation needs to be statrted.
The company is at liberty to offer whatever enhanced redundancy package it decides is appropriate, including an element covering previous periods of employment. In the event of a company directed redundancy this would normally be honoured. In the event of redundancy due to insolvency/bankruptcy etc then the enhanced element would not normally fall under the statutory redundancy payment, but would be a contractual issue and would likely be resolved in line with other creditors. In the event of the company being unable to pay redundancy then only the latest period of employment would qualify for a payout from the government backed Redundancy Payment Scheme.
Quote from: Happyguy on 19-08-23, 10:54AMNah, the Protector line are less than useless.
I remember one time a young girl being staff searched and the manager made her undress down to her bra and knickers so a couple of us rung the protector line and they basically ignored it.
The protector line treat fraud and theft very differently from other types of misconduct. Most of the time they'd refer most types of incidents to the people partner or employee relations manager, but for fraud or theft, it's something they directly deal with themselves and follows a very different and much more intrusive/serious process.
The retrospective service reinstatement for redundancy pay is dubious, while legally an employer can offer it, there are very likely strict policies around it that the manager would unlikely to fall in to, it's also something unlikely the SM and SD has sole remit to authorize. At the end of the day, Tescos directors have a fiduciary duty to its shareholders, and something like this would invoke a review of the corporate governance in place to ensure fairness and sustainability of the business.
What is certainly more questionable is how a Team Manager would be on a salary above the limit set by Tescos compensation strategy, unless it's as an element of protection pay via stepping down from a lead manager position, in which case it would be identifiable and appropriately assigned on the payslip as such, the SD and SM definitely do not have the authority to go against this.
Quote from: FarmerFred on 20-08-23, 04:29AMThe company is at liberty to offer whatever enhanced redundancy package it decides is appropriate, including an element covering previous periods of employment. In the event of a company directed redundancy this would normally be honoured. In the event of redundancy due to insolvency/bankruptcy etc then the enhanced element would not normally fall under the statutory redundancy payment, but would be a contractual issue and would likely be resolved in line with other creditors. In the event of the company being unable to pay redundancy then only the latest period of employment would qualify for a payout from the government backed Redundancy Payment Scheme.
This is quite clearly covered in law that only certain elements of redundancy can be reclaimed again you can not claim stat redundancy for previous periods of employment, and under the law your employment would restart at the point of re-engagment for the purpose of ent further redundancy.
You don't "claim" statutory redundancy unless your employer goes bust & thus can't pay out - in all other cases the employer simply pays redundancy. If the company is solvent then it can pay pretty much whatever it wants for redundancy provided it at least meets the value required by the statutory redundancy calculations.
It's clear that if this case is genuine, then it's part of an enhanced redundancy package and the employment contract will include a provision along the lines of "In the event of the employee being made redundant previous periods of service with the employer will be included in and treated as continuous service in the calculations for the purposes of redundancy pay".
What does a typical structure in an Extra vs Superstore vs Express look like now?
A lot of ex colleagues/friends have said Express is the way forward now in terms of Salary, as with 20% bonus now reintroduced it far exceeds salaries of WL1 and WL2 managers in Large Stores. In addition to large stores having minimal managers in there now.
Where have a lot of managers gone to? It ALWAYS seems only Morrisons who are consistently recruiting for management as opposed to Asda and Sainsbury's.
Where have the managers gone? many have gone to being a GA and are happy at having zero resposibility for not much of a wage decrease.
Quote from: FarmerFred on 22-08-23, 09:24AMYou don't "claim" statutory redundancy unless your employer goes bust & thus can't pay out - in all other cases the employer simply pays redundancy. If the company is solvent then it can pay pretty much whatever it wants for redundancy provided it at least meets the value required by the statutory redundancy calculations.
It's clear that if this case is genuine, then it's part of an enhanced redundancy package and the employment contract will include a provision along the lines of "In the event of the employee being made redundant previous periods of service with the employer will be included in and treated as continuous service in the calculations for the purposes of redundancy pay".
That would mean Tesco needlessly spending a considerable sum on redundancy in the first place, Tesco, especially after the accounting scandal, would have stringent enough financial controls to prevent something like this happening without it raising some very awkward questions about controlling the budget.
In a fiscal environment centered on operational efficiencies and cost savings it would be largely questionable if it was genuine.
Quote from: Happyguy on 17-08-23, 10:02PMQuote from: NightAndDay on 17-08-23, 01:00PMQuote from: Happyguy on 16-08-23, 09:13PMThere's a team manager in my store who is on just over £50k p.a. I know this because he is very happy to show people his payslips.
What makes it more annoying is he took redundancy in 2015 and came back with his original length of service reinstated so if he gets it again he'll be in line for another huge payoff. The stupid fool used to come in and do "Super Sundays" after he got laid off but before he rejoined because "he was still a shareholder and loves the company".
He's bullet-proof as he is personal mates with the old SD.
That's more than the upper limit of Express Store Managers, I've heard tale of TMs on relatively silly money but I take such claims with a pinch of salt, especially because the upper limit on Express SM salaries has only gone up from £45k a year a year ago.
Your story strikes a very close resemblance to NowAnExManagers story.
Not sure who that is but I doubt he posts on here as he'd stand out a mile. He's a proper "Company Man" (his terminology!) so not sure he'd go down too well on here. He certainly wouldn't be shy about sharing his opinions if his performances in the canteen are anything to go by!
I don't understand the way he gets the salary he does but he's shown most of us his wage slip after coming back as he's that sort of person. Wants everyone to know "how much Tesco value his contribution to the success of the company" (again, his actual words!!). I do remember a pretty hefty location supplement or something on the wage slip though which nobody else gets in our store?
Got a feeling he does post on here as "nowanexmanager" had a bit of a run in with him on here some time ago, someone commented on how its better now people can come in with whatever hair styles and colours and nails etc they want. nowanexmanager kicked off saying he wont allow it in "his" store and would have no issue going into other stores in his own time to enforce his standards, told him he must be going into stores with some very week managers as anyone with anything about them would chuck him out, he commented something along the lines off "I am best mates with an SD so I can do what I want in any store I feel like going into and there is nothing anyone can do about it"
He also used to tell tales on here about how he set up someone who dared to challenge him, basically he bragged about planting memory cards and razors in this guys bag, getting him searched and then sacked, either a total keyboard warrior who has never done anything of the sort or a bully who will one day pick on the wrong person, that sort always do in the end.
Wow, that's defo him then. I well remember a lad getting fired for theft of (I thought it was batteries, but could have been razors I suppose) and he screamed blue murder that he hadn't taken them. He did get fired though in the end.
Small world.
I wouldn't have had him down as the sort to post on here though. He hates anything that isnt entirely complimentary to "the company". He's always going on about todays managers being weak and how the "old school managers" were miles better etc etc.
Yes...he liked everyone to know that he had taken redundancy, and returned after 6 months on his own terms, retaining his service longevity and a good wage increase. Last I recall he was hoping for another redundancy package to be offered ???
I also remember how he'd wind people up with his idea of proper old way management...and to be honest a few points I agreed with him with regards slipping of dress and work standards from colleagues and managers alike.
Think he went too far on one post, bragging about his untouchable status and belittling some posters who were facing redundancy, with smug remarks!
Nomad told him where to get off and blocked him!
6
Stores / Re: Pay Increase 2021
02-11-21, 06:51PM by Nowanexmgr
Quote from: penguin on 01-11-21, 06:06PM
How can you have your length of service reinstated after redundancy, that sounds well iffy to me but then in this company nothing would come as that much of a shock anymore.
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I made it a condition of my returning. Without that I wouldn't have returned (well I probably would have but wasn't going to let them know that). It was to protect me against any future redundancy. The only thing they couldn't do was reinstate my service for the purpose of working out any statutory redundancy I may be due in the event of another redundancy. In order to combat that i insisted on a significant pay rise over my old contract and they agreed.
I was lucky to be honest as I was in another job by then, and a much better paid one than Tesco too, but I missed the cut and thrust of working for Tesco, and they approached me to come back. My SM and SD asked to meet me for a coffee and it went from there.
I also get an average of two Saturdays per 6 weeks off too as my job I was in after Tesco didn't work weekends.
It's simply about knowing your own worth and not being afraid to demand it. SMs and SDs are human beings. They respect strength and being forthright in one's opinions. They asked me to come back. Apparently my old store "needed a strong manager" to support the senior leadership team. I told them what I wanted, I told them I wasn't prepared to enter a negotiation. Ie: pay me what I demand or I don't come back.
They caved and back I came. Fingers crossed I'll get another redundancy in the next couple of years as with having saved most of the last one, with another of a similar amount I'm going to retire abroad and out my feet 6
Quote from: Happyguy on 26-08-23, 12:28PMWow, that's defo him then. I well remember a lad getting fired for theft of (I thought it was batteries, but could have been razors I suppose) and he screamed blue murder that he hadn't taken them. He did get fired though in the end.
Small world.
I wouldn't have had him down as the sort to post on here though. He hates anything that isnt entirely complimentary to "the company". He's always going on about todays managers being weak and how the "old school managers" were miles better etc etc.
[/Nowanexmgr
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#6
09-01-22, 10:33AM
Some "hero to the workers" did something very similar in my store a few years ago - miraculously all evidence against his wrongdoing simply disappeared.
It was horrible, his disciplinary was thrown out and he spent the next three days gurning and grinning every time he walked past me in the shop, and held court in the canteen about how he had "sorted that **** out" (me).
Sadly, on the fourth day he was selected for a staff search and found to be in possession of a number of razor blades and memory cards that he didn't have receipts for and after an investigation he was dismissed for theft. He protested his innocence loudly and repeatedly, even after he had been sacked. Six months the later he was still proclaiming innocence and hadn't yet found a new job - difficult when you've been sacked for dishonesty I suppose.
I simply cannot imagine what happened.
A good manager will always get you out in the end.
Hmmm...could it be the great ex military man's downfall if it can be proven...with loss of pension thrown in?? 8-)
Quote from: NightAndDay on 18-08-23, 08:55PMAs a significant shareholder, I'd be very concerned about this development.
How many shares is a 'significant shareholder'?
lol we used to get a customer in the store playing the big i am. "i am the biggest shareholder of Tesco why isnt this right that right etc.
Me to him (as we knew it was bull**** ) You are blackrock captial are you?
Him "who"
The guy likely had a few 100 shares at best.
Any significant shareholder would know that they don't have the power to directly involve themselves in operations, they only have voting rights.
I have around 4,000 shares, roughly £10k invested primarily for passive income from dividends, saying that though I like to see my assets managed well, if occurences like this were more wide spread, calls for new leadership would be demanded.
Quote from: madness on 27-08-23, 08:19PMlol we used to get a customer in the store playing the big i am. "i am the biggest shareholder of Tesco why isnt this right that right etc.
Me to him (as we knew it was bull**** ) You are blackrock captial are you?
Him "who"
The guy likely had a few 100 shares at best.
You will always get some people like that, the problem is the internet and social media is full of rubbish saying owing a couple of shares in a company gives one the right to turn up at that company and start giving out orders etc, most people know its rubbish but there are always a few who take it at face value.
Love this about our ( or should I say, my former ) wonderful customers thinking they 'own' the company. Once had an older couple who were unhappy with my service to them on the deli counter. They said they'd write a letter to Jack Cohen as they were shareholders. I didn't have the heart to tell them he'd been dead twelve years ( it was the early'90's after all )!
I recall telling a customer who was complaining about the price of Xmas chocolates, to go to ???? as they were on offer there...he replied he was a shareholder and I shouldn't be saying that!!! I replied...so am I!!!
Quote from: NightAndDay on 28-08-23, 02:19PMI have around 4,000 shares, roughly £10k invested primarily for passive income from dividends, saying that though I like to see my assets managed well, if occurences like this were more wide spread, calls for new leadership would be demanded.
Would you call 4000 shares out of almost 1 trillion significant?
I'd say £10k in shares is a significant amount of money, certainly enough for me to have concern over matters such as the company being inefficient with it's money.
If the above were true (I doubt it is), it's most assuredly not a widespread practice within the company, Tesco are robust enough to cover the expenditure of 1 such case (if it's genuine).
If this was wide spread practice and it hit the papers, there'd be shareholder uproar. Many would likely sue Tesco as it could be interpreted as the companies heads not upholding their fiduciary duty to their shareholders.
Even if it is just one case, I still don't think it's acceptable(if it's true). If there's one case of this, then another case of that, then another case of the other, it all seems a cover up. Like numerous different stories on all different topics recently in the news, those at the top aren't interested in 'doing the right thing' or even doing it in the interests of the company, but doing it so those at the top's own reputation isn't harmed
Quote from: Tisha on 07-06-23, 06:22PMI've phoned hmrc for tax refund and was told I can claim refund after the 30th of June so be waiting another hour in that date for my tax refund as they wouldn't tell me either how much refund I'd be having payed over 11k on my redundancy after the tax fee amount was deducted which left 28k to be taxed
Did you get a tax rebate?
Also I've had reply about my accrued holidays which will be payed out on the next pay date of the 23th of this month
Quote from: Tisha on 07-06-23, 06:22PMI've phoned hmrc for tax refund and was told I can claim refund after the 30th of June so be waiting another hour in that date for my tax refund as they wouldn't tell me either how much refund I'd be having payed over 11k on my redundancy after the tax fee amount was deducted which left 28k to be taxed
Also I've had reply about my accrued holidays which will be payed out on the next pay date of the 23th of this month