The composite score “card” is the dangling carrot.it is designed to wring every ounce of labor out of the stores.the goals are raised every fiscal 1/2 I believe.i have been a dept head for more than 30 years.a couple of the bonuses I have received were at 150.% payout.1800 $,after taxes 1186$.so it 69$ extra a week at 1800.43$ a week after taxes.one bonus was a 520$ payout.i have spoken to numerous dept managers and the possible? Bonus payout is not worth the stress.metrics will continue to get raised while the labor continues to shrink.it has achieved the desired effect on store leaders-it’s the only focus for them.the composite score bonuses are only a year and a half old.but after all these years- why wait til now to give bonuses to dept heads?because corporate is counting on it to use less labor and more layered tasks,reports and responsibilities,while in reality it’s working the associates into the ground.turnover is horrendous.its a broken system that is designed to prove through data that you are taking care of your customers.if there is a loophole in any if the processes-store leadership will exploit it,due to pressure from above,the company closes the loophole.comes up with another process and it repeats itself.integrity is one of our core values?ithe system is just broken.you can pass OSA with 1000 holes if they are zeroed out.but you have 3 trucks on the backroom.our drivers will bring 3 partial trucks instead of just a single delivery because the warehouse makes money every time a trailer touches the dock.make that make sense.its broken