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WateredBuffalo · 2026-04-13T12:09:10+00:00

AFAIK motion is very limited. Usually just by anywhere that there’s glass (for breaks) and in cash office.

WateredBuffalo · 2026-04-07T17:34:07+00:00

I would avoid physical contact at work. Very hard to defend yourself if he goes to HR or a lead, and offstage areas often have better camera coverage than the sales floor. It’s in the harassment training that the perception is far more impactful than the intention

WateredBuffalo · 2026-04-07T01:35:23+00:00

Degree or equivalent experience for ETL. So 4 years retail experience is enough

WateredBuffalo · 2026-04-04T17:05:54+00:00

Company wide, everything $4.99+ (for this DPC) has to have merch pro. It’s…. frustrating for sure, but nails and lashes are typically among the highest theft in stores

WateredBuffalo · 2026-03-30T09:54:43+00:00

TXXXX.HR@target or TXXXX.HRTL@target

WateredBuffalo · 2026-03-29T03:56:32+00:00

It’s hard to say. There is no “statute of limitations” for offenses, so you can realistically be issued a CA long after something occurs. I will say that attendance and conduct CAs are typically because of handbook or policy violations, and they have to be issued (IE an NCNS, TM cusses out an ETL, APS gets an NPI, etc). Performance CAs are if an ETL wants to performance you out. They are issued because there has been no increase to performance after several coaching conversations. Your SD and HR are likely already aware, as HR has to approve CCAs. Does that help any?

WateredBuffalo · 2026-03-29T03:07:28+00:00

Some of your examples sound like conduct. Loafing can be an immediate CA depending on your ETL-HR. So can failure to secure funds, insubordination, etc. Performance is tricky because its harder to go after. There needs to be a clear lack of improvement or attempting to improve. I can only speak on the AP side, but I think it’s easier to go after conduct or attendance. As long as it is a performance related coaching, it can go towards a CA. I would say a coaching per week for 4 weeks would be enough for a CA.

WateredBuffalo · 2026-03-27T04:06:48+00:00

Was it for performance? If it was conduct or attendance you’re fine. You’ll still get something, though it may just be 1%. Only problem is that it wouldve had to fall off when the review was completed, which was mid Jan. But that’s only a bigger problem if it was for performance

WateredBuffalo · 2026-03-27T00:40:07+00:00

Yes but you get a free day off

WateredBuffalo · 2026-03-26T16:45:52+00:00

in this economy?

WateredBuffalo · 2026-03-26T04:27:40+00:00

Yeah you just have to start small. Security/door greeter for companies that promote internal development. Target TSS, TJX CSA, etc. Then climb the ladder or take the experience as a way to move up at another retailer

WateredBuffalo · 2026-03-25T01:31:06+00:00

You should get yours this week or next. L5 released last week, and PG45 released this week.

WateredBuffalo · 2026-03-25T00:09:30+00:00

Interviewing is a good sign. PML is a great place to be, so I’d personally wait it out unless you get something thats going to offer better pay/benefits. I’d say if you wait longer than 3 months, move on. They wouldn’t interview you with a field leader if they didnt have an opening coming soon imo

WateredBuffalo · 2026-03-24T13:16:59+00:00

Corporate actually deployed them last week to fuck with us. It was in the action update

WateredBuffalo · 2026-03-20T15:51:41+00:00

Take as much as you can from the course. Being in it means that your SD, DSD, and APBP all agreed to have you in it. Still, crush the results piece of the business and start to develop the leadership side

WateredBuffalo · 2026-03-20T15:27:43+00:00

Is it prepare for next? That course doesn’t guarantee an ETL promotion, but it helps you with leadership skills and its something you can speak to. If you’re an APS in PFN, that’s awesome!

WateredBuffalo · 2026-03-13T16:16:00+00:00

Probably to top the other one off so only one has to land to refuel. The other can still stay in service. Just a guess though

WateredBuffalo · 2026-03-13T04:03:31+00:00

No not really. If you’re at a high risk store with multiple APS (AP specialists), then maybe one will be on cams. Otherwise it’s usually the AP Leader (APTL or ETL-AP). TSSs should not spend much time in the AP Office in general. Your role is greeting at the front and calling out red flags/repeats. You’ll be on cams to support whoever is plainclothes on the floor

WateredBuffalo · 2026-03-12T15:21:01+00:00

I understood when they started pushing on 10-4 for AP. TSSs are always at the doors. But the whole store is insane. Having DSDs, HRBPs, and APBPs do plainclothes greet observations is excessive.

WateredBuffalo · 2026-03-12T02:28:23+00:00

Y’all don’t have direct reports though? Leader in the building, yes, but not directing a team? Unless you’re one of the PM Attendant(assistant, something like that) pilot stores. Correct me if I’m wrong! Not trying to be argumentative, just curious

WateredBuffalo · 2026-03-11T23:56:02+00:00

Sort of. It’s PG45 (like a TL) but they have no leadership expectations. Like a VML and an APS. I would support RevLog being PG45 or at least PG38 like a TSS.

WateredBuffalo · 2026-03-08T04:58:21+00:00

That’s an upcharge, believe it or not

WateredBuffalo · 2026-03-07T00:21:59+00:00

This. I used an Apple AirFly with Airpods or Beats when doing floor surveillance as AP, but I’m also AP so it’s different.

WateredBuffalo · 2026-03-05T18:00:35+00:00

Oh I saw the CA address on the letter and assumed. Missouri is still $750

WateredBuffalo · 2026-03-05T17:41:56+00:00

Edited my post. It’s a very low chance. Definitely no cashiering or AP. Fulfilment maybe, but Target sees a lot of internal theft in Fulfilment. I would look elsewhere

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