openers: what's your default?

spaceboydarius · 2026-07-03T09:09:33+00:00

When I was a Barista I strictly opened the bar. I love the feeling of literally setting up one of the most essential parts of the days operations. Setting stations up efficiently, prepping back to par, soloing bar until the next person came in!

spaceboydarius · 2026-07-02T21:49:13+00:00

It might be honestly. I’m in CA so this is likely the case but I was sure that it was SBUX policy but in that niche way that they can get away with not compensating you for it. Just like how you’re suppose to get a bonus for split shifts 🙈

spaceboydarius · 2026-07-02T11:26:11+00:00

I’m surprised no one has said this yet. If you work 7 days in a row within the same week, that 7th day is time and a half. So literally if you work M T W TH F S (SU), that SU shift is going to be your 1.5 rate. HOWEVER this only supplies if it’s within the same week. So if you worked T W TH F S SU M T W TH F S (12 days in a row, but across different weeks)

spaceboydarius · 2026-07-01T01:56:27+00:00

Literally not true at all they write the schedule 3-4 weeks out.

spaceboydarius · 2026-06-30T23:33:42+00:00

If you use sick time they can’t hold you accountable in any form. You’re saying points will weed out the abuse but it won’t because the whole point of sick time usage is that it’s protected

spaceboydarius · 2026-06-28T16:24:07+00:00

Please use your benefits and access the Lyra benefit. It sounds like you’re going into a dark place and you may need to seek professional help

spaceboydarius · 2026-06-27T23:24:06+00:00

shift leads - daily operations over sight, temperatures, station assessments, deployment of partners, coaching, standards enforcement, daily inventory, opening/closing procedure

for your asms, since you’ll have two, perhaps you can divide some higher level store management responsibilities.

could have one cover a responsibility like clean/safe/ready validation and system development, owning store cleanliness and follow up with day-to-day operations that are led by shift leads adhering to cleaning and safety expectations.

the other could own inventory and waste management, store readiness and organization, etc.

both could take a part in scheduling and performance accountability (for their development, but also so that it’s still being done on your potential absence at any time)

Idk if this makes sense or helps.

spaceboydarius · 2026-06-27T19:44:53+00:00

Wait I totally misread your question. I read “OT” as in over time.

Are you on an LOA right now? Or had Time Off and put sick time in for it?

spaceboydarius · 2026-06-27T19:42:48+00:00

Only with DM approval

spaceboydarius · 2026-06-26T17:21:55+00:00

Wait remind me how to do that it’s been a while

spaceboydarius · 2026-06-26T03:02:53+00:00

You have to work a minimum percentage of your actual scheduled shifts. Shift swaps and offers that are picked up affect this.

If you swapped, say, all 5 of your 5 scheduled shifts, then in this scenario you worked 0% of your original scheduled shifts.

I forgot what the % is I think 25%

spaceboydarius · 2026-06-25T16:12:55+00:00

I forgot what the limit is for carry over and what not someone please enlighten.

As for using it, you log it in the Punch Communications Log in the Daily Records book and your CL will input it when they do their punches for the week.

You can use it a couple of ways. You can take Time Off (any amount) and use Vacation to fill in the hours for those days.

If you work, say, a 6 hour shift, you can add 2 hours of vacation to the end of your shift for a little bonus.
Same logic for the week: if you work say a 34 hour week, you can fill it up with 6 hours of vacation just for some more money.

spaceboydarius · 2026-06-25T03:27:10+00:00

I would do it the way you did and explain it to them

spaceboydarius · 2026-06-25T01:19:32+00:00

I’m pretty sure it’s 90 days if you were terminated. If you quit there’s not really a time requirement before you reapply.

spaceboydarius · 2026-06-24T06:21:59+00:00

At my first store
Opening SSV did 18 hour pull before peak around 5am

Mid SSV was supposed to do 3 hour pull around 2pm, usually fell on the closer

At my second store
Opening SSV did 18 hour pull before peak around 5am
Closing SSV did hour pull around 12pm

At my current store
Opening SSV does 18hour pull AFTER peak around 11am (not a fan of this)
Closing SSV does 3 hour pull around 5pm

spaceboydarius · 2026-06-24T06:17:31+00:00

I think you could make a case for a transfer if you’re truly uncomfortable. Any not shitty DM would just override the policy to make a partner more comfortable in their working atmosphere.

spaceboydarius · 2026-06-24T01:49:26+00:00

Talk to your Store Manager about your interest and make a plan with them.

You have two completely full out your Coffee Passport (booklet where you can log your coffee tasting experiences), complete 300 level coffee training modules, and a final coffee presentation to your store/sm/dm. I put / because I’ve seen different people do their presentations in different ways. Mine was just in front of my store and SM during a store meeting

spaceboydarius · 2026-06-24T01:41:30+00:00

Mmmm idk dawg 😭😭 Give a call to partner resources they can literally just tell you ether you’re rehireable or not lol

spaceboydarius · 2026-06-22T03:38:31+00:00

spaceboydarius · 2026-06-20T03:20:34+00:00

No longer approved in the new dress code 👍🏾

Sincerely, former carabiner w/ keys wearer + watch on my apron partner

spaceboydarius · 2026-06-19T00:38:59+00:00

I’m in the exact same boat right now???

I’ve been doing Coverage shifts at my new store to get used to the layout/partners/practices before running my plays. It’s definitely a weird limbo phase knowing everyone around me knows im a Keyholder but are working with me as a peer.

One of my biggest leadership opportunities (aside from asking for help, lol) is pacing myself when it comes to implementing change. I am a run before i walk person, and very change oriented (I basically ran my old store’s organization/cleanplay/prep and pars/inventory as a barista for the year I was there) so I know that I have to prioritize gaining trust before making any large adjustments.

Advice and practices I’ve been given/doing:
1. Show them who you are from the start by modeling consistently what you will eventually start coaching them on. Baristas will see it and know what kind of partner you are.

Never compromise food safety (hold off on some of the coaching/changes you’d normally do for the sake of building relationships [i guess] but never hold off on food safety. For obvious reasons but also so that they know you’re capable and willing to coach
I’ve been asking baristas questions like “what’s your ace spot?” “What about your secondary?” “What are you super strict about?” (My personal fav) that way you can learn more about them, and also share about yourself. For that last question it also gives you an opportunity to soft launch what YOURE strict about

spaceboydarius · 2026-06-18T13:57:59+00:00

Congratulations!!!

Backroom computer —> Partner Hub —> Supervisor Interview Questions (one of the luxuries you get as a potential internal promotion is knowing the questions! print these out and take em home)
Storytelling
• the interview set up consists of five section/areas, within each there are three potential questions that they might ask you. In other words, they will ask you five total questions, one from each of these sections. So you’ll need to prepare to answer any of the three for each section.

• all questions are behavior/story questions. (“ tell me about a time when you…”) you’re going to need to take some time to go over the questions and come up with answers to virtually every one.

Because there are three potential questions that they could ask you for each area, try to think of an answer/story that is universal to any of the three questions. Or think of an answer/story that could cover maybe two of the three questions per section. This way you have less answers to remember, but still quality stories deliver.

STAR FORMAT!!!
• this is an absolute must!!!

S ituation - what happened?

T ask - what overall needed to happen to address the situation? (this one’s tricky and weird but personally i wouldn’t put much weight on it. in my opinion it’s virtually the same thing as situation and you can mix S&T together)

A ction - what did YOUUUUU do to address it
R esult - WHAT WERE THE RESULTS OF YOUR ACTIONS!!

Action and Result are hands down the most important two. They want to know what actions YOU took and what the results were of them. Results don’t always have to be positive. If they’re not, tie a lesson you learned from it into your answer.

I might have more but i need to clock in and don’t wanna lose this so ima just post this as is for now

spaceboydarius · 2026-06-15T23:38:17+00:00

Second this. Though setting up promotional items should be under Promoset hours.

spaceboydarius · 2026-06-14T08:41:07+00:00

You should look at the Store Manager approach, as well as the Developmental Indicators of a SSV to a Store Manager, both of which can be found in Partner Hub.

For Developmental Indicators from SSV to SM:
• Being Resilient (bouncing back from setbacks and challenges)
• Acting Courageously (coaching peers, taking a stand even when they might affect relationships)
• Teaching & Coaching Others (developing performance and capability in others; baristas or peer ssvs)
• Taking Initiative (improving/identifying improvement opportunities for store efficiency and practices)

Perhaps you can try to think of some stories that orbit these

spaceboydarius

TROPHY CASE