Joined: 01 Jan 2009
Posts: 4
| Posted: Wed Jan 14, 2009 11:32 pm Post subject: more department managers nomore team leaders | |
On 1-13 corperate onounced the roll of the teamleader and adding more department managers and adding pro positions makes sounds like a win win situation.  
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Joined: 07 Feb 2008
Posts: 210
| Posted: Wed Jan 14, 2009 11:53 pm Post subject: | |
| That's what I heard in my EMTP class today as well. They're going to make Team Leaders CSA-4's and try to increase Dept. Managers. It seems like they'll make the Team Leads take a pay cut because they'll be CSA's and they'll need the extra money for more Dept. Managers. | |
Joined: 20 Aug 2008
Posts: 54
| Posted: Thu Jan 15, 2009 12:26 am Post subject: | |
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there aren't supposed to be ANY pay cuts, and this is not supposed to be considered a demotion for the tl's, as far as work history is concerned.
It really is a win-win situation for the stores. more dept managers mean more attention being put on every aisle, instead of just the busy ones. |
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Joined: 18 Jul 2008
Posts: 143
Location: Region 1
| Posted: Thu Jan 15, 2009 1:27 am Post subject: | |
| If they plan on having more department managers, the extra $$$ will have to come from somewhere. They're not going to increase payroll, so the extra bucks will have to come out of someone's paycheck. The rumor might be that the salary of TL's will not be reduced, but don't count on it. That's the logical place to get the extra money. | |
Joined: 14 Nov 2008
Posts: 36
| Posted: Thu Jan 15, 2009 3:25 pm Post subject: | |
| Oh the money will come from somewhere and you can rest assured that if you’re a team lead, you’re either moving to the Dept Mgr or you’re out the door. They’re going to get the money from your existing labor pool by eliminating a number of team leads by either forcing the Dept Mgr role or cutting the TL’s pay. This is pretty much common sense Lowe’s when it comes to their Labor budget in a tight economy. They’re firing & then hiring cheaper replacements. By getting a Salaried role in place of an hourly, they get far more for the labor budget because they can work the Salaried individual to death where they would otherwise have to pay an hourly individual for every minute on the clock. :doh: | |
Joined: 01 Feb 2008
Posts: 497
| Posted: Thu Jan 15, 2009 4:22 pm Post subject: | |||
Department managers are not a salaried position. Department managers are paid hourly. Perhaps you should know what you're talking about before doing your little "  " at the end of your comment.
Everyone panicked when they got rid of the electrical and home decor specialist positions a few years ago. One of mine was slotted to team lead and the other one in w & w was allowed to remain a specialist due to the volume of business in the department. The electrical specialist ended up having to step down to team lead (which then definately was a demotion). I know on some of the store charts it shows tl = to specialist. This really isn't the case since the jobs are completely different. One is a salesperson the other is responsible for tasking. I wonder what is going to happen in lower volume stores where there are only 4 department managers out on the sales floor. I doubt that the lower volume stores budgets will allow for them to have more department managers. I wonder if they will give the tl's the csa IV position just so that they will remain with Lowe's. I'm betting that if they are not promoted to department manager many of them (especially those who have completed emtp) will just demand the promotion (worthy or not) or just quit. Economical times are tight right now so it may be a little bit different about people quitting about being relocated. I figure if they knock them down to csa IV while they remain in the same department is their workload going to decrease? No, they just will no longer have any authority over the csa's. You can bet those are the csa's that will be performing the cycle counts. Generally speaking, the department manager is one of the hardest working and under paid hourly associates on the floor. |
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Joined: 14 Nov 2008
Posts: 36
| Posted: Thu Jan 15, 2009 5:36 pm Post subject: | |
| I would say, it's just a thought on the salary based on you have to eliminate something somewhere. You're getting rid of TL, you're adding hours to a Dept Mgr day. So you can't work them but so much or there is the overtime problem. Lowe's labor budget didn't increase, if anything it decreased & the elmination of TL is an example. So who is going to get the work done...hmmnn good luck on getting all the blaming done, you will need to dedicate 15% of you're total day to document the reasons why you couldn't get everything done that you needed to in a given day. | |
Joined: 21 May 2008
Posts: 6
| Posted: Fri Jan 16, 2009 12:34 am Post subject: | |
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heard it straight from my sales manager and store manager, no more tls, adding pro to plumbing and electrical, will report to sales manager just like a specialist (without the bonuses) will be around 9 dept managers for the lowest volume stores, higher volume each dept will have 1. Installed sales manager is being eliminated, and also RTM is being cut to 20 hours, and SOS coordinator is being eliminated (again) There will be no pay cuts, you must be an EMPT grad to be a dept manager still, and everyone who is losing their spot will become a CSA, or if qualified, may be offered a dept.
thats all the info I have so far, I don't know anything about dept manager bonuses, or rotations yet. I'm hoping for same bonus plan, and set schedules 7-4 m-f for DMs. that would rock |
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Joined: 07 Feb 2008
Posts: 210
| Posted: Fri Jan 16, 2009 12:57 am Post subject: | |||
I think the Installed Sales Manager and SOS Coord. are only being cut in lower budget stores. I'm in a 35mil store and we're keeping those positions. The Team Leaders in my store were told they could apply for any Dept. Manager position that becomes posted because of this and they won't need EMTP but if they ever want to transfer they'll have to have taken the class. |
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Joined: 22 Jun 2008
Posts: 98
| Posted: Sat Jan 17, 2009 12:17 pm Post subject: | |
| They made it sound like its a good thing. I'm still trying to piece it together. The entire thing is so open ended. | |
Joined: 07 Feb 2008
Posts: 210
| Posted: Sat Jan 17, 2009 11:25 pm Post subject: | |
| Another interesting thing is they're letting the TL's apply for the newly made Dept. Manager positions but those with EMTP already taken will have priority. | |
Joined: 08 Aug 2005
Posts: 6
| Posted: Tue Jan 20, 2009 3:17 pm Post subject: | |
| What exactly does it mean to be a CSA-4 versus a CSA-3 or a 2? | |
Joined: 01 Feb 2008
Posts: 497
| Posted: Tue Jan 20, 2009 5:10 pm Post subject: | |
| J-borg it is a difference in pay scale and merit increases. No authority over the csa I, II, III. | |
Joined: 30 Jun 2008
Posts: 2
| Posted: Tue Jan 20, 2009 5:39 pm Post subject: | |
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I'm already a csa IV in electrical,have extensive electrical knowledge,am the to go guy for the strore on questions,our team lead left and never came back 1 1/2 months now, wanted to apply for TL but its gone now,tell me more about the pro position ,only interested if it pays more,right now I'm at
$13.96hr,they never hassel me and let me do what I want,as long as it boosts sales ,and it does, I change planograms that make no sense! and put in the top products that sell in that bay ,you know expand their home,I have 7 full aisles,Those woderfull IRP's on monday it used to be 16 full pages,now it's down to 6,and by fri its 1 1/2 pages not bad,what I looked at was the same items on IRP every other day,and expanded the home,works pretty good,our store in socal does between 50-112K per day an most off that is off the shelf sales,in 2007 it was 75-200K per day so I guess the economy is nasty,anyways this is my first post here,any info on pro positions would be apreciated BOOYA! |
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Joined: 18 Jul 2008
Posts: 143
Location: Region 1
| Posted: Tue Jan 20, 2009 6:02 pm Post subject: | |||
No info on the Pro position, but if you post again PLEASE use a period now and then in your posts. Makes for a lot easier reading. Whew. |
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Joined: 30 Jun 2008
Posts: 2
| Posted: Tue Jan 20, 2009 6:23 pm Post subject: | |
Sorry.............. 
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Joined: 22 Jun 2008
Posts: 98
| Posted: Tue Jan 20, 2009 8:56 pm Post subject: | |
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There are a lot of things that I'm not getting about this whole thing. Besides taking away the title, what else will be taken away such as email ect.
I can already see they are scrambling to keep from doing things such as cycle counts. Let me guess....all of a sudden it will be ok for some CSA's to do them. How much do you want to bet! We have about 4 department manager spots opening. 3 ex-dept managers are now wanting to return to dept manager positions, the now ex-install manager wants to stay a manager, 3 TL's with empt want to become managers, 6 TL's without empt want to become managers and 2 specialist would like to go after the spots. So there we have it.....15 people wanting 4 spots. I'm relatively new and thought we had a great group of people. Since the announcement, I have watched the entire group implode. The comments to senior managers about fellow associates have been shocking. Back stabbing at its very best. One long time fellow associate gave me some advice to "Trust no one" pertaining to advancement situations. Magnified with the current economy, I have to admit the validity of his advice. Sad......so very sad. |
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Joined: 22 Dec 2007
Posts: 445
| Posted: Thu Jan 22, 2009 9:21 pm Post subject: | |
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"I can already see they are scrambling to keep from doing things such as cycle counts. Let me guess....all of a sudden it will be ok for some CSA's to do them. How much do you want to bet!"
I highly doubt that given there's rumors that dm's could end up back on salary again. Think about it...they eliminated the lowest rung of anything to be considered management. The lawsuit/settlement was about in terms of the managers not having enough power...ok so you consolidate that and make it salary. Therefore nearly all management would be salary (I'm somewhat counting a HC as psuedo management). Even if someone doesn't agree with become salary they could simply make it for new hires and gradually it could sink in. |
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Joined: 13 Mar 2005
Posts: 464
| Posted: Thu Jan 22, 2009 10:10 pm Post subject: | |||
Doing away with the "title" and EMS/E-MAIL... But don't be surprised when a CSA-IV is asked to do the Cycle Counts, Price Audit and so on and so on and so on. But, the good thing is that Lowe's can't, legally, cut your pay because of this change! |
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Joined: 19 Oct 2003
Posts: 2801
| Posted: Fri Jan 23, 2009 3:31 am Post subject: | |||
That's when I would hit the bricks!  I had enough of that 60 hour week shit at S-Hole.
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Joined: 22 Dec 2007
Posts: 445
| Posted: Fri Jan 23, 2009 3:41 am Post subject: | |||||
they can't cut the pay but they could easily lower it for newer csa iv's though. my old store doesn't have any full time csa's. So I'm not sure if these new ones would be full time. I don't think they can leave and come back at the same pay. csa's could always help on the price audits...cycle counts maybe not so much |
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Joined: 05 Feb 2008
Posts: 59
| Posted: Sat Jan 31, 2009 3:55 am Post subject: Re: more department managers nomore team leaders | |||
that would be denounced, and they're are about to be like asm's but have to work harder for less pay!!! its going to be a 50hr+ week job before it ends! |
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Joined: 03 Dec 2008
Posts: 15
| Posted: Sat Jan 31, 2009 9:19 pm Post subject: | |||||
Me too. As a dm I would request to step down to some hourly position, specialist or CSA I guess, or put in my notice. Im not going back to that crap. I would rather have a life. |
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Joined: 22 Jun 2008
Posts: 98
| Posted: Sun Feb 01, 2009 12:25 pm Post subject: | |||||||
Find another job? What jobs! In my area, everyone is getting laid off left and right. My family needs the paycheck, health insurance, dental, vision.....I'll work as many hours as needed. |
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Joined: 01 Feb 2008
Posts: 497
| Posted: Sun Feb 01, 2009 3:25 pm Post subject: | |
| Have the department managers in your stores become uncaring about cycle counts and 5.3? Most of the department managers in my store couldn't give a rat. The store manager has already informed everyone that he is going to be shifting all of the managers around. Our current department manager hates to do cycle counts. This manager just assumes that whatever is in the computer must be right. What a moron. | |