Information

  • Store

  • Date of HR Visit

  • Name of Leader on Duty

Visit Checklist

Office Time

  • Audit pay periods: store is submitting timecards on time with minimal to no missed punches

  • The store has a set routine and process to consistently facilitate weekly performance coaching and improvement conversations to help employees improve upon GTI Behaviors

  • Managers know their Turnover numbers and can speak to the Why's behind each turn

  • Review turnover: LM v. LY and 3 month trend

Staffing

  • The store is adequately staffed / staffed to HCP

Scheduling

  • Work schedules are generated and posted two weeks out

  • Full time associates are scheduled for a minimum of 30 hours

  • All active associates have reported hours in the last pay period

  • Management is proactively managing and pre-planning PTO for the year

Performance

  • Who are your Developing employees?

  • Developing employees are being provided with the adequate coaching, support, and additional training that they need to be successful (review documentation in EE folders)

  • Who are your Transformative employees?

Front of House

  • There is an actively engaged and present LOD providing coaching, customer service support, and recognition

  • There is a selling culture in the store and all work areas and functions contribute

  • Front of house areas are clean and merchandised to RISE standards

  • All associates are dressed in accordance with company dress code standards

Back of House

  • Back of house areas are clean and debris free

  • Communication and bulletin boards are properly displayed, updated, and maintained

  • The most updated versions of the store's compliance/labor posters are displayed

  • Employee Hotline (EthicsPoint) poster is displayed in a conspicuous location

Leaders

  • Leaders can share stories of recognizing GTI Behaviors

  • Leaders can share stories of great customer interactions

  • Leaders can explain meal and break guidelines and it is clear the store is following guidelines

Engagement

  • When was the last Engagement Committee meeting

  • Does the store have planned events for holidays/birthdays/anniversaries/etc.

  • Ask 2 Supervisors how they feel about working at their store

  • Ask 3-5 PCS how they feel about working at their store

  • New hires are receiving a quality onboarding and training experience (Check in with two recent hires to inquire about their on boarding and training experience and solicit feedback)

Notes

  • In conversations with stylists, determine where some of our top performers are coming from (industry, work background, company).

  • Which Circle of Excellence Achievers were working during the visit? Take time to recognize them for their contributions, achievements, and hard work.

Recap

  • Visit Wins

  • Visit Opportunity Areas

  • Actions to take

  • Action Plan Due to RHRM on:

  • Follow Up Call Scheduled For:

The templates available in our Public Library have been created by our customers and employees to help get you started using SafetyCulture's solutions. The templates are intended to be used as hypothetical examples only and should not be used as a substitute for professional advice. You should seek your own professional advice to determine if the use of a template is permissible in your workplace or jurisdiction. You should independently determine whether the template is suitable for your circumstances.