Q: Is the Club Management structure changing?
A: Yes. The club management structure in all clubs will realign to the work groups.
Q: How do you pick what assistant manager should transition to what new role?
A: Here are a few things to keep in mind:
Q: How do you pick what assistant manager should transition to what new role?
A: Here are a few things to keep in mind:
Q: What job code changes are happening for hourly associates?
Q: How do you decide who will report to who in the new organizational structure?
A: After you, as a Club Manager, finalizes block schedule for full-time associates, you’ll need to begin assigning associates to the manager they will report to, going forward. Club Managers should do this by reviewing the total number of associates in the AM and PM blocks and then dividing associates equally between the Team Leads. For example, if you have 10 Merchandising Associates in the AM block and two Merchandise Leads in the AM block, each Team Lead would be assigned five (5) associates to report to them. The AM Team Lead will report to the AM Assistant Manager and the PM Team Lead will report to the PM Assistant Manager.
After you’ve finalized which associates will report to which Team Lead or Manager, the new manager must make this change in Workday. Here are key things to know about this:
Q: How will the job code movement happen?
A: The Club Support team will automatically make all job code changes in Workday, but you must still present the job description for review and TENs form, if your state requires. In order for the mass move to occur successfully, no additional Workday changes can occur Monday, May 13 – Saturday, May 25.
Q: Will associates in moving to a new job code have a new job description?
A: Yes. Associates transitioning to a new job code will have a new job description that outlines new expectations and tasks. The hourly job descriptions are available in this toolkit. The new management job descriptions will be available in a few weeks for the chain-wide rollout.
Q: Do associates have to sign the new job description?
A: Yes. Associates will need to sign their new job description to confirm they understand the job they are expected to perform daily.
Q: Will associates in the Fresh Services and Specialty Services Work Groups see a change in job code?
A: All job codes in Fresh Services and a majority of job codes in Specialty Services will remain as they currently are. We reduced job codes in Fresh last year, so these associates are already positioned to work across their work group. The positions in Specialty Services are very specialized so most associates in this work group will not be required to work in other areas of the club.
Q: Will an associate’s pay be impacted if his/her job code was changed?
A: Not unless you are currently below the pay band minimum for the position. Only then will the pay be increased to the minimum of the pay band. If an associate goes from a higher band to a lower band, there will be no negative impact to pay.
Q: Will an associates’ benefits be impacted if his/her job code is changed?
A: No. Associate benefits are not impacted as part of the job code changes.
Q: Does an associate who has a current accommodation have to reapply if they have a new job description they have to sign?
A: If an associate has an accommodation, since his/her new job responsibilities will be comparable to his/her current job responsibilities, the associate should not have to reevaluate the accommodation. However, if a new accommodation is desired, or if there are concerns with the new responsibilities and the current accommodation, please reach out the accommodation team.
Q: Is an associate able to get an accommodation if unable to perform some of the requirements of the job?
A: If the associate indicates they need an accommodation to perform the new role, help the associate file an accommodation request with the ADA team
If the associate indicates they cannot perform the new role, you should still offer to help the associate file an accommodation request.
If an accommodation is approved:
Q: What if the change in leadership creates a workplace conflict?
A: Any situation that creates an actual or perceived conflict of interest should be avoided, therefore family members and romantic relationship partners are not permitted in any position where a reporting or potential reporting relationship would occur. If the new structure causes a conflict, follow the following process
Q: Are there new minimum qualifications for Team Leads?
A: Yes – the following Team Leads have new minimum qualifications.
Position |
Minimum Qualifications |
Member Services Lead |
Six months retail experience and six months member service experience |
Merchandising Lead |
6 months retail experience AND 6 months customer service experience |
Q: Why were minimum qualifications for Team Leads updated?
A: Minimum qualifications were updated for our Team Lead positions because it is important that our associates who lead departments have the relevant skills necessary to lead and develop the team of associates they support.
Q: What if an associate does not meet the new minimum qualifications for the lead position?
A: Associates who do not currently meet the minimum qualifications for their role will have 90 Days to acquire the skills and experience needed to remain in role.
Q: Will an associate lose his/her job if they do not meet the new minimum qualification for the new lead position?
A: All associates will be given the opportunity to acquire the skills and experience required to remain in role. Should an associate choose not to acquire the skills and experience required for the role, they will be removed from their position.
Q: Can associates be selected for the lead roles if they do not meet the minimum qualifications for the lead role in which they are interested?
A: All associates selected for Lead roles effective immediately will have to meet the minimum qualifications for the job in which they are applying for. Associates cannot be selected for a role if they do not meet the minimum qualifications for the role.