Standardized Fulton St. Payscale for Team Members:
Everybody starts at least .50 above minimum wage which is $15.50 an hour.
Everybody receives an evaluation approximately every 6 months, and is eligible for a .50 raise (more details below). This raise is for those who are not receiving a raise already for completing a Development Plan.
Team Members are eligible for raises at these moments:
If you choose to not pursue a position beyond Team Member:
After each 6 Months with us: You can receive a .50 raise if you've maintained a 93% Attendance and Punctuality rate with no write-ups in the past 2 months, receive satisfactory Leadership approval in the Raise Approval Survey, and complete any assigned Pathways programs. (Capped out in 18 months at a Maximum pay of $17)
Process can be repeated over the next 18 months if you wish to be cross-trained to become a Flex Team Member. (Tops out at 36 months at a Maximum pay of $18.50)
Positions beyond Team Member:
Flex Team Member:
Trained in both areas of business, range will be $17.00 to $18.50 (depending on path to get there)
Area Lead
Owns specific daily shift responsibilities (Raw Chicken, Money, Mobile, etc.) under the direction of upper level leadership
$16.50-$18.00 Range (determined by length of time in business, and application to and completion of Development process.)
Trainer
Actively training new TMs and re-training current TMs
$17.50-$19.00 Range (determined by length of time in business, and application to and completion of Development process.)
Shift Lead
Under the direction of upper level leadership, helps manage the shift
$17.50-$19.00 Range (determined by length of time in business, and application to and completion of Development process.)
Team Lead (a position needed by the business as it grows)
First level of upper level leadership. Directs Area Leads and Team Members throughout the shifts.
$19.00-$20.00 Range (determined by length of time in business, and application to and completion of Development process.)
Apprentice/Interim Director
Second level of upper level leadership.
$20.00+ Range (determined by length of time in business, and application to and completion of an advanced Development process.)
Director
Third level of upper level leadership
Pay moves to Salary (upon successful and evaluated completion of Apprentice/Interim Director program, pay determined by Executive Team)
NOTES:
*Starting Pay determined by Executive Team, but no less than $15.50
*CFA Fulton St. will pay for successful completion for Food Handlers Certification. Passing it will be a requirement for upper level leadership and will not receive an automatic raise.
*Becoming a GO certified Trainer in Atlanta (talk to Directors about this opportunity) will be considered a reward in itself and will not receive an additional raise.
**Increased pay means increased expectations and often increased duties. If the duties that come with the raise aren't an active part of the daily shift of the Team Member, pay will revert back to previous rate.
The Executive Team is committed to the development of leaders within our business and will be in charge of making decisions concerning any starting pay higher than $15.50. Additionally, the Executive Team will oversee the internal development of Team Members already hired and the external development of leaders that are brought in for the intended purpose of high level leadership in our business.
Sample Development Plan for a leadership position (Directors in charge will give this plan to the candidate and explain how it works):
Fulton St. Development Template:
Position Description:
Requirements needed to apply:
1. Director approval for you to apply, which includes 93% Attendance and Punctuality rate with no write-ups in the past 2 months.
2. Needed CARE Survey Score: 4.5 Score Achieved:
**If it any point during the Development Plan, the candidate breaks the core characteristics of the CARE values: Coachable, Attitude, Reliability, Excellence, etc., the Director in charge has a right to suspend or terminate the development plan**
Director(s) in Charge of Process:
Schedule/Timetable:
Launch Date:
End Date:
Operational Skills Needed:
(Director or Directors in charge create this plan for each Team Member being developed.)
Leadership Concepts Embodied:
(These are miscellaneous concepts Directors expect leaders to demonstrate by end of program. SERVE model, CFA planning model, QUIT PIT/ABC Growth Cycle, etc.)
Additional Tools/Resources Available:
(This would include any books, podcasts, field trips etc., or any meetings with Executive directors etc. as assigned)
Evaluation Process:
Evaluation Dates:
Final Decision, 4 options:
Advancing the TM officially into new role?
Extending development time?
Rejection of candidate in role?
Or candidate rejecting role?