Pros
Management is more than willing to work with employees when it comes to scheduling. There have been no issues in regards to fitting my shifts around my class schedule. In addition, every time I've requested time off, it's been granted to me. Nearly all supervisors and most department managers are very relatable and easy to talk with. I've never had a problem when I've needed to voice a concern to one of them. The new direction Ron Johnson is leading the company in is too early in its execution to really comment on, but I approve so far, in spite of the various snags that have cropped up in regards to communication and execution.
Cons
Hours are a constant issue. Everyone in the store who isn't a manager or supervisor, with very few exceptions mostly in the smaller commission departments, is part-time whether they want it or not. Hours are regularly cut after schedules have been posted with no notice given to associates that they may have lost a shift--if you don't check your schedule at least every other day, there's a strong chance you'll show up for work only to be sent home. Performance reviews are only done on a yearly basis. If you don't ask a manager or have a manager invested in your performance in some way, you have little grounding on how well you are performing to company standards. Staffing has been a perennial problem, with a clear favoritism towards the women's departments above men's and children's. Throughout most of the year, the women's departments have two to three people per register while children's has three to cover two registers (one in infant's, one in children's proper) and men's has to make due with three people for three registers. When the store is busy, the result is that the men's and children's department almost always need extra help in recovery at the end of the store, especially if there is any hope to meet the "one hour recovery" deadline--something that rarely happens. The company website advertises wages as "competitive," but I find it hard to believe minimum wage is competitive, even in this economy. Because raises are tied to performance reviews and those only happen once a year and because of the way hours are cut, don't expect to make anything close to a livable wage. In addition, everyone starts at the same rate--both sales associates and support associates. While sales associates are more visible and perceived as more "important" and/or "valuable", the support associates have the more involved and demanding jobs, often being required to perform in three or more separate capacities in addition to being able to fill in as a sales associate when needed (three-and-outs, under-staffing, etc.). On top of all that, the bulk of recognition is given for credit applications, online orders, magazine subscriptions, and survey mentions--all things that are tied to register transactions and, therefore, sales associates. As a result, support associates often feel their work goes unappreciated and unrecognized.