Role Assessment Guide

The BT and learner follow the Training Plan together. After the first sip: tackle the first 4 blocks — Getting Started, Culture, Foundation, Coffee. Then a midpoint check by the Store Manager. From there, the barista completes the remaining blocks in the order the store manager schedules them. The manager owns the sequence; the trainer executes it.

The Barista Trainer must be able to showcase the full Teaching Model and training principles while demonstrating a heart latte art pattern. This means using all four steps — Prepare (connect, set expectations), Present (demonstrate with major steps, key points, reasons why), Practice (have barista perform while narrating), Follow Up (answer questions, check in). Latte art is both the skill being taught and the vehicle for evaluating trainer competency.

If a situation presents an immediate danger or threat to partner or customer safety, call emergency services, building security, or local police/authorities. Partner and customer safety always comes first — no store policy or sales target supersedes personal safety.

The proteins in milk begin to denature (lose their original structure) at 100°F (38°C). If you keep aerating past this point, it becomes impossible to create satisfactory microfoam in the finished pitcher. This is why aeration must happen early — in the cold milk — before the temperature rises above this threshold.

Hacienda Alsacia functions as a field laboratory for agronomy research devoted to helping coffee farming communities around the world mitigate climate change and support long-term crop stability. The research has the potential to inform agricultural practices for millions of farmers globally — including, but not limited to, those who supply Starbucks with coffee. It is an investment in the entire industry's future, not just Starbucks' supply chain.

Business acumen is understanding what is happening in your business — including key business drivers and results — and knowing what actions to take to drive improvements. It's developed through understanding your store's performance, knowing key metrics, being aware of opportunities, and taking action to close gaps or seize growth opportunities. Prioritization, planning, and communication are essential.

Ensure partners understand and follow store policies and procedures around safety and security. Key actions: completing regular Store Operations Assessments, ensuring completion of safety training, encouraging use of the ACT model (Assess, Consider, Take Action) to report incidents, and recording/documenting all incidents within proper timeframes.

Approaches are the framework of core expectations and behaviors for each role that enable consistent delivery of the Starbucks Experience. They guide what it means to "own" your role, provide clarity on skills needed for success, and create a common language for feedback, development, and career growth. They work together to provide foundational expectations and support partner performance.

Coaching in the Moment — addresses behavior or task performance that doesn't follow standard, policy, routine, or procedure. The behavior needs attention immediately, within a shift, or when a trend is observed. Uses GROW.

Coaching Conversations — planned, forward-looking development discussions. What does the partner want to achieve? Where are they now? What could they do? What will they do? Also uses GROW but focuses on growth goals rather than immediate behavior correction.

Every attempt draws 50 questions randomly from a pool of 150 covering all roles — Barista, Barista Trainer, Shift Supervisor, Coffee Master, Store Manager, and Name That Bean. Each retake gives you a fresh 50. Read the detailed feedback on every answer to reinforce your learning.