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UPS Partners
2012 Pay band.......
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<blockquote data-quote="sosocal" data-source="post: 949868" data-attributes="member: 16980"><p>From what I am seeing and hearing the 5% statistic sounds low - I will admit my management group is unique in tenure and circumstance...I don't recall all of the exact band structure for all my people (may not have been told them all) but I recall one was 134 percent of midpoint and another was just under that. When getting the info I was more concerned about the news than the specific details. It came out of left field and was not expected...I have a lot of manager friends that very upset they were not told this information before they finalized QPRs. They say they are very hard with QPRs for their own purposes using constructive dissatisfaction as a tool and guiding priniple- but feel their people are every bit as worthy of a raise as employees many other managers call "fully acceptable"...THe system is WAY too arbitrary and rater conditional to tie raises to it in the manner prescribed - Had I known exactly how the raise structure would be applied it would have affected the rating of my people as well - I would have used a baseline of the UPS management universe more predominently as opposed to my expectation geared intuitively to an ordinal ranking among those in my specific group. WE are a strong performing center - so the average score SHOULD be higher than the mean.</p></blockquote><p></p>
[QUOTE="sosocal, post: 949868, member: 16980"] From what I am seeing and hearing the 5% statistic sounds low - I will admit my management group is unique in tenure and circumstance...I don't recall all of the exact band structure for all my people (may not have been told them all) but I recall one was 134 percent of midpoint and another was just under that. When getting the info I was more concerned about the news than the specific details. It came out of left field and was not expected...I have a lot of manager friends that very upset they were not told this information before they finalized QPRs. They say they are very hard with QPRs for their own purposes using constructive dissatisfaction as a tool and guiding priniple- but feel their people are every bit as worthy of a raise as employees many other managers call "fully acceptable"...THe system is WAY too arbitrary and rater conditional to tie raises to it in the manner prescribed - Had I known exactly how the raise structure would be applied it would have affected the rating of my people as well - I would have used a baseline of the UPS management universe more predominently as opposed to my expectation geared intuitively to an ordinal ranking among those in my specific group. WE are a strong performing center - so the average score SHOULD be higher than the mean. [/QUOTE]
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