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Buyout in 2013
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<blockquote data-quote="beentheredonethat" data-source="post: 1076234" data-attributes="member: 4886"><p>Pretzel, thanks for your perspective. I have a followup question of your opinion. </p><p></p><p>The first paragraph said that after the changes supervisors and managers are still above market pay for similar jobs, yet the next paragraph indicates that at other companies the similar jobs are done by non management people, hence those similar jobs are paid lower then UPS pays. </p><p></p><p>So are they comparing admins\specialists at one company and comparing to supervisors at UPS?</p><p></p><p>I will agree that many years ago esp in staff jobs there were tons of "supv" jobs that didn't need to be and we have gotten better at moving a lot of those jobs to "technicians" or "specialists" levels. </p><p></p><p>My other concern as I mentioned before is looking at the district IE dept (which I used to be in, but not anymore) All the IE supvs are in the same exact job grade\band. Anyone who has done IE, knows that certain jobs are harder or need more experience or knowledge then other jobs. Yet we made each job the same when it comes to job grade. That is ridiculous. I was told by higher sources that initially it was going to be different grades assigned to the different jobs but the Dist IE Mgrs balked saying managing that would be harder for them to manage and rotate people this way. </p><p></p><p>Personally, the idea of the job grades\bands I think is a good one. I just think it's ridiculous of how it was implemented. Case in point, all supervisors are band 20 I believe and letters from A - friend is what I've seen. When you think of the literally hundreds and hundreds of different supervisor jobs out there. Why weren't there more like A-Z for slotting all the various jobs? </p><p></p><p>Here's another one... A center had two On road supervisors and a PL supervisor (FT). The Preload supervisor quit. One of the on road's had done every job PL\LS\OR and had been with UPS for years. The other on road was relatively knew and only had done on road. He had never done the PL job. You would think this is a good opportunity to get the new supervisor into a job he hasn't done yet and to crosstrain him. What did UPS do? The mgr\div mgr decided it was easier to slide the experienced on road supv to the PL job and no need of worrying if the PL would run well. Well a few months later the new pay bands kicked in. The experienced supervisor was slotted as a PL supv and therefore a lower job level then the other less inexperienced FT Supv. That FT PL supv was over the max for the PL job rate and got no raise the following year. Whereas if he had been still a FT OR supv he would have not been over that max and had recieved a raise. </p><p></p><p>These are the things we see closer to the front lines that make us shake our head and realize things aren't the way they were before. </p><p></p><p>Now.. Personally, my job has not been put in pay bands (yet). They may very well do that this year, but who knows. My gut opinion is my job hasn't been banded yet, since my job responsibilities match up quite nicely with consulting firms where the pay for an average person is about 20 - 50% higher then my gross pay. I know I wont' be getting that kind of raise. I'm just interested to see how they spin it so that we won't get raises when we do get banded. Sorry for being cynical, but UPS has made us that way over the last 5+ years.</p></blockquote><p></p>
[QUOTE="beentheredonethat, post: 1076234, member: 4886"] Pretzel, thanks for your perspective. I have a followup question of your opinion. The first paragraph said that after the changes supervisors and managers are still above market pay for similar jobs, yet the next paragraph indicates that at other companies the similar jobs are done by non management people, hence those similar jobs are paid lower then UPS pays. So are they comparing admins\specialists at one company and comparing to supervisors at UPS? I will agree that many years ago esp in staff jobs there were tons of "supv" jobs that didn't need to be and we have gotten better at moving a lot of those jobs to "technicians" or "specialists" levels. My other concern as I mentioned before is looking at the district IE dept (which I used to be in, but not anymore) All the IE supvs are in the same exact job grade\band. Anyone who has done IE, knows that certain jobs are harder or need more experience or knowledge then other jobs. Yet we made each job the same when it comes to job grade. That is ridiculous. I was told by higher sources that initially it was going to be different grades assigned to the different jobs but the Dist IE Mgrs balked saying managing that would be harder for them to manage and rotate people this way. Personally, the idea of the job grades\bands I think is a good one. I just think it's ridiculous of how it was implemented. Case in point, all supervisors are band 20 I believe and letters from A - friend is what I've seen. When you think of the literally hundreds and hundreds of different supervisor jobs out there. Why weren't there more like A-Z for slotting all the various jobs? Here's another one... A center had two On road supervisors and a PL supervisor (FT). The Preload supervisor quit. One of the on road's had done every job PL\LS\OR and had been with UPS for years. The other on road was relatively knew and only had done on road. He had never done the PL job. You would think this is a good opportunity to get the new supervisor into a job he hasn't done yet and to crosstrain him. What did UPS do? The mgr\div mgr decided it was easier to slide the experienced on road supv to the PL job and no need of worrying if the PL would run well. Well a few months later the new pay bands kicked in. The experienced supervisor was slotted as a PL supv and therefore a lower job level then the other less inexperienced FT Supv. That FT PL supv was over the max for the PL job rate and got no raise the following year. Whereas if he had been still a FT OR supv he would have not been over that max and had recieved a raise. These are the things we see closer to the front lines that make us shake our head and realize things aren't the way they were before. Now.. Personally, my job has not been put in pay bands (yet). They may very well do that this year, but who knows. My gut opinion is my job hasn't been banded yet, since my job responsibilities match up quite nicely with consulting firms where the pay for an average person is about 20 - 50% higher then my gross pay. I know I wont' be getting that kind of raise. I'm just interested to see how they spin it so that we won't get raises when we do get banded. Sorry for being cynical, but UPS has made us that way over the last 5+ years. [/QUOTE]
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