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Changes in Management Compensation?
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<blockquote data-quote="oompaa" data-source="post: 783099" data-attributes="member: 17474"><p>When I was a supervisor at UPS, I put in well over the 40 hour work week consistently through out the year and I never complained one bit on that because I did get MIP and other benefits, but that was more than 3 years ago. Every year at Christmas and for peak we were given the 'normal lecture' that your 1/2 month bonus was for the extra work you put in during peak and that you were expected to pick up the pace that much more and be actively involved in the operations and getting the packages delivered while maintaining your core job, whatever that may be. The hours were insane during peak and seriously sleep deprived, but I did it because they were providing this compensation and it was told to us that it was given specifically for the extra work in peak season. </p><p></p><p>To have it spread out over the year does mask the whole concept of it being for the work done during peak and I always looked forward to it as an extra bonus to help get special gifts for family and friends for Christmas. That would stink to me and I would have a hard time wanting to work extra for peak even if I did get the extra money through out the year cause I am not seeing the direct gain right when I am putting the extra work in. That can affect motivation. Don't get me wrong, brown blood flows through me, and I would do what it took to do the job, I just think it stinks. It's also kind of traditional and it's taking some of what UPS has been known for away from what UPS is now.</p><p></p><p>This leads into the turkey thing. Of all things, this breaks my heart. UPS always had the tradition of the turkey and if you didn't want it you could donate it or give it to someone in need, but they always did it. Maybe with an exception during the depression or something. I can't remember exactly, but it is a time honored tradition and it takes away from the core of what UPS is to me. It was a small thing, but everyone was involved and it wasn't so much an expectation but a continuation of a tradition held within UPS.</p><p></p><p>MIP - Sounds like to me they are putting off paying to make themselves look good temporarily and then by spreading it out they are essentially just (well just my opinion) trying to make their bottom line look better to the public. Whatever the MIP is, it is, and why not just pay that out right and be done with it rather than drag it out, unless, it's to hold supervisors and management there because if they leave, then the lose whatever MIP they could have gotten through out 2011 -2012. I don't know. Seems fishy to me. And the factor in the MIP is rather bogus in itself and there is or has always been the reality that the stock price goes down on the day that MIP is set. So, whatever they set MIP to be they can always say they factored in the extra pay to make up for the quarter lost here in 2010, but there is no backing or proof to it and they can't be held accountable to it because it's an incentive. So they don't have to prove anything and could essentially take the option away as it is an incentive. I wouldn't imagine that being a really good plan but it sounds like to me it's already heading out the door. Just my opinion though.</p><p></p><p>It's sad because, while I understand that drivers, hub workers, and many others put in their time and go above an beyond (or at least did when I was there), but they were compensated hourly and based on performance. Management and Supervisors, if you make your goal (and that is if), your lucky to get a pay raise and I hear that might have even not happened this year or last year, and the salary is essentially based on a 40 hour work week and I never knew a single individual who worked a 40 hour work week in my district. So, while the salary may look good, when you spread it based on the hours to do the job and what they expect of you, it's not all that much. So, the incentives are rather important to hold what motivation you can muster and to keep people engaged in doing what is right for the company. Not saying that is totally gone cause I know that many here are committed UPS employees, just sharing where I see the decline in motivation from new hires coming from.</p><p></p><p>Just my 2 cents that is all. Not trying to upset. Just sharing an opinion. It's sad to me. UPS is like any other company now just trying to hold on to the bottom line, make their dollar look good and whatever money they can hold on to, they will. After all, it's all about profit. Employee and to an extent some customer satisfaction went out the window I know well before I left.</p><p></p><p>Heather</p></blockquote><p></p>
[QUOTE="oompaa, post: 783099, member: 17474"] When I was a supervisor at UPS, I put in well over the 40 hour work week consistently through out the year and I never complained one bit on that because I did get MIP and other benefits, but that was more than 3 years ago. Every year at Christmas and for peak we were given the 'normal lecture' that your 1/2 month bonus was for the extra work you put in during peak and that you were expected to pick up the pace that much more and be actively involved in the operations and getting the packages delivered while maintaining your core job, whatever that may be. The hours were insane during peak and seriously sleep deprived, but I did it because they were providing this compensation and it was told to us that it was given specifically for the extra work in peak season. To have it spread out over the year does mask the whole concept of it being for the work done during peak and I always looked forward to it as an extra bonus to help get special gifts for family and friends for Christmas. That would stink to me and I would have a hard time wanting to work extra for peak even if I did get the extra money through out the year cause I am not seeing the direct gain right when I am putting the extra work in. That can affect motivation. Don't get me wrong, brown blood flows through me, and I would do what it took to do the job, I just think it stinks. It's also kind of traditional and it's taking some of what UPS has been known for away from what UPS is now. This leads into the turkey thing. Of all things, this breaks my heart. UPS always had the tradition of the turkey and if you didn't want it you could donate it or give it to someone in need, but they always did it. Maybe with an exception during the depression or something. I can't remember exactly, but it is a time honored tradition and it takes away from the core of what UPS is to me. It was a small thing, but everyone was involved and it wasn't so much an expectation but a continuation of a tradition held within UPS. MIP - Sounds like to me they are putting off paying to make themselves look good temporarily and then by spreading it out they are essentially just (well just my opinion) trying to make their bottom line look better to the public. Whatever the MIP is, it is, and why not just pay that out right and be done with it rather than drag it out, unless, it's to hold supervisors and management there because if they leave, then the lose whatever MIP they could have gotten through out 2011 -2012. I don't know. Seems fishy to me. And the factor in the MIP is rather bogus in itself and there is or has always been the reality that the stock price goes down on the day that MIP is set. So, whatever they set MIP to be they can always say they factored in the extra pay to make up for the quarter lost here in 2010, but there is no backing or proof to it and they can't be held accountable to it because it's an incentive. So they don't have to prove anything and could essentially take the option away as it is an incentive. I wouldn't imagine that being a really good plan but it sounds like to me it's already heading out the door. Just my opinion though. It's sad because, while I understand that drivers, hub workers, and many others put in their time and go above an beyond (or at least did when I was there), but they were compensated hourly and based on performance. Management and Supervisors, if you make your goal (and that is if), your lucky to get a pay raise and I hear that might have even not happened this year or last year, and the salary is essentially based on a 40 hour work week and I never knew a single individual who worked a 40 hour work week in my district. So, while the salary may look good, when you spread it based on the hours to do the job and what they expect of you, it's not all that much. So, the incentives are rather important to hold what motivation you can muster and to keep people engaged in doing what is right for the company. Not saying that is totally gone cause I know that many here are committed UPS employees, just sharing where I see the decline in motivation from new hires coming from. Just my 2 cents that is all. Not trying to upset. Just sharing an opinion. It's sad to me. UPS is like any other company now just trying to hold on to the bottom line, make their dollar look good and whatever money they can hold on to, they will. After all, it's all about profit. Employee and to an extent some customer satisfaction went out the window I know well before I left. Heather [/QUOTE]
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