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ERI...***?
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<blockquote data-quote="pemanager" data-source="post: 558979" data-attributes="member: 5027"><p>Just to clarify some misconceptions regarding 'bonus' for management. The MIP for EVERYONE is based on total COMPANY performance. No one's bonus is affected by their center's ERI, United Way Participation, etc.,. The ERI in past years was one of many elements in a management person's QPR score. The QPR is one of multiple factors determining the annual merit increase so it is a small portion of what impacts one's raise.</p><p></p><p>As far as the reason for the ERI, it is a both a metric for workplace relations and, more importantly, a tool for local management to know where to focus their efforts in addressing workplace issues. I can't say every center has used it as a tool for improvement but, from what I have witnessed, most have.</p><p></p><p>Regarding upper management coming down on centers: They understand that most business units aren't going to be at 100% - you can't make hundreds of thousands of people happy with everything. They will only look for improvement and at areas that are well below average. Typically these centers that are well below average also have a number of other issues that need to be addressed and need the attention.</p></blockquote><p></p>
[QUOTE="pemanager, post: 558979, member: 5027"] Just to clarify some misconceptions regarding 'bonus' for management. The MIP for EVERYONE is based on total COMPANY performance. No one's bonus is affected by their center's ERI, United Way Participation, etc.,. The ERI in past years was one of many elements in a management person's QPR score. The QPR is one of multiple factors determining the annual merit increase so it is a small portion of what impacts one's raise. As far as the reason for the ERI, it is a both a metric for workplace relations and, more importantly, a tool for local management to know where to focus their efforts in addressing workplace issues. I can't say every center has used it as a tool for improvement but, from what I have witnessed, most have. Regarding upper management coming down on centers: They understand that most business units aren't going to be at 100% - you can't make hundreds of thousands of people happy with everything. They will only look for improvement and at areas that are well below average. Typically these centers that are well below average also have a number of other issues that need to be addressed and need the attention. [/QUOTE]
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