I.S. compensation uncertain - changes ahead

Discussion in 'UPS Information Technology' started by 07960, Jan 29, 2009.

  1. 07960

    07960 New Member

    Any word on the I.S. restructuring and adjustments to compensation this spring? Heard it will be based upon the assigned projects, rather than job classification or actual work effort. Hope the intent is to balance the scales, but it could backfire leaving those with political connections and years of service doing less further ahead with the real workers out the door seeking greener pasture. Most of management doesn't realize how the antiquated tools and limited time force us to work around the clock (while not charging it or the project will be overbudget). Good people are needed, but how much can they be expected to put up with before they are burned out and move to greener pastures? The lack of appreciation for all the extra effort is taking it's toll. Rather than continually taking advantage (sure there are a few that act like they care, but most...), it needs to be realized that loyalty is a two way street.

    I've never seen so many bad-mouthing others at the hope to save their own necks when it's the ones that are making the major contributions that will be paying the price because of the manipulators political connections. Never thought I would see UPS come to this stage. Looks like I.S. is about to lose those that contribute the most; it's the wrong way to go.
     
  2. ImpactedTSG

    ImpactedTSG New Member

    News Flash: UPS cares more about length of service than job performance. It's the union way and it's how most of management started out. Shedding that mindset is going to be an uphill battle. Good luck LOL.
     
  3. 07960

    07960 New Member

    No, no, no! We should NOT change the corporate culture of taking care of those that have paid their dues and come up the ranks. This is part of the UPS culture and none of us would be here if they didn't pave the way. 99% of these individuals are still making major contributions and for the few that don't, perhaps it is because they gave their all to UPS in the past and are now worn out. They are not the disruptive force that will bring us down, but they are part of the energy that made UPS what it is.

    What concerns me is that some of the "young kids" that are moving up don't appreciate elder knowledge and contributions. They are eager to get rid of anyone that stands in their way of making a name for themselves and pushing so hard at the expense of those that really care about the company (no matter how long they have been around - new or old). Wherever you turn now, there are smooth talkers with more personalities than one ought to have in a lifetime. These are the ones we could do without as they ruin it for the majority of UPSers that do seek to move the company forward. They use the jargon that this is their goal, but underneath the shell, there is a lack of substance. If they really were part of the USP family, they wouldn't go around tripping others up and creating havoc so that they can swoop in and save the day and they would not speak down to employees when they believe those that count cannot hear.

    One day someone is going to record the conversations on a cell phone and turn them in. The truth will out and we can put an end to the destruction they cause as it is not appropriate or in line with UPS policy.
     
  4. virtualpro

    virtualpro New Member

    News flash for both of you: UPS has changed. Old policies for 'Our People' is now just lip service. In Corporate IS the years of service counts for nothing. It’s Rank & Rate and none of the elements reviewed have anything to do with previous accomplishments or years of service. If you get identified as the bottom 10% in your department your performance is Less-than-Expected. If you get identified as an LE then watch out because next is a PIP, no salary increase, loss of MIP and getting busted down in rank. Then we told about the industry laying everybody off and how lucky it is we have jobs.
     
  5. Regardless, you are lucky to have a good job at a great American Company. There IS a real world out there, take a look at it.

    Go UPS!
    P71
     
  6. Dfigtree

    Dfigtree New Member

    It''s not only rank and rate and PIP etc., I was called by my manager who was in a PEER REVIEW and he asked me what my age was. Sounds pretty discriminatory to me. If you discriminate by one criterion, age, you can discriminate by any criterion. And, BTW, at UPS IT if you are over 50, it is Soylent Green time. Good luck.
     
  7. AirTechSpec

    AirTechSpec New Member

    One size doesn't fit all. I'll be 64 in March, and there are several others in the 50 range in our group (Air). Most of us have experience (and performance) that the business needs to perform at the most basic levels. There's hardly any "fluff" here, unless you consider the managers who only oversee 4 or 5 people, and only know the typical UPS crisis-style of management.
     
  8. I believe the old mantra of retiring at 55 is fading at UPS. There is no need to lose an experienced leader or tech specialist just because it has always been 35 and out. But, if you had length of service, and were on the old retirement plan, and had the double MIP calculation from 1999, you really couldn't pass it up. In my 50s I had plenty of challenging stuff every day right up to my last. I wasn't Soylent Green but I was was burned and fried.
    I never lost the hunger either.

    Go UPS!
    P71
     
  9. Dfigtree

    Dfigtree New Member

    55 and out used to refer to the stock price, not the age but those days are gone.

    With the exception of the guys (or women?) at the highest level of UPS management, how many people do you know who were promoted who were over the age of 55?
     
  10. AirTechSpec

    AirTechSpec New Member

    I was hired at age 54, and have been promoted 3 times.
     
  11. Dfigtree:

    I am not sure I could name some over 55r's who were promoted but I coul dname many 50-55 who were. We lived in the era of IT transformation and globalization at UPS, and UPS took care of and found good assignments for many people who could not handle the changes, instead of doing what other companies did, and unloading them. UPS even tried an unsuccessful buyout at one time. We also put some people from the operation in assignments where they were 'fish out of water' and could not adapt.

    I think in IT, the relo policy had a lot to do with the promo process for the last 10 years. But I do think working in different places and different assignments is an invaluable development element.

    Go UPS!
    P71
     
  12. phillyTSGtech

    phillyTSGtech Philly TSG

    I dont know how it is in Corp IS, I do know that out in the field, nothing but years of service means anything when it comes to cutbacks. I heard that Managment had the choice to set what they would use for the cutbacks (From an HR member that slipped up while I was talking to her) and who ever in upper management decided to just use years of service rahter than have to actually have to do some work and cut the FAT from the department.

    If management in Metro Philly did their jobs, a cut back wouldnt be needed. Those in Metro Philly (management and techs) know where the fat is, but management does nothing about it for what ever reason.

    This is the second buyout/tech-cut I have seen in my nearly ten years... all the same BS, and just like last time Management is taking the easy way out.