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Is PAS the Union buster?
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<blockquote data-quote="Will Work For PAS" data-source="post: 297528"><p>I've seen and been involved in a number of PAS implementations and the things that separate the good sites from the bad ones are as follows:</p><p></p><p>1) A well thought out loop structure. Region employees looked at the maps for all centers and spent a few hours drawing loop boundaries and baselines that looked good on a map. Center managers would sit there and know the loops wouldn't work, but wouldn't speak up. Sometimes the maps were drawn hastily because the region people wanted to get back to their homes. The smart center managers and PAS teams started the implementations by looking at region's structure to see if they could make it work. If not, they stood their ground and either put it in their own way or sent region a re-drawn set of boundaries for approval. Some centers disregarded region's map and decided that they would accept a little wrist-slap for a system that would work for them. Centers that weren't smart just complained and put in region's flawed loop structure. This was a local management issue. The loop structure has nothing to do with PAS, but everything to do with the success of PAS.</p><p></p><p>2) Proper resources dedicated to the implementation. This is an area where UPS really messed up. It takes a lot of resources to reloop a center, and not only that, it takes the right resources. In many cases UPS wouldn't free up the people that had the area knowledge that was necessary to do the loop work. They added the loop work to their responsibilities without taking anything off them. As could be expected, the loop work took a back seat to the daily needs of the center and they didn't have time to do a good job on the loops and area trace. Centers managers implementing PAS often continued to get whacked for missing SPORH when they tried to spend paid time for driver reviews. A little investment with the drivers at that time would have paid itself back many times. Centers that were successful took the beatings on SPORH and/or found out a way to isolate a strong center team member and dedicate them to putting in good loops. Centers that were unsuccessful didn't work on their own loops. Instead, they had a PAS team member that had been with UPS for a year or so do the loop work pretty much on their own (the dreaded IE guy who wanted to do a good job but couldn't).</p><p></p><p>3) Proper resources allocated to the center dispatch team. Corporate dropped the ball here because they had designed a management structure that the "center of the future" was supposed to follow. When it actually came to putting the additional supervisors in place, however, the districts all thought they could cut corners and not add all the people necessary. Corporate and region mgt should never have let this happen. As a result, many (I would even say most) centers can't fix many of the complaints we see here because they don't have the staffing that they are supposed to have to make the system work. I think corporate should immediately evaluate the dispatch teams in every center and make sure that there is enough management to cover all the required tasks. Instead, they just irritate people by creating worthless WFI committees to address the hours issues. There are a number of sites left to put on PAS - how many supervisors (pt or ft) are planned to be added to cover these sites? I think I know the answer, but I'd ask that question in your WFI meeting if I were you.</p><p></p><p>4) Skilled PDS's. A highly skilled PDS can overcome many of the issues discussed previously. In many cases, however, PDS's were hired off he street. The hours are terrible so a number of centers have a turnover problem in this position. Upper district management also doesn't know what skills to look for in a PDS candidate, therefore there are many people in this job that shouldn't be there. Center managers also don't realize that they have to be engaged with the PDS in order for a center to be successful so they create a lot of frustration for them. How many PDS's have you seen quit out of frustration - and how many are thinking about quitting now?</p><p></p><p>PAS could work. The problems are mainly management issues in my opinion. Have a good week next week. Sorry for the lengthy post.</p></blockquote><p></p>
[QUOTE="Will Work For PAS, post: 297528"] I've seen and been involved in a number of PAS implementations and the things that separate the good sites from the bad ones are as follows: 1) A well thought out loop structure. Region employees looked at the maps for all centers and spent a few hours drawing loop boundaries and baselines that looked good on a map. Center managers would sit there and know the loops wouldn't work, but wouldn't speak up. Sometimes the maps were drawn hastily because the region people wanted to get back to their homes. The smart center managers and PAS teams started the implementations by looking at region's structure to see if they could make it work. If not, they stood their ground and either put it in their own way or sent region a re-drawn set of boundaries for approval. Some centers disregarded region's map and decided that they would accept a little wrist-slap for a system that would work for them. Centers that weren't smart just complained and put in region's flawed loop structure. This was a local management issue. The loop structure has nothing to do with PAS, but everything to do with the success of PAS. 2) Proper resources dedicated to the implementation. This is an area where UPS really messed up. It takes a lot of resources to reloop a center, and not only that, it takes the right resources. In many cases UPS wouldn't free up the people that had the area knowledge that was necessary to do the loop work. They added the loop work to their responsibilities without taking anything off them. As could be expected, the loop work took a back seat to the daily needs of the center and they didn't have time to do a good job on the loops and area trace. Centers managers implementing PAS often continued to get whacked for missing SPORH when they tried to spend paid time for driver reviews. A little investment with the drivers at that time would have paid itself back many times. Centers that were successful took the beatings on SPORH and/or found out a way to isolate a strong center team member and dedicate them to putting in good loops. Centers that were unsuccessful didn't work on their own loops. Instead, they had a PAS team member that had been with UPS for a year or so do the loop work pretty much on their own (the dreaded IE guy who wanted to do a good job but couldn't). 3) Proper resources allocated to the center dispatch team. Corporate dropped the ball here because they had designed a management structure that the "center of the future" was supposed to follow. When it actually came to putting the additional supervisors in place, however, the districts all thought they could cut corners and not add all the people necessary. Corporate and region mgt should never have let this happen. As a result, many (I would even say most) centers can't fix many of the complaints we see here because they don't have the staffing that they are supposed to have to make the system work. I think corporate should immediately evaluate the dispatch teams in every center and make sure that there is enough management to cover all the required tasks. Instead, they just irritate people by creating worthless WFI committees to address the hours issues. There are a number of sites left to put on PAS - how many supervisors (pt or ft) are planned to be added to cover these sites? I think I know the answer, but I'd ask that question in your WFI meeting if I were you. 4) Skilled PDS's. A highly skilled PDS can overcome many of the issues discussed previously. In many cases, however, PDS's were hired off he street. The hours are terrible so a number of centers have a turnover problem in this position. Upper district management also doesn't know what skills to look for in a PDS candidate, therefore there are many people in this job that shouldn't be there. Center managers also don't realize that they have to be engaged with the PDS in order for a center to be successful so they create a lot of frustration for them. How many PDS's have you seen quit out of frustration - and how many are thinking about quitting now? PAS could work. The problems are mainly management issues in my opinion. Have a good week next week. Sorry for the lengthy post. [/QUOTE]
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