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LTIP for the CEO, COO & CFO
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<blockquote data-quote="pretzel_man" data-source="post: 501885" data-attributes="member: 927"><p>I believe that everything you say is true.</p><p> </p><p>It doesn't change the fact however that the LTIP was added because of the analysis on the relative pay of those at grade 20 and up compared to other companies.</p><p> </p><p>As you said, they are the top 600 to 1000 members of UPS in terms of level. For a 400,000 person company that is the top .25%.</p><p> </p><p>What would the upper .25% of employees in other companies make? I don't know that answer, but the compensation committee decided that these people should be compensated to bring them closer to parity.</p><p> </p><p>As far as LTI goes, you are also correct that it changed to RPU's (or RSU's - I keep forgetting which abbreviation LTIP is). That also doesn't change the fact of all the years of previous options that are worthless. </p><p> </p><p>The world has changed. In the old days, management just had to follow the cookie cutter approach. We were growing. If we did tasks, the business would improve. </p><p> </p><p>Today, management has to be much more dynamic. IMO, that's why some PAS sites have done poorly and others have done very well. It takes more skill to run an operation properly in today's environment.</p><p> </p><p>I have no problem with the upper echelon of of UPS management getting compensated for their responsibility level.</p><p> </p><p>P-Man</p></blockquote><p></p>
[QUOTE="pretzel_man, post: 501885, member: 927"] I believe that everything you say is true. It doesn't change the fact however that the LTIP was added because of the analysis on the relative pay of those at grade 20 and up compared to other companies. As you said, they are the top 600 to 1000 members of UPS in terms of level. For a 400,000 person company that is the top .25%. What would the upper .25% of employees in other companies make? I don't know that answer, but the compensation committee decided that these people should be compensated to bring them closer to parity. As far as LTI goes, you are also correct that it changed to RPU's (or RSU's - I keep forgetting which abbreviation LTIP is). That also doesn't change the fact of all the years of previous options that are worthless. The world has changed. In the old days, management just had to follow the cookie cutter approach. We were growing. If we did tasks, the business would improve. Today, management has to be much more dynamic. IMO, that's why some PAS sites have done poorly and others have done very well. It takes more skill to run an operation properly in today's environment. I have no problem with the upper echelon of of UPS management getting compensated for their responsibility level. P-Man [/QUOTE]
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