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LTIP for the CEO, COO & CFO
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<blockquote data-quote="pretzel_man" data-source="post: 640901" data-attributes="member: 927"><p>LTIP is not a new program. It is in its third year, I think.</p><p> </p><p>Corporate compensation regularly does evaluations on UPS pay, benefits, etc. They are currently in the middle of one for much of UPS. </p><p> </p><p>Think for a moment, how LTIP began. Compensation studied jobs at UPS compared to other companies of similar size and responsibilities.</p><p> </p><p>Grade 20's and above are in the upper 1/4 of 1% of all UPSers. What do you think someone at IBM, Microsoft, or other trucking companies for that matter make at that level?</p><p> </p><p>Every UPSer wants to make equal to or better than counterparts in other companies. Corporate compensation recommended this change to the salary committee.</p><p> </p><p>Remember, this is an incentive plan. The better UPS produces, the better the incentive. These people are in a position to impact the bottom line. If they get compensated for doing so, that seems okay to me.</p><p> </p><p>P-Man</p></blockquote><p></p>
[QUOTE="pretzel_man, post: 640901, member: 927"] LTIP is not a new program. It is in its third year, I think. Corporate compensation regularly does evaluations on UPS pay, benefits, etc. They are currently in the middle of one for much of UPS. Think for a moment, how LTIP began. Compensation studied jobs at UPS compared to other companies of similar size and responsibilities. Grade 20's and above are in the upper 1/4 of 1% of all UPSers. What do you think someone at IBM, Microsoft, or other trucking companies for that matter make at that level? Every UPSer wants to make equal to or better than counterparts in other companies. Corporate compensation recommended this change to the salary committee. Remember, this is an incentive plan. The better UPS produces, the better the incentive. These people are in a position to impact the bottom line. If they get compensated for doing so, that seems okay to me. P-Man [/QUOTE]
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