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MIP Formal Presentation
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<blockquote data-quote="pretzel_man" data-source="post: 814302" data-attributes="member: 927"><p>Lets think this through....</p><p> </p><p>Yes, MIP used to be based on a strict formula. Now its determined subjectively by the management committee. That's a change. Is that really the cause for the dismay? Look at recent MIP awards vs. historical. In the worst recession of our time, we didn't get the worst MIP. There were many that paid below it. When I started, MIP was usualy in the low 1's. </p><p> </p><p>When thinking about change, how far back do we want to look? Remember, there was a time when MIP was only for managers. Should we go back there? Casey talked about changing for changing times. </p><p> </p><p>I liked the private UPS better than the pubic one. But, not because of stock price or MIP....</p><p> </p><p>You say that its just a number on a paper. It always was. Yes, if you leave, you won't get what is in the "bank". That's about 3 to 6 months salary.</p><p> </p><p>Out of curiosity... What to you do with the 50% you can control? Are you getting A shares? Remember, before you didn't have that choice either. It was stock or nothing and you had to hold it no matter what. </p><p> </p><p>Are you doing that with your elective portion?</p><p> </p><p>I do think MIP should be treated like something big. Its part of the culture of management. Its a shame when I see MIP improperly distributed. </p><p> </p><p>Maybe today, a district manager can't give it out personally any more. But a division manager can. He / she can still talk about what an individual did to help move UPS further. He / she can talk about where the company is going, why, and where the individual fits.</p><p> </p><p>The problem is NOT the mip calculation or % that is held in the Merrill Lynch account. The problem is the lack of stock growth. We were happy with low MIP's because the growth made up for it. The quarterly stock price growth made the hard work worth it.</p><p> </p><p>The company growth is what is needed... MIP is not the cause. Its the effect.</p></blockquote><p></p>
[QUOTE="pretzel_man, post: 814302, member: 927"] Lets think this through.... Yes, MIP used to be based on a strict formula. Now its determined subjectively by the management committee. That's a change. Is that really the cause for the dismay? Look at recent MIP awards vs. historical. In the worst recession of our time, we didn't get the worst MIP. There were many that paid below it. When I started, MIP was usualy in the low 1's. When thinking about change, how far back do we want to look? Remember, there was a time when MIP was only for managers. Should we go back there? Casey talked about changing for changing times. I liked the private UPS better than the pubic one. But, not because of stock price or MIP.... You say that its just a number on a paper. It always was. Yes, if you leave, you won't get what is in the "bank". That's about 3 to 6 months salary. Out of curiosity... What to you do with the 50% you can control? Are you getting A shares? Remember, before you didn't have that choice either. It was stock or nothing and you had to hold it no matter what. Are you doing that with your elective portion? I do think MIP should be treated like something big. Its part of the culture of management. Its a shame when I see MIP improperly distributed. Maybe today, a district manager can't give it out personally any more. But a division manager can. He / she can still talk about what an individual did to help move UPS further. He / she can talk about where the company is going, why, and where the individual fits. The problem is NOT the mip calculation or % that is held in the Merrill Lynch account. The problem is the lack of stock growth. We were happy with low MIP's because the growth made up for it. The quarterly stock price growth made the hard work worth it. The company growth is what is needed... MIP is not the cause. Its the effect. [/QUOTE]
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