Yes its a flat 3% across the board, then depending on where you end up(what percentile) you get the additional percentile.
Sorry, I typed the wrong number. When the manager checked, I was in the SECOND (not 3rd as I typed) percentile. But, my raise was 5%. I was told the numbers weren't updated up to that point.
Year Bottom-Top (Differential) -Mid range(5%)
2012 15.00 22.00 (7.00) 20.00
2013 15.45 22.66 (7.21) 21.00
2014 15.91 23.34 (7.43) 22.05
2015 16.39 24.04 (7.65) 23.15
2016 16.88 24.76 (7.88) 24.31
Moral of the story, you will never top out if you are in the bottom, and you'll still be in the same percentile.
If someone at top pay gets 3%, top pay doesn't change. Your 2013 Should look like this
2013 15.45 22.00 (6.45) 18.73. Not all the couriers who have 'topped out' are making the same amount.
They toyed around with the idea of real performance based bonuses, I think they should go for it.
Meaning say you hit you VAN/POD compliance goals you get $X, if you hit 100% you get X
Reward drivers who go out with more stops, there are plenty of guys who skate at the many stations
I've been at, it might encourage them to work harder, or at the very least let those who are hungry for
more $$, go after it.
This won't work due to area density. Lets compare the 3 routes in my loop and tell me how this would work. These are average numbers for the day.
(Rte 1) 18 stops, 350-375 pcs (P1 route only, SOME P2 on occasion)
(Rte 2) 80 stops, 200-225 pcs
(Rte 3) 65 stops, 175-200 pcs
The raise system has been screwed up for the past 10 years, it can't be 'fixed' in 1 raise cycle. Problem is, they come up with a 'better system' every year. Year over year, there's no consistency. Percentages change, review process changes, this is included in the review, this is not included, etc etc etc. No matter what 'perfect system' they decide on, there will always be a group upset.