Home
Forums
New posts
Search forums
What's new
New posts
Latest activity
Members
Current visitors
Log in
Register
What's new
Search
Search
Search titles only
By:
New posts
Search forums
Menu
Log in
Register
Install the app
Install
Home
Forums
Brown Cafe UPS Forum
UPS Partners
PT Supervisor Payscale - historically
JavaScript is disabled. For a better experience, please enable JavaScript in your browser before proceeding.
You are using an out of date browser. It may not display this or other websites correctly.
You should upgrade or use an
alternative browser
.
Reply to thread
Message
<blockquote data-quote="dudebro" data-source="post: 2337602" data-attributes="member: 11234"><p>The posts above mine are accurate, if not informative.</p><p></p><p>The old pay scale left room for favoritism. Did I get a 200/month raise because I was good, or because my manager liked me? I like to think the former, but who knows? There was little corporate wide control. The concept then was, you pushed decisions as close to the front line as you could. </p><p></p><p>IMHO, a number of things changed that:</p><p></p><p>1) class action suit by PT sups (rumored to have started in CA) about "PT" sups working 7-8 hours per day. Company resolution was to basically make PT sups hourly employees. </p><p></p><p>2) Going public in 1999. Wall St. now has a say in the pay packages, and I've personally heard people in positions that would know, say that Wall St. doesn't want to see our management walking around with FU money anymore.</p><p></p><p>You don't have the same corporate control when your CMs are multi-millionaires by the time they reach their 50s.</p><p></p><p>3) The massive growth UPS experienced from 1975 (when they could finally deliver to all 48 states) and 1990 or so when the Gulf War recession changed things, was fully realized. UPS grew like Apple from '75-'89. After that, we're more like Apple now, after everyone already has an iThing. </p><p></p><p>Now, Corporate HR controls raises. They happen in April, like it or not. You can give a merit increase after 6 months, maybe, but that's it. And the manager now, gets a 2.5-3% raise to spread over the entire group, and then when your QPR score is entered, the raise appears based on where you are in the payscale and your score - in GRAY (he can't change it without an Act of Congress), and that's your raise. Your management team couldn't pay you more if they wanted to. The system is designed to ensure that no lawyer can pull it apart and say it's racist / sexist / homophobic / xenophobic / etc.</p></blockquote><p></p>
[QUOTE="dudebro, post: 2337602, member: 11234"] The posts above mine are accurate, if not informative. The old pay scale left room for favoritism. Did I get a 200/month raise because I was good, or because my manager liked me? I like to think the former, but who knows? There was little corporate wide control. The concept then was, you pushed decisions as close to the front line as you could. IMHO, a number of things changed that: 1) class action suit by PT sups (rumored to have started in CA) about "PT" sups working 7-8 hours per day. Company resolution was to basically make PT sups hourly employees. 2) Going public in 1999. Wall St. now has a say in the pay packages, and I've personally heard people in positions that would know, say that Wall St. doesn't want to see our management walking around with FU money anymore. You don't have the same corporate control when your CMs are multi-millionaires by the time they reach their 50s. 3) The massive growth UPS experienced from 1975 (when they could finally deliver to all 48 states) and 1990 or so when the Gulf War recession changed things, was fully realized. UPS grew like Apple from '75-'89. After that, we're more like Apple now, after everyone already has an iThing. Now, Corporate HR controls raises. They happen in April, like it or not. You can give a merit increase after 6 months, maybe, but that's it. And the manager now, gets a 2.5-3% raise to spread over the entire group, and then when your QPR score is entered, the raise appears based on where you are in the payscale and your score - in GRAY (he can't change it without an Act of Congress), and that's your raise. Your management team couldn't pay you more if they wanted to. The system is designed to ensure that no lawyer can pull it apart and say it's racist / sexist / homophobic / xenophobic / etc. [/QUOTE]
Insert quotes…
Verification
Post reply
Home
Forums
Brown Cafe UPS Forum
UPS Partners
PT Supervisor Payscale - historically
Top