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UPS Partners
Redesigned mip
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<blockquote data-quote="downonbrown" data-source="post: 51903"><p>I have seen and presented the new MIP program (now known as a Bonus plan and no longer profit sharing) and it is not a good thing for UPS Management. We have removed a 15% profit sharing and replaced it with an arbritrary plan based on "street goals" that will hopefully keep the investors off Scott's back every 3 months. </p><p> </p><p>Bottom line you will notice a significant reduction in your take home pay (just ask over and over what is going to happen on my W-2 in 2005). There is a 7%-10% cut in compensation for Supervisors and 13%-15% for Managers. </p><p> </p><p>Our company has lost sight of the "next generation" of talented management. As stated previously, there is no long-term plan just the hopes that in 5-6 years there will be some "golden handcuffs" on the next generation of management and they will not leave because they have too much money on the table. </p><p> </p><p>This is another good long-term decision for the older UPSers (who already have millions). There is no plan for wealth attainment for the "future". New UPSers may get a higher pay because the compensation has been reduced but there will not be any retro adjustments for the existing group of loyal brown-blooded UPSers. </p><p> </p><p>The true impact of this decision will not be felt for 10 years or more. We have already lost our ability to hold our people accountable and achieve quality results through our tried and true processes and procedures. The customers have already noticed this and that is why FedEx is now #1 on Fortunes list. </p><p> </p><p>Jim Casey would not have allowed this to happen and his vision of a management-owned and operated company is coming to an end.</p></blockquote><p></p>
[QUOTE="downonbrown, post: 51903"] I have seen and presented the new MIP program (now known as a Bonus plan and no longer profit sharing) and it is not a good thing for UPS Management. We have removed a 15% profit sharing and replaced it with an arbritrary plan based on "street goals" that will hopefully keep the investors off Scott's back every 3 months. Bottom line you will notice a significant reduction in your take home pay (just ask over and over what is going to happen on my W-2 in 2005). There is a 7%-10% cut in compensation for Supervisors and 13%-15% for Managers. Our company has lost sight of the "next generation" of talented management. As stated previously, there is no long-term plan just the hopes that in 5-6 years there will be some "golden handcuffs" on the next generation of management and they will not leave because they have too much money on the table. This is another good long-term decision for the older UPSers (who already have millions). There is no plan for wealth attainment for the "future". New UPSers may get a higher pay because the compensation has been reduced but there will not be any retro adjustments for the existing group of loyal brown-blooded UPSers. The true impact of this decision will not be felt for 10 years or more. We have already lost our ability to hold our people accountable and achieve quality results through our tried and true processes and procedures. The customers have already noticed this and that is why FedEx is now #1 on Fortunes list. Jim Casey would not have allowed this to happen and his vision of a management-owned and operated company is coming to an end. [/QUOTE]
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