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What is your guess for MIP?
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<blockquote data-quote="jeepguy63" data-source="post: 935753" data-attributes="member: 4863"><p>I won't slam you. I would just say times WERE different. Management salaries were significantly above the peer group at other companies in the 70's, 80's and early 90's. If I remember right from a couple years ago - the 20 year avg factor was 1.6. (it was in a ppt the staff road show had). Salaries aren't above the peer group any more. If you think they are, hire someone off the street for anything but a sales job and see how long they last. This ain't peer group work, working conditions, nor pay. With the target mip levels - its closer. </p><p>Record profits- under extremely difficult environments (k kuhen's words) deserves something better than "less than target"</p><p>Unfortunately, to most mgmt- this place is now just a job. When the economy turns, and other companies grow and seek more talent - we're in trouble - good folks will leave, young folks will leave. </p><p>The stock price is mired in a range between 60 and 80. Contract year coming up will keep a cap on it. Cost of new contract will drive cost to the customer even higher. The company will seek additional cost cuts - which will lead to individualized MIP awards. Individualized MIP awards will be confidential so we'll all be getting screwed and too ashamed to talk about it. Online QPR and this new "standard" QPR is the precursor to it. Just like an arbitrary group "target", individualized targets will be even more subjective and arbitrary. So there will be millions to pass off to the teamsters. Additionally, with the stroke of a pen, the pension can be eliminated - saving billions! </p><p>Look at GM, Chrysler, and Ford - what is different about those companies prior to 2 of the 3 of them failing and UPS? Ten years ago, you could say the commitment and depth of the management team - today? Not so much.</p></blockquote><p></p>
[QUOTE="jeepguy63, post: 935753, member: 4863"] I won't slam you. I would just say times WERE different. Management salaries were significantly above the peer group at other companies in the 70's, 80's and early 90's. If I remember right from a couple years ago - the 20 year avg factor was 1.6. (it was in a ppt the staff road show had). Salaries aren't above the peer group any more. If you think they are, hire someone off the street for anything but a sales job and see how long they last. This ain't peer group work, working conditions, nor pay. With the target mip levels - its closer. Record profits- under extremely difficult environments (k kuhen's words) deserves something better than "less than target" Unfortunately, to most mgmt- this place is now just a job. When the economy turns, and other companies grow and seek more talent - we're in trouble - good folks will leave, young folks will leave. The stock price is mired in a range between 60 and 80. Contract year coming up will keep a cap on it. Cost of new contract will drive cost to the customer even higher. The company will seek additional cost cuts - which will lead to individualized MIP awards. Individualized MIP awards will be confidential so we'll all be getting screwed and too ashamed to talk about it. Online QPR and this new "standard" QPR is the precursor to it. Just like an arbitrary group "target", individualized targets will be even more subjective and arbitrary. So there will be millions to pass off to the teamsters. Additionally, with the stroke of a pen, the pension can be eliminated - saving billions! Look at GM, Chrysler, and Ford - what is different about those companies prior to 2 of the 3 of them failing and UPS? Ten years ago, you could say the commitment and depth of the management team - today? Not so much. [/QUOTE]
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