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<blockquote data-quote="pretzel_man" data-source="post: 786275" data-attributes="member: 927"><p>The MIP is not related to the pension. They are two different issues. As far as I can see, the pension is fully portable.</p><p> </p><p>Yes, the MIP changed. I heard Mike Eskew talk about that personally in a meeting. He said that the MIP change absolutely had to do with the company going public. He said it should have been done day one, and not have waited until much afterward. </p><p> </p><p>With the MIP, there were two major changes. First the change from a flat 15% to a more subjective decision. The second was the change to the 50% RSU's.</p><p> </p><p>The first give the MC control like Mike alluded to. There is no doubt that the second change incented people to stay (or penalized them for leaving). That penalty for leaving is approximatey 3 to 6 months pay (depending on grade and payout).</p><p> </p><p>BTW, that penalty is what division managers had with options forever.</p><p> </p><p>As far as the match goes, my first 25 years, there was no match.</p><p> </p><p>Finally, there is no doubt that management is not nearly as well off today as 25 years ago. There is no way as far as I know to compare the direct compensation. The major different is the growth in stock price. People didn't get rich because they had 15% MIP or because there was a 401K match, or because of hughe raises. It was because the stock grew.</p><p> </p><p>Without growth, none of those things will matter.</p></blockquote><p></p>
[QUOTE="pretzel_man, post: 786275, member: 927"] The MIP is not related to the pension. They are two different issues. As far as I can see, the pension is fully portable. Yes, the MIP changed. I heard Mike Eskew talk about that personally in a meeting. He said that the MIP change absolutely had to do with the company going public. He said it should have been done day one, and not have waited until much afterward. With the MIP, there were two major changes. First the change from a flat 15% to a more subjective decision. The second was the change to the 50% RSU's. The first give the MC control like Mike alluded to. There is no doubt that the second change incented people to stay (or penalized them for leaving). That penalty for leaving is approximatey 3 to 6 months pay (depending on grade and payout). BTW, that penalty is what division managers had with options forever. As far as the match goes, my first 25 years, there was no match. Finally, there is no doubt that management is not nearly as well off today as 25 years ago. There is no way as far as I know to compare the direct compensation. The major different is the growth in stock price. People didn't get rich because they had 15% MIP or because there was a 401K match, or because of hughe raises. It was because the stock grew. Without growth, none of those things will matter. [/QUOTE]
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