Does anyone have additional information on the Pay bands for Non-OPS? I know the Pkg/Hub has already implemented this structure......when will Corp trickle this down to NON-OPS? Upers says early 2012, an assumption would be during EOY QPR reviews.....any details?
Pay and compensation reductions are likely to continue for most positions. As long as they can take away compensation without significantly affecting turnover, the cuts will continue. Turnover is still relatively low for most positions. In an open market, when people aren't compensated at their level of worth, they seek other employment. When people of various positions start leaving in significant numbers the company will know they have reached, or slightly dipped below, the elusive "industry standard." Until then, it's likely we'll see further reductions.
Turnover is not the only consideration.
People are not trying as hard and don't do anything outside their direct responsibilities.
UPS is losing a lot of productivity and management concern about the company.
Once the economy turns, many will leave the company but maybe that's what is desired.
Turnover is not the only consideration.
People are not trying as hard and don't do anything outside their direct responsibilities. thats directed towards the 70% percentile (yes that a BS number I just threw out there).
UPS is losing a lot of productivity and management concern about the company.
Once the economy turns, many will leave the company but maybe that's what is desired.
(off topic just venting hoax)
How does someone that has lead there team to met and exceed MAR on the BSC (yes for the past two years) not be fairly compensated. Corp has mandated freezes on pay grade increase and pay bands..... I cant even give my FT sups the full % increase they rightfully deserve.....Corp finance has only planned a 3% increase spread. Post consolidation Ive asked my guys to go above and beyond the call of duty... Actions plans, follow ups, pre planning, forecasting, drive, shuttle.
Just a little frustrated come 2012 when I review their QPR's.... and say thanks for the great job your results exceed Corp MAR. Here is your 3% raise, I would love to give you more but....... Ive only got a 3% bucket spread to work with.
UPS
...and the worst division gets the same 3%. The best division gets 3%. The worst division gets 3%.
. I am sure some may disagree and think that UPS is doing all the right things, but I don't see too many (any, for that matter) drivers banging down the door to join the management ranks. I hope somewhere in the country they are, or I really fear for the future of our company.
Socialism?
Before we get teary eyed about 3% raises take a look at the annual inflation rates of the last 10 years and see what a 3% raise actually is....and the worst division gets the same 3%. The best division gets 3%. The worst division gets 3%.
Before we get teary eyed about 3% raises take a look at the annual inflation rates of the last 10 years and see what a 3% raise actually is.
Before we get teary eyed about 3% raises take a look at the annual inflation rates of the last 10 years and see what a 3% raise actually is.
"Inflation has been defined as a process of continuously rising prices or equivalently, of a continuously falling value of money.Various indexes have been devised to measure different aspects of inflation. The CPI measures inflation as experienced by consumers in their day-to-day living expenses; the Producer Price Index (PPI) measures inflation at earlier stages of the production process; the Employment Cost Index (ECI) measures it in the labor market; the BLS International Price Program measures it for imports and exports; and the Gross Domestic Product Deflator (GDP Deflator) measures inflation experienced by both consumers themselves as well as governments and other institutions providing goods and services to consumers. Finally, there are specialized measures, such as measures of interest rates.The "best" measure of inflation for a given application depends on the intended use of the data. The CPI is generally the best measure for adjusting payments to consumers when the intent is to allow consumers to purchase at today's prices, a market basket of goods and services equivalent to one that they could purchase in an earlier period." Consumer Price Index Frequently Asked Questions
2006 CPI = 3.2% raise meant nothing
2007 CPI = 2.8% raise meant nothing
2008 CPI = 3.8% raise meant nothing
2009 CPI = -0.4% hey look this year was actually a merit increase
2010 CPI = 1.6% raise meant nothing
This % raise always bothers me...I could be the best (mgr,sup, any level) and my raise will be roughly 3-4% and I could be the worst and my raise (unless I really screwed up) would be roughly 2-3%. Big fricking deal. The only incentive to do well is your own pride and service to our customers, or to get promoted. Nowadays, who really wants to get promoted and deal with the grief that your mgr has to deal with?? Maybe it's just unique in my part of the country, but I certainly don't want their job and the headache that entails. Sure the extra stock would be nice, but since the stock has barely moved and has given no indication of an eventual split, it doesn't seem to be incentive enough. The bottom line is that virtually any management person that is 45 or under, will have to get another job if they are able to retire at 55. I see no opportunity to retire wealthy like previous generations of UPS mgmt folks. Take a look at the holdings of the managment committee members, it doesn't even look like they will retire with more than $3-5 million. While that's a lot, it is still significantly less than thousands of retirees that retired throughout the 90's and early 00's. Of course, I don't know that to be a fact, but hypothecation has been out the window since 99, so I don't know how anyone can significantly increase their holdings based on recent MIP awards. In my opinion, mgmt pay needs to be increased at all levels (to provide hourly employees incentive) and the money we pay for health care needs to be decreased or eliminated. I am sure some may disagree and think that UPS is doing all the right things, but I don't see too many (any, for that matter) drivers banging down the door to join the management ranks. I hope somewhere in the country they are, or I really fear for the future of our company.