beentheredonethat
Well-Known Member
I heard that in the district I sit in, there are 100 mgmt folks over the 130%. So Definitely less then 40% but way more then the 5% number also.
2012 Pay band.......
- Thread starter smokey
- Start date
constructively dissatisfi
Well-Known Member
In case they want to use it to fire you.
Popeye
Well-Known Member
True. I heard directly from the district HR manager that the reason the whole QPR was changed was to make it "actionable".
Hint: The "action" they have in mind isn't giving bigger raises.
Started in our district and operations last night. Seems anyone over 50 with 20- 25 years is considered over the pay band grade presently and we will
NOT be getting a raise this year. Managers and sups were told.
Looks like a calculated way to lower our final years of compensation which effects many areas and a way to push management out and help build war chest for up coming contract, pay Davis and the board members and LOWER YOUR BEST 5 IN 10 YEARS for anyone close to retirement.
Oh, you can look to move up a band in your grade but who do you push out.
There is absolutely no consideration for your past assignments, positions or departments ! It really is what do you do now.
So......work for what your MIP was and what your worth in corporate's eyes are ? Because they certainly do not value your years, experience or knowledge.
We are gone down the tubes....
NOT be getting a raise this year. Managers and sups were told.
Looks like a calculated way to lower our final years of compensation which effects many areas and a way to push management out and help build war chest for up coming contract, pay Davis and the board members and LOWER YOUR BEST 5 IN 10 YEARS for anyone close to retirement.
Oh, you can look to move up a band in your grade but who do you push out.
There is absolutely no consideration for your past assignments, positions or departments ! It really is what do you do now.
So......work for what your MIP was and what your worth in corporate's eyes are ? Because they certainly do not value your years, experience or knowledge.
We are gone down the tubes....
Bucket of Boltz
Active Member
"... anyone over 50 with 20-25 years is considered over the pay band grade presently and we will NOT be getting a reiase this year..."
Well I am older with more years of service and I am not over the maximum and I know many co-wokers in the same situation. People need to be carefull about statements that they apply to everyone.
Well I am older with more years of service and I am not over the maximum and I know many co-wokers in the same situation. People need to be carefull about statements that they apply to everyone.
Bucket of Boltz
Active Member
The QPR process was not changed in any way this year.
Catatonic
Nine Lives
Bucket of Boltz
Active Member
Just stating a fact . Some other people in my location have made statements that allude to changes in the QPR process.
Interesting topic. I am a 20-year UPSer. I started as a PT union employee, and now have 13 years in management. Last week, I was called into the boss's office to be told I am paid too much. My QPR is above average, I work hard, play the game, and this is what I get. They continue to take from me year after year. Meanwhile, Scott Davis' 2011 compensation was up 22%, to 13.1 million. I can tell you that my total compensation is just under 1/10 of 1 million. This is not Jim Casey's UPS.
B of B , I did not say everyone. But if 6 people over 50 with 20 - 25 years of service are told this you start to see a pattern here.
As I said it does not matter what you did previously..on-car, on-road etc. It is what you do today.
Bucket of Boltz
Active Member
At what point does a company have the obligation to all of it's employees to say that there is a limit to the amount they will pay for a job to be performed? We all continue to recieve a very rich, short term incentive (MIP) eventhough some of us may be over the maximum of our pay range.
Popeye
Well-Known Member
It changed either last year or the year before. I don't remember. But it ABSOLUTELY changed.
beentheredonethat
Well-Known Member
Good question and I agree with it in theory. My issue is that they pawn it off as an enhancement. Tell us that they are making changes which will have negative consequences especially for certain jobs. Here's the other issue, they announce now what is going to happen, but for many folks they still haven't stated what each job is classified as. I personally just moved within my department from one job to another. I was told it was a lateral and a rotation to round me out and prepare to move to a div mgr level. I still don't know what my old job will be graded (if it ever does) nor do I know what my current job will be graded. I may have just moved and gone to a lower job grade. If they wanted to make this change, I think they should have done something like the following. Effective now, all jobs are classified 20A, 20B etc. The current target points are known. Everyone will know where they stand. Over the next two years people are slotted under the normal routine of rotations but with the effort of putting people into their appropriate job grade. ie better employees into jobs with a higher job grade. Then implement the pay rates to coincide with the job being performed. Like I've mentioned earlier, in one center the PL supv left. The mgr had two on roads, one on road had more experience including PL experience, the other on road had much less time with company and no PL experience. The more experienced on road went to PL, now he is deemed to be in a lower job grade and he is over the PL pay rate max. I think that stinks. So it's not what they are doing I'm complaining about. It's how it is being implemented is what I disagree with.
The salary committee never revealed if they will re+evaluate the pay band every year to compensate for CPI/COLA.......A person who is at their maximum pay band will continue to lose purchasing power each year??? Especially, if there is no opportunity or limited options of rotation within your functions.... I SMELL LAWSUIT!!!!
Catatonic
Nine Lives
2 years ago they changed QPR a little but the biggest change was the requirement to distribute everyone on a bell curve based on Final score.
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