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UPS Partners
Anyone know what to expect regarding mgmt raises?
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<blockquote data-quote="pretzel_man" data-source="post: 719554" data-attributes="member: 927"><p>Numbers,</p><p> </p><p>Sorry for taking a while to answer...</p><p> </p><p>First let me tell you how the system works.... Each job has a mid point of pay. Think of this as the 100% point. Generally, the bottom of the pay grade is at about 90% of the midpoint. If any supervisor falls below that bottom end, they are immediately given an equity raise to get to that bottom.</p><p> </p><p>At the other end is the upper limit of the pay scale. Its generally at 120% of the midpoint. Once you get to that point, your raises are nearly eliminated.</p><p> </p><p>Genererally, when giving out raises, a manager should give a higher % raise to a person below the midpoint as compared to a person above the midpoint. Here is the logic I've used for this. Lets say that two supervisor do an equally good job. The same dollar raise is a larger % to the lower paid employee vs. the higher paid employee. Therefore, higher paid employees should generally get lower % increases.</p><p> </p><p>Does this lead to disinterested supervisors? I have not seen that if its done right. You end up with the best supervisors being paid the most and poorer ones paid the least.</p><p> </p><p>The biggest problem I've seen with raises is where poor managers are afraid to give out the $25 raise. If you give everyone the average, I think this leads to more disinterest. I give out low raises to poor performers so extra can be given to better supervisors.</p><p> </p><p>P-Man</p></blockquote><p></p>
[QUOTE="pretzel_man, post: 719554, member: 927"] Numbers, Sorry for taking a while to answer... First let me tell you how the system works.... Each job has a mid point of pay. Think of this as the 100% point. Generally, the bottom of the pay grade is at about 90% of the midpoint. If any supervisor falls below that bottom end, they are immediately given an equity raise to get to that bottom. At the other end is the upper limit of the pay scale. Its generally at 120% of the midpoint. Once you get to that point, your raises are nearly eliminated. Genererally, when giving out raises, a manager should give a higher % raise to a person below the midpoint as compared to a person above the midpoint. Here is the logic I've used for this. Lets say that two supervisor do an equally good job. The same dollar raise is a larger % to the lower paid employee vs. the higher paid employee. Therefore, higher paid employees should generally get lower % increases. Does this lead to disinterested supervisors? I have not seen that if its done right. You end up with the best supervisors being paid the most and poorer ones paid the least. The biggest problem I've seen with raises is where poor managers are afraid to give out the $25 raise. If you give everyone the average, I think this leads to more disinterest. I give out low raises to poor performers so extra can be given to better supervisors. P-Man [/QUOTE]
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Anyone know what to expect regarding mgmt raises?
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