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Brown Cafe UPS Forum
UPS Partners
Changes in Management Compensation?
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<blockquote data-quote="FracusBrown" data-source="post: 783979" data-attributes="member: 29360"><p>On the surface there is no reduction in pay by dividing the half month into 12 equal payments. As you say, it is actually a slight increase and of benefit to receive it early. If there are no additional changes planned, the change in the half month bonus is not bad. </p><p> </p><p>However it's a BIG "IF" when you consider that every change in compensation over the last 10 years has resulted in a reduction shortly after the changes were announced with a positive spin. </p><p> </p><p>Personally, I believe the pay (all pay, including MIP) will soon be tied directly to performance. Changing the MIP factor to a percentage, eliminating the half month, aligning the MIP pay out with the pay raise schedule and recent changes to the QPR/career development process sets up the performance based pay process to begin in the near future - probably in 2012.</p><p> </p><p>It really should not come as a surprise. Performance based pay and salary bands have been openly discussed for several years. This may benefit some, but the net effect will be less expense to the company and less pay to the majority of the people. </p><p> </p><p>Believe the "spin" if you choose. History of the compensation changes clearly demonstrates that's there's probably more to it than just simplifying a few processes. Time will tell.</p></blockquote><p></p>
[QUOTE="FracusBrown, post: 783979, member: 29360"] On the surface there is no reduction in pay by dividing the half month into 12 equal payments. As you say, it is actually a slight increase and of benefit to receive it early. If there are no additional changes planned, the change in the half month bonus is not bad. However it's a BIG "IF" when you consider that every change in compensation over the last 10 years has resulted in a reduction shortly after the changes were announced with a positive spin. Personally, I believe the pay (all pay, including MIP) will soon be tied directly to performance. Changing the MIP factor to a percentage, eliminating the half month, aligning the MIP pay out with the pay raise schedule and recent changes to the QPR/career development process sets up the performance based pay process to begin in the near future - probably in 2012. It really should not come as a surprise. Performance based pay and salary bands have been openly discussed for several years. This may benefit some, but the net effect will be less expense to the company and less pay to the majority of the people. Believe the "spin" if you choose. History of the compensation changes clearly demonstrates that's there's probably more to it than just simplifying a few processes. Time will tell. [/QUOTE]
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Changes in Management Compensation?
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