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Changes in Management Compensation?
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<blockquote data-quote="tieguy" data-source="post: 784672" data-attributes="member: 1912"><p>thats my last question with this change. The rest is a change but does not appear to affect current management negatively. My question then would be what we are doing to account for the lost quarter of MIP. Just got my handout in the mail yesterday. I dont see where its discussed.</p><p> </p><p>I do love the the corporate mumbo jumbo on this flyer.</p><p>"strenghtening the link between pay and peformance"</p><p>I didnt know it was weak? Somehow the company survived 103 years with this weak link. Now its suddenly a problem.</p><p> </p><p>The wording then evolves to "the redisign will further strenghten the connection between UPS performance and Pay" we went from strengthen to further strenghten here in about two paragraphs.</p><p>did I miss something?</p><p> </p><p>The word Reward being Italicized on the flyer. this to let us know that we are being rewarded and not compensated. The masters will reward the minions if the minions please the masters....<img src="/community/styles/default/xenforo/smilies/smile.png" class="smilie" loading="lazy" alt=":)" title="Smile :)" data-shortname=":)" /></p><p> </p><p>All good natured ribbing at the verbage provided to us from corporate land where I think verbage is sometimes their only product. </p><p> </p><p>The concept of linking performance and pay in the present format is an interesting one. I'm not sure the average supervisor understands how they affect the mip elements we chase or that they believe they have the ability to directly impact those elements. Corporate may actually have more of an impact on those elements then the average front line management person. Perhaps we can continue that thought when the new goals come out.</p><p> </p><p>One last thought here as I read through my flyer it states the vesting of RSU's will not change from previous incentive awards. what does that mean? Will we now have two seperate vestings as the old shares vest in december and the new shares vest in march?</p></blockquote><p></p>
[QUOTE="tieguy, post: 784672, member: 1912"] thats my last question with this change. The rest is a change but does not appear to affect current management negatively. My question then would be what we are doing to account for the lost quarter of MIP. Just got my handout in the mail yesterday. I dont see where its discussed. I do love the the corporate mumbo jumbo on this flyer. "strenghtening the link between pay and peformance" I didnt know it was weak? Somehow the company survived 103 years with this weak link. Now its suddenly a problem. The wording then evolves to "the redisign will further strenghten the connection between UPS performance and Pay" we went from strengthen to further strenghten here in about two paragraphs. did I miss something? The word Reward being Italicized on the flyer. this to let us know that we are being rewarded and not compensated. The masters will reward the minions if the minions please the masters....:) All good natured ribbing at the verbage provided to us from corporate land where I think verbage is sometimes their only product. The concept of linking performance and pay in the present format is an interesting one. I'm not sure the average supervisor understands how they affect the mip elements we chase or that they believe they have the ability to directly impact those elements. Corporate may actually have more of an impact on those elements then the average front line management person. Perhaps we can continue that thought when the new goals come out. One last thought here as I read through my flyer it states the vesting of RSU's will not change from previous incentive awards. what does that mean? Will we now have two seperate vestings as the old shares vest in december and the new shares vest in march? [/QUOTE]
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