Ricochet1a
Well-Known Member
I got a copy of the memo managers got today, it goes something like this...The review system will no longer be used starting Sep. 1st. Instead, there will be a yearly sit down with your manager and he/she will go over areas you need to improve, and what areas your doing well in. All bid positions will be based on seniority alone (from what I understand its the same formula, just minus the points from the review), and letters no longer will stop an employee from being able to bid..however what is in their file might, (for example, if your letter/s have direct effect on your performance for the new position). We were told that FedEx will also be adjusting the pay as well so their employees will be paid more towards the "industry standard" and there was also mention of potentially reaching the top out pay at a quicker pace. Everyone will now get the same raise amount on their year anniversary based on what the rate is for that year and what your position is. We werent told all the details yet as far as pay is concerned or how those with current CEV points will be affected as far as seniority, but this particular manager did mention that she believes it is in direct relation to the union issues and FedEx trying to avert employees from signing cards should RLA status be changed. Will be interesting to see how this all plays out though.
I made some phone calls, and jmeti does summarize the content of the memo quite well.
Here are some clarifications:
1) There will be an annual (or more often if management believes it is necessary) session between ops managers and their employees. It will be purely a discussion session, NO scoring will take place. The old scoring system is gone.
2) JCATS bidding is currently done by CEV points (multiple of review score and seniority, with part-timers having their CEV points halved). Since review scores are gone, so is the CEV. JCATS will be strictly by seniority. I didn't get confirmation if part-timers would have their "score" halved, but I'd have to assume this will remain the same.
3) The issue of Warning Letters seems a little more vague at this point. Since in theory, ALL warning letters are handed out due to job performance issues, there will most likely be a clarification as to what "offenses" will be job related, and which are not. Having an avoidable accident for a Courier is clearly job related, while excessive tardies is not. It does appear that getting a Warning Letter for a non-task related cause won't automatically prevent bidding.
4) What I was told regarding the pay issue is a bit more convoluted. Pay increases will be on an across the board basis for all in a particular job function.
HOWEVER.... The pay increases won't be equal on a national level.
The twist is that it appears that FedEx will manipulate the pay increase amount on either a region or possibly district level. So all Couriers in either a given region or district will be given the exact same pay raise each year. But the pay raises won't be equal across all regions or districts. Supposedly, the increases will be matched to turnover being experienced in a given region or district. Higher turnover rate, the higher the pay increase for employees in that region/district - to help mitigate the high turnover. I strongly suspect that Express will do it on a district by district basis, since the regions tend to be rather large and there are pockets within each region have high turnover while others have virtually no turnover.
For those who have worked in an union shop, the above procedures will be familiar. In union shops, everyone gets the same pay raise, there is no scored review (you either have a job in good standing or are fired, no small measuring of irrelevant criteria) and pay is done on a geographic area basis.
No specific mention was made as to the reason for the change, but jmeni analysis at the end looks to be good - it is a combination of trying to avert too many union cards being signed in certain geographic areas and a desire to cut down on turnover and not boost pay on a NATIONAL basis, but rather on a more targeted basis.
It appears that FedEx does indeed care - it cares if its turnover is too high and too many union agitators have come out of the wood work.
Needless to say, there will be winners and losers in this arrangement. If you are in an area with high employee turnover, you will most likely see a decent pay raise coming. If you are in an area with no turnover, no real change from the status quo.
It does appear that the squeaky wheel does get the proverbial grease (in this case, cash).