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i love my no union job at Fed_ex
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<blockquote data-quote="quadro" data-source="post: 754361" data-attributes="member: 12850"><p>Actually you are privvy to the formula if you choose to inform yourself as it's not a secret. As you have pointed out, in-range employees get a raise based on their <strong>performance </strong>review so their <strong>performance </strong>determines their raise. See how that ties together so nicely. Employees who are topped out are not promised or guaranteed any type of raise. If there is a range increase, then those topped out employees are generally moved to the new top of range.</p><p></p><p>Also, I never said raises were based on productivity, I said they are based on performance. In fact, stops per hour isn't even on the review. I know you would like to discredit me but you need to pay a little more attention and not be so blinded by whatever hatred you have.</p><p></p><p>Today, probably more than ever in the past, the courier review is less subjective and more objective. In the past it really was too easy for a manager to manipulate the review but now a lot of the review is strictly based on your performance by using things like attendance, punctuality, POD compliance, VAN scans, etc. If you don't score well on this review, then you don't really have anyone to blame but yourself.</p><p></p><p>Personally, I think there should be some type of payout for topped out employees based on performance, because, as you also pointed out, there's no incentive for those employees to go above and beyond.</p><p></p><p>One quarter, good or bad, won't determine pay issues for next year.</p></blockquote><p></p>
[QUOTE="quadro, post: 754361, member: 12850"] Actually you are privvy to the formula if you choose to inform yourself as it's not a secret. As you have pointed out, in-range employees get a raise based on their [B]performance [/B]review so their [B]performance [/B]determines their raise. See how that ties together so nicely. Employees who are topped out are not promised or guaranteed any type of raise. If there is a range increase, then those topped out employees are generally moved to the new top of range. Also, I never said raises were based on productivity, I said they are based on performance. In fact, stops per hour isn't even on the review. I know you would like to discredit me but you need to pay a little more attention and not be so blinded by whatever hatred you have. Today, probably more than ever in the past, the courier review is less subjective and more objective. In the past it really was too easy for a manager to manipulate the review but now a lot of the review is strictly based on your performance by using things like attendance, punctuality, POD compliance, VAN scans, etc. If you don't score well on this review, then you don't really have anyone to blame but yourself. Personally, I think there should be some type of payout for topped out employees based on performance, because, as you also pointed out, there's no incentive for those employees to go above and beyond. One quarter, good or bad, won't determine pay issues for next year. [/QUOTE]
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