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LTIP for the CEO, COO & CFO
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<blockquote data-quote="pretzel_man" data-source="post: 501291" data-attributes="member: 927"><p>Here's the answer but you won't like it and may not believe it. With that warning expressed here is why you're seeing things you do.</p><p> </p><p>Corporate compensation does regular benchmarking of UPS compensation compared to other companies in similar and other industries. They do this for all different jobs in UPS. (Engineering, IS, Supervisors, Automotive, etc.)</p><p> </p><p>They found that compared to other companies, supervisors and managers are compensated higher than others. Division managers are compensated about the same as other companies.</p><p> </p><p>Grade 20's and above are compensated less than counterparts in other companies.</p><p> </p><p>So, they created LTIP. Its goal is to compensate those more senior managers but ALSO tie their compensation to leading business indicators.</p><p> </p><p>A district manager has 75% of their pay incentive based. This means that in a bad year, they will see significantly less pay. The current LTIP is paying pretty low.</p><p> </p><p>While no one at those levels has a need to complain, remember that Division Managers and above are sitting on 10 years of worthless stock options. WORTHLESS.</p><p> </p><p>I said you won't like the answer.</p><p> </p><p>P-Man</p></blockquote><p></p>
[QUOTE="pretzel_man, post: 501291, member: 927"] Here's the answer but you won't like it and may not believe it. With that warning expressed here is why you're seeing things you do. Corporate compensation does regular benchmarking of UPS compensation compared to other companies in similar and other industries. They do this for all different jobs in UPS. (Engineering, IS, Supervisors, Automotive, etc.) They found that compared to other companies, supervisors and managers are compensated higher than others. Division managers are compensated about the same as other companies. Grade 20's and above are compensated less than counterparts in other companies. So, they created LTIP. Its goal is to compensate those more senior managers but ALSO tie their compensation to leading business indicators. A district manager has 75% of their pay incentive based. This means that in a bad year, they will see significantly less pay. The current LTIP is paying pretty low. While no one at those levels has a need to complain, remember that Division Managers and above are sitting on 10 years of worthless stock options. WORTHLESS. I said you won't like the answer. P-Man [/QUOTE]
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