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LTIP for the CEO, COO & CFO
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<blockquote data-quote="Black_6_Leader" data-source="post: 501350" data-attributes="member: 9413"><p>P-man . . . . you have a credibility gap.</p><p></p><p> According to the 14A (proxy) The LTI program was modified in 2008 so that except for region managers & up, the LTI was paid in RPUs (Stock that vests in 5 years) not options, and that for the region managers and above it is 75% RPUs and 25% options. For the non management committee types, the payout is between 25 & 75% of annual base salary. LTI covers 3,100 folks, and has no performance objectives! </p><p> </p><p>LTIP is a THIRD bonus, on top of MIP & LTI, and the target payouts are higher, ranging from50-200% of annual base salary, but covers 600 folks. And the payouts are and have been, substantial since the plans inception; in 2006 85% to plan; 2007 75% to plan and 2008 65% to plan. 65% of 200% is still 130% of base salary. A pretty nice bonus in anyones book. And the RSUs vest in three years, two years faster then MIP </p><p></p><p>So how much is a district managers salary??</p><p></p><p>As a company, UPS has never had much of a problem with the retention of District Managers have they?? And in fact, I have never heard of a member of the Management Committee being swept up by another firm . . . Only Eric Kirchner comes to mind as a Region Manager that left for the "brass ring" elsewhere.</p><p></p><p>The issue is the retention of front line managers & supervisors; by continuing to balance the books on the backs of those supervisors & managers means that the retention issue will only get worse.</p></blockquote><p></p>
[QUOTE="Black_6_Leader, post: 501350, member: 9413"] P-man . . . . you have a credibility gap. According to the 14A (proxy) The LTI program was modified in 2008 so that except for region managers & up, the LTI was paid in RPUs (Stock that vests in 5 years) not options, and that for the region managers and above it is 75% RPUs and 25% options. For the non management committee types, the payout is between 25 & 75% of annual base salary. LTI covers 3,100 folks, and has no performance objectives! LTIP is a THIRD bonus, on top of MIP & LTI, and the target payouts are higher, ranging from50-200% of annual base salary, but covers 600 folks. And the payouts are and have been, substantial since the plans inception; in 2006 85% to plan; 2007 75% to plan and 2008 65% to plan. 65% of 200% is still 130% of base salary. A pretty nice bonus in anyones book. And the RSUs vest in three years, two years faster then MIP So how much is a district managers salary?? As a company, UPS has never had much of a problem with the retention of District Managers have they?? And in fact, I have never heard of a member of the Management Committee being swept up by another firm . . . Only Eric Kirchner comes to mind as a Region Manager that left for the "brass ring" elsewhere. The issue is the retention of front line managers & supervisors; by continuing to balance the books on the backs of those supervisors & managers means that the retention issue will only get worse. [/QUOTE]
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