Long suffering sup
Any news on this years mip yet?
So now you can understand why no one wants to fix problems anymore.This is there end of the year bonus program, used to be a good thing until recently. Now they are getting the shaft like us drivers with PAS, you know how your times have gone down with PAS, well there bonus has been revamped and not to there benefit. Seems like the money is now going to the very upper crust of UPS management and these guys (lower management) are taking the hit.
Management Incentive Plan
Once a good thing for all in management, it has been corrupted by the elite.
If they don't like it they can just qiutThe real corruption is the LTIP (Long-term Incentive Plan) for the Grade 20+ levels. 50 - 200% of annual salary over a vesting period.
The devolution of MIP has been happening for years, even before going public. From the dilution of the factor to the idiotic 5-year vesting nonsense of 1/2 of the award.
And to communicate the change in MIP to 1/2 Cash and 1/2 stock that vests evenly over 5 years, one of the "benefits" given in the offical presenttation was that the first year they did this, it would lower your taxable income--hence, lowering your overall tax burden. Brilliant! Then by that logic, I guess they should've just paid us all zero to REALLY minimize our taxable income.
The problem isn't that the program (in whatever format) is necessarlly "unfair", I think the problem is that senior management likes to treat its lower level management like idiots by doing something that is detrimental (lowering their overall compensation), and then looking them straight in the eye and saying what a great thing it is.
Then on top of all that, they give all of themselves the LTIP program and give themself a bottom end 50% target of annual pay bonus over the vesting period. Brilliant-- what a way to reduce cost.
Enough ranting for one day....
If they don't like it they can just qiut
Sorry, but as a long time UPSer and management person, I won't get into the "woe is me" attitude.
The real issue here is not the LTIP or MIP changes, it is the lack of stock growth. When I was younger, 1.5 or 2.0 for an MIP factor was great. We all knew that the actual MIP number was not as important as the stock growth. We knew the importance of compounding.
These realities are still true today...
So the management committee ties management compensation to things that corrolate to stock growth. The intent is to have the management team work on those items that promote growth in the stock.
Stock Options and LTIP do the same. Reward the higher level management for growth indices and actual stock growth. With the lack of growth, these programs are worth much less than the "targets" that are quoted.
Casey's dream was that his management team would be compensated for things that grew the business. He wanted us to think and act like owners and managers, not like employees.
"Woe is me" isn't the way an owner would act.
P.S. I don't expect anyone to agree with this, but its how I feel.
How much can the middle manager/front line sup really impact growth? Growth is being held back because our upper management is out of touch with reality. Reduce upper management and their compensation rate. Support the front lines better by not reducing front line management compensation any further (there has been numerous concessions in the last 10 years from this group) and increase the starting wage for PT package handlers. Teamsters must help and concede a little now (as mid management has done) or we will cede market share and dues paying members.
There is not anything left to squeeze in terms of productivity from the front. The front has hit the wall. PAS has resulted in more problems than anyone is publicly willing to say. We have On Car Sups running misloads all day while district/region leadership continues to dream up new programs that only add to all the stress and misdirection. The center of the future intent does not account for all of the contigencies that go on each day and the missorts that PAS has generated.
Something gotta give. If not, forget about growth, it will be about surviving.