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<blockquote data-quote="pretzel_man" data-source="post: 244577" data-attributes="member: 927"><p>BS:</p><p>I can only hope you keep on trying. I certainly get discouraged from time to time, but I believe in this organization and I do trust upper management.</p><p> </p><p>Again, you'll say I'm naive, but I've been with this company 30 years and through that time, have met just about all of the management committee. They are good, honest people.</p><p> </p><p>I think the barriers to improvement you mention are real. Have you been through the enterprise vision presentations? They paint a picture of where we need to be (and why). Those are intended to let us know where to steer...</p><p> </p><p>Squeeky:</p><p>I don't think your facts are correct on LTIP. You're correct that its for the top management (Grade 20 and above).</p><p> </p><p>The amount of award is based on business indices that are tied to stock growth. I don't know the percentages of salary its targeted at, but I'm certain it begins lower than 110%.</p><p> </p><p>Also, since the indices have not been favorable this year, the LTIP won't be paying much. (Or so I'm told).</p><p> </p><p>Lets look at this for a moment....</p><p> </p><p>All management gets MIP, and MIP was changed from 15% of profits to a target based on meeting important business elements. </p><p> </p><p>The next level (Grade 18 and above) get stock options. These are largely based on stock growth. If the stock doesn't grow, its worth much, much less.</p><p> </p><p>The highest level (LTIP) pays if important indices are met. Again, these are tied to indices that correlate with stock growth.</p><p> </p><p>So, if indices are not met (and therefore stock doesn't grow), upper management has a large incentive at stake.</p><p> </p><p>Isn't this what we'd like. Incent upper management to have the stock grow?</p><p> </p><p>Anyway, best of luck to you.</p><p> </p><p>P-Man</p></blockquote><p></p>
[QUOTE="pretzel_man, post: 244577, member: 927"] BS: I can only hope you keep on trying. I certainly get discouraged from time to time, but I believe in this organization and I do trust upper management. Again, you'll say I'm naive, but I've been with this company 30 years and through that time, have met just about all of the management committee. They are good, honest people. I think the barriers to improvement you mention are real. Have you been through the enterprise vision presentations? They paint a picture of where we need to be (and why). Those are intended to let us know where to steer... Squeeky: I don't think your facts are correct on LTIP. You're correct that its for the top management (Grade 20 and above). The amount of award is based on business indices that are tied to stock growth. I don't know the percentages of salary its targeted at, but I'm certain it begins lower than 110%. Also, since the indices have not been favorable this year, the LTIP won't be paying much. (Or so I'm told). Lets look at this for a moment.... All management gets MIP, and MIP was changed from 15% of profits to a target based on meeting important business elements. The next level (Grade 18 and above) get stock options. These are largely based on stock growth. If the stock doesn't grow, its worth much, much less. The highest level (LTIP) pays if important indices are met. Again, these are tied to indices that correlate with stock growth. So, if indices are not met (and therefore stock doesn't grow), upper management has a large incentive at stake. Isn't this what we'd like. Incent upper management to have the stock grow? Anyway, best of luck to you. P-Man [/QUOTE]
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