Home
Forums
New posts
Search forums
What's new
New posts
Latest activity
Members
Current visitors
Log in
Register
What's new
Search
Search
Search titles only
By:
New posts
Search forums
Menu
Log in
Register
Install the app
Install
Home
Forums
Brown Cafe UPS Forum
UPS Partners
Redesigned mip
JavaScript is disabled. For a better experience, please enable JavaScript in your browser before proceeding.
You are using an out of date browser. It may not display this or other websites correctly.
You should upgrade or use an
alternative browser
.
Reply to thread
Message
<blockquote data-quote="mipexample" data-source="post: 51829"><p>UPS saves $300 million means low and mid level management will earn at least $300 million less in 2005 than in 2004. High level mangement gets 7% increase. Low and mid level management get the shaft! </p><p> </p><p>From UPS press release 5/11/05 </p><p>UPS Reiterates Profit Guidance for Year...Eskew said the company is on target this year to achieve $200 million in semi-variable cost reductions and $300 million in compensation expense savings. UPS previously announced a change to its management bonus program, moving from a fixed profit-sharing plan to a performance-based plan. </p><p> </p><p> </p><p>I agree with Tie. Evevy UPS management class ever taught included a lesson on goal setting. Goals MUST be clearly defined. For example: You will receive the 2.0 mip target if volume increases 2% above the levels of 2004 using October 1 through September 30 as the comparison period is a clearly defined goal. Raise volume and you may get MIP at a later determined value is a piss poor example of goal setting.</p></blockquote><p></p>
[QUOTE="mipexample, post: 51829"] UPS saves $300 million means low and mid level management will earn at least $300 million less in 2005 than in 2004. High level mangement gets 7% increase. Low and mid level management get the shaft! From UPS press release 5/11/05 UPS Reiterates Profit Guidance for Year...Eskew said the company is on target this year to achieve $200 million in semi-variable cost reductions and $300 million in compensation expense savings. UPS previously announced a change to its management bonus program, moving from a fixed profit-sharing plan to a performance-based plan. I agree with Tie. Evevy UPS management class ever taught included a lesson on goal setting. Goals MUST be clearly defined. For example: You will receive the 2.0 mip target if volume increases 2% above the levels of 2004 using October 1 through September 30 as the comparison period is a clearly defined goal. Raise volume and you may get MIP at a later determined value is a piss poor example of goal setting. [/QUOTE]
Insert quotes…
Verification
Post reply
Home
Forums
Brown Cafe UPS Forum
UPS Partners
Redesigned mip
Top