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Redesigned mip
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<blockquote data-quote="proups" data-source="post: 51864"><p>I think we are getting to some common ground here. </p><p> </p><p>I was at UPS during the buyout - ERO/VSB - and saw many people take it. My experience with that program was UPS had many very good people leave - people the company valued as management people. </p><p> </p><p>Speaking from personal experience, I had two close friends leave at that time - one a manager, the other a supervisor. </p><p> </p><p>The manager, two years after the ERO/VSB, was on his third job. He was by no means considered a deadbeat by UPS - he ran a package center that consistently met it's numbers and he ran his division when the Division Manager was away. He could not find a company that he felt, after having worked with them for a several months, that had near the business savvy that he experienced at UPS. He never caught up with his total compensation, and was not satisified that his deferred compensation would get him where he wanted to be financially when he retired - and that retirement would not be as early as it could have been at UPS. </p><p> </p><p>The supervisor that I knew was also considered to be a up and comer with UPS. He had a great work ethic, graduated at the top of his college class with a double major, and nobody had any issues with his work performance. The last I heard from him he was going for his fourth job, for the same reasons my manager friend was - the total compensation package and the length of time he was going to have to work to get to retirement age. </p><p> </p><p>I see from Interested's last post that he came to UPS as a supervisor in sales - recruited to work at UPS. While I have seen some very valuable, good UPS people come from the outside, and this is not meant to be an insult to those people, I think they don't fully understand what it means to "bleed brown." </p><p> </p><p>People that start at UPS while in their late teens, some in college, and decide to hang on are the people that I think truly bleed brown. Again, it is not that I don't value people brought in from the outside - we need people who have expertise in sales, LTL, ocean freight, supply chains, financial analysts, marketing analysts, and the list goes on and on....but it is hard to walk away from something that you have been doing for many, many years, and feel good about your chances to have the same earning power on the "outside." </p><p> </p><p>This is in every full-time job category at UPS. As one of those long-term UPSers, I don't think of myself as "institutionalized", just realistic about life after UPS and what I have coming down the road. This is a personal business decision to me. </p><p> </p><p>But, I digress. We were talking about the new MIP. I think if any of you would ask a long time management person, or a retiree for that matter, you would never find one that became rich simply by getting MIP every year and hanging on to it. The people that end up millionaires all bought as much stock as they could through payroll deduction and hypothecation. They never solely relied on the annual MIP award to get them where they wanted to be financially. The same holds true today, and the younger management people need to realize this, and make some personal financial decisions. </p><p> </p><p>I try to live within my means. I invest every dollar I can to enrich my retirement package. My compensation is much better than some, not as good as others, but none of them can beat the security of the job at UPS. </p><p> </p><p>By the way, questioning change is never a bad thing, nor does it make one a bad employee.</p></blockquote><p></p>
[QUOTE="proups, post: 51864"] I think we are getting to some common ground here. I was at UPS during the buyout - ERO/VSB - and saw many people take it. My experience with that program was UPS had many very good people leave - people the company valued as management people. Speaking from personal experience, I had two close friends leave at that time - one a manager, the other a supervisor. The manager, two years after the ERO/VSB, was on his third job. He was by no means considered a deadbeat by UPS - he ran a package center that consistently met it's numbers and he ran his division when the Division Manager was away. He could not find a company that he felt, after having worked with them for a several months, that had near the business savvy that he experienced at UPS. He never caught up with his total compensation, and was not satisified that his deferred compensation would get him where he wanted to be financially when he retired - and that retirement would not be as early as it could have been at UPS. The supervisor that I knew was also considered to be a up and comer with UPS. He had a great work ethic, graduated at the top of his college class with a double major, and nobody had any issues with his work performance. The last I heard from him he was going for his fourth job, for the same reasons my manager friend was - the total compensation package and the length of time he was going to have to work to get to retirement age. I see from Interested's last post that he came to UPS as a supervisor in sales - recruited to work at UPS. While I have seen some very valuable, good UPS people come from the outside, and this is not meant to be an insult to those people, I think they don't fully understand what it means to "bleed brown." People that start at UPS while in their late teens, some in college, and decide to hang on are the people that I think truly bleed brown. Again, it is not that I don't value people brought in from the outside - we need people who have expertise in sales, LTL, ocean freight, supply chains, financial analysts, marketing analysts, and the list goes on and on....but it is hard to walk away from something that you have been doing for many, many years, and feel good about your chances to have the same earning power on the "outside." This is in every full-time job category at UPS. As one of those long-term UPSers, I don't think of myself as "institutionalized", just realistic about life after UPS and what I have coming down the road. This is a personal business decision to me. But, I digress. We were talking about the new MIP. I think if any of you would ask a long time management person, or a retiree for that matter, you would never find one that became rich simply by getting MIP every year and hanging on to it. The people that end up millionaires all bought as much stock as they could through payroll deduction and hypothecation. They never solely relied on the annual MIP award to get them where they wanted to be financially. The same holds true today, and the younger management people need to realize this, and make some personal financial decisions. I try to live within my means. I invest every dollar I can to enrich my retirement package. My compensation is much better than some, not as good as others, but none of them can beat the security of the job at UPS. By the way, questioning change is never a bad thing, nor does it make one a bad employee. [/QUOTE]
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