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Redesigned mip
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<blockquote data-quote="mipexample" data-source="post: 51938"><p>Where will new management come from? As a full time hourly youll make more than a starting supervisor including the MIP under the previous system. I know someone will challenge this based on a 40-hour week, but where do we have hourly employees working 40 hours a week? 47-50 is more the norm and it is common for them to reach the 60 hour mark during a busy week. Take away, or defer the MIP and a new supervisor will make considerably less than the hourly people he supervises for at least 5 years. </p><p> </p><p>The 3% merit raise will barely keep up with the hourly employee wage increases. What is the incentive to enter management? Remove all or a portion of the MIP and the pay for new management looks even worse. </p><p> </p><p>Do we have people lined up waiting to go into management? Do we wonder why? </p><p> </p><p>From what I see we will give the job to almost anyone willing to take it. Several years ago we only took the best we had from the hourly ranks to fill management positions. This clearly is not the case any longer. </p><p> </p><p>I must admit I am somewhat bitter over the MIP change because it will directly affect my W2, but from a long-term company and shareholder point of view I cant see how the company will prosper without being able to attract and retain the best management people. </p><p> </p><p>Will the best management people stay if there are other opportunities elsewhere? </p><p> </p><p>Will the best hourly people be attracted to management positions if they will not see an increase in compensation?</p></blockquote><p></p>
[QUOTE="mipexample, post: 51938"] Where will new management come from? As a full time hourly youll make more than a starting supervisor including the MIP under the previous system. I know someone will challenge this based on a 40-hour week, but where do we have hourly employees working 40 hours a week? 47-50 is more the norm and it is common for them to reach the 60 hour mark during a busy week. Take away, or defer the MIP and a new supervisor will make considerably less than the hourly people he supervises for at least 5 years. The 3% merit raise will barely keep up with the hourly employee wage increases. What is the incentive to enter management? Remove all or a portion of the MIP and the pay for new management looks even worse. Do we have people lined up waiting to go into management? Do we wonder why? From what I see we will give the job to almost anyone willing to take it. Several years ago we only took the best we had from the hourly ranks to fill management positions. This clearly is not the case any longer. I must admit I am somewhat bitter over the MIP change because it will directly affect my W2, but from a long-term company and shareholder point of view I cant see how the company will prosper without being able to attract and retain the best management people. Will the best management people stay if there are other opportunities elsewhere? Will the best hourly people be attracted to management positions if they will not see an increase in compensation? [/QUOTE]
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