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<blockquote data-quote="UPS Lifer" data-source="post: 563458" data-attributes="member: 9789"><p>Dannyboy,</p><p>You made some good valid points which help to substantiate my claim that 98 out of 100 drivers should never worry about their performance if they are TRUELY giving a fair days work for a fair days pay. There are always those one or two folks with attitude problems or other issues (on both sides of the coin) that probably deserve what they get. </p><p></p><p>With that being said, if you are within the normal parameters of standard deviation, you should be able to easily defend your position if the need arises. </p><p></p><p>I have always been of the mindset that any driver or other employee who is making the effort to do the job and wants help I would be there for them at all costs. I also don't feel I am in the minority on this. </p><p></p><p>On the other side of the coin...</p><p>When I did cross paths with someone who had an "attitude", I tried to understand why they had felt that way before butting heads with them. </p><p></p><p>I also agree with you on the consistency of the paid day. It should also be noted that a reasonable manager should establish a best demonstrated performance level with an employee, get a commitment and there should be an ongoing dialog with the supervisor and employee. The SPORH commitment should be an average and the management team should be looking at the consistency over time and whether the performance is stable or trending up or down. </p><p></p><p>As for a stop that gives you an abnormal amount of smalls on rare occasion the supervisor or manager should look at the time it took to handle the stop without counting "help" into the equation and give the proper piece count based on that. </p><p></p><p>If the stop gives smalls on a regular basis a variance should be built in to the stop. When I was a manager - we had a special unit that was used to account for smalls. I am not sure if that is district to district or not. </p><p></p><p>I always enjoy reading your thoughtful and insightful posts.</p></blockquote><p></p>
[QUOTE="UPS Lifer, post: 563458, member: 9789"] Dannyboy, You made some good valid points which help to substantiate my claim that 98 out of 100 drivers should never worry about their performance if they are TRUELY giving a fair days work for a fair days pay. There are always those one or two folks with attitude problems or other issues (on both sides of the coin) that probably deserve what they get. With that being said, if you are within the normal parameters of standard deviation, you should be able to easily defend your position if the need arises. I have always been of the mindset that any driver or other employee who is making the effort to do the job and wants help I would be there for them at all costs. I also don't feel I am in the minority on this. On the other side of the coin... When I did cross paths with someone who had an "attitude", I tried to understand why they had felt that way before butting heads with them. I also agree with you on the consistency of the paid day. It should also be noted that a reasonable manager should establish a best demonstrated performance level with an employee, get a commitment and there should be an ongoing dialog with the supervisor and employee. The SPORH commitment should be an average and the management team should be looking at the consistency over time and whether the performance is stable or trending up or down. As for a stop that gives you an abnormal amount of smalls on rare occasion the supervisor or manager should look at the time it took to handle the stop without counting "help" into the equation and give the proper piece count based on that. If the stop gives smalls on a regular basis a variance should be built in to the stop. When I was a manager - we had a special unit that was used to account for smalls. I am not sure if that is district to district or not. I always enjoy reading your thoughtful and insightful posts. [/QUOTE]
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