Here a short story about one, not so little, unnamed center that continues to excel, while remaining at the bottom GPD.
The center in question has been shown consistently to be in need of an increase to the next wage level, based on proven competitive wage data from the US Bureau of Labor Statistics, cost of living data, and now this...
The center in question has far out paced the company average in growth. Annual growth margins that deserve a closer look.
Outbound shipments up 15.78%
Inbound shipments up 10.09%
Also, on the Field Target Account initiative (FTA), exceptional effort has produced growth in shipment count from those target accounts of 180.52%! This compares overwhelmingly favorably to the company wide FTA result of 38.46%
The fact that the above accomplished while the industry averages remain flat, indicates excellence across the board. Manager, Supervisors, Clerical, Dock and Drivers, all contributing. All of the above could/would/should benefit from a well earned adjustment in GPD.
So 3 out of 4 indicators show this particular center consistently worthy of a second look in terms of pay scale.
1) Competitive wage statistics: Check
2) Cost of living: Check
3) Merit basis: Check
4) Turn over rate: Not yet there...
Almost universally, personnel (employees & management) at this unnamed center find the current GPD disheartening and frustrating. When asked what could be done to achieve a higher GPD status, the silence is deafening.
15 months ago, sweeping adjustments were announced, as well as the assurrance of more timely adjustments going forward, and ongoing analysis of the data. The results, or lack thereof, lead most to conclude that there is only one metric looked at. That metric seems to be turnover rate, and nothing else.
Let's ask the question, again. What more could be done to achieve a higher GPD status?