UPS » Topics » Manager-Owner concept plays a central role in the success of UPS

This excerpt taken from the UPS DEF 14A filed Mar 19, 2007.
Manager-Owner concept plays a central role in the success of UPS
 
Until 1999, we were owned by our employees and managed by our owners. Since going public in 1999, our employees still maintain a significant ownership in our company. To achieve our objective of stock ownership by management employees, four compensation programs were authorized under the UPS Incentive Compensation Plan — the UPS Management Incentive Awards Program (“MIP”), which is comprised of both short-term and long-term incentives, the UPS Ownership Incentive Award, the UPS Long-Term Incentive Program (“LTI”) and the LTIP. An overview of these programs is provided in “Elements of UPS Compensation,” and material information about the plan designs is included in the narrative and footnotes accompanying the compensation tables below.
 
Because our compensation programs are designed to foster long-term stock ownership by managers, each executive officer has accumulated a meaningful number of shares of our common stock. As a result, the interests of shareowners and our executive officers are closely aligned, and the executive officers have strong incentives to provide for effective management. Additionally, executive officers and directors are expected to acquire and hold a significant amount of UPS stock as described under “Stock Ownership Guidelines” below.
 
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