Our culture emphasizes a promote-from-within approach to management development. Development is a shared responsibility between UPS and the employee. By encouraging our people to have long-term careers at UPS, we have developed a management team whose depth of expertise is unparalleled in our industry.

A large percentage of our workforce in the United States has advanced from part-time to full-time positions and from non-management to management positions.

The average full-time UPS manager has worked for the company 15.3 years.

• In 2006, 13,535 part-time employees advanced to full-time positions.
• 55 percent of our current full-time drivers were once part-time employees.
• 85 percent of our full-time management employees were promoted from non-management positions.
• 56 percent of our vice president level employees started in non-management positions.
• 8 of the 12 members of our Management Committee started in non-management positions at UPS.

We have a formalized career development process that identifies employees with high potential early and develops qualified candidates for all positions. This process is critical to succession planning, which identifies the next level of executive leadership and ensures that these employees are ready to advance.

Our promotion-from-within policy is one of the primary reasons that our culture of ethics and integrity has stood the test of time for nearly a century. Due to the level of experience and length of service of our employees, our legacy is passed on seamlessly from generation to generation.

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