MPS and LTP planning

Good day to you all,
What is the MPS planning in R/3, can someone give me a brief couple of lines?
I know it very well in APO but have had a look at the navigation of MPS in R/3.
What does it do, what are the Pro's and Con's and could I use MPS with LTP?

Guy!
in MPS you will plan only the header items in and no further planning for the below levels. the idea is to create a firm plan for the header item first firm it so that no change for the firmed plan within the "Planning time fence". so you will have a definite plan for the period "PTF" so you can plan down the level using normal MRP and release the PO or schedule lines which leads to stable planning and smooth flow. if you are not fixing the plan for the higher level material then frequent change as per incoming salse orders will create unstable planning!
So MPS is used for critical assemblies with Planning time fence and fixing types
LTP is used for simulating the planning for various scenarioes with different planning versions and analysing the profitability, capacity requirement etc. and also after arriving the favourable version you can transfer to active version then you can go for either MRP or MPS.
MPS is active planning whereas LTP planning is simulation.
also in MPS you can use interactive planning and you can change the planning conditions and until it is saved it will be in system memory
hope this helps
Regards
SK

Similar Messages

LTP Planning for Subcontracting Purchase Order

Hi All,
I am doing LTP run for the Finished Material.
Finished Material is having few open subcontracting Purchase order's.
When I take the LTP run in MS02, system is considering the Open PO's and adjusting (netting) it with the Planned independent requirements of finished material. This is ok.
But the planning is not creating depending procurement proposals for the child items.
It is subcontracting PO of finished material, system suppose to create the dependent requirements.
In the MRP run it is working fine in MD02. But not working in LTP planning run in MS02 Transaction.
Rgds / Shailendra
Edited by: Shailendra Hadkar on Apr 7, 2010 10:44 AM

Hi All,
I have found one BAdi u201CMD_CHANGE_MRP_DATAu201D for showing up Subcon requirements in MS04 for child materials.
This BADI "MD_CHANGE_MRP_DATA" requires to implement using method "CONSIDER_RESB".
But implementation of this BADI using method "CONSIDER_RESB" will open up Dependent requirements/reservations of phantoms in phantom assembly planning and other reservations also.
How I can implement this BADI for specific Subcon requirements or Specific MRP element??
Regards,
Shailendra
Please refer below post by Nethi Venkata R...
LTP Doubt

INPUT FOR MPS AND MRP

Dear gurus,
I want to run MPS ande MRP at plant level ,
1)so If i want to use MD40 T.C for MPS what are all other inputs I should give as I am running for the first time at plant level.
2) In the same way for running MRP at plant level for the first time what are all the input i should give in T.C = MD01
waiting for your speedy reply
Regards,
sekar chand

Hai gurus ,,
Thanks for your reply
I need theMRP control parameter for MRP and MPS or confirm whetther the following is correct for running at plant
level for first time.
T.C = MD40( MPS at plant level first time)
MRP control parameters.
1) Proceesing key = NEUPL
2) Create Purchase Req= 1
3) Schedule lines = 3
4) Create MRP list = 1
5) planning mode = 1
6) Scheduling = 1
In the same way for TC = MD01 ( MRP at plant level for first time)
MRP control parameters.
1) Proceesing key = NEUPL
2) Create Purchase Req= 1
3) Schedule lines = 3
4) Create MRP list = 1
5) planning mode = 1
6) Scheduling = 1
waiting for your feed back
sekar chand

Raw material procurement based on the LTP Plan

Dear Friends,
How can I create a procurement proposals based on the LTP Plan. For example for material A, I am doing the LTP planning for entire Year. As per the LTP plan I got the Raw material requirements. I don't want to make the total plan as active. That means I don't want to create PIRs for my finished material A for the entire year. But as per the LTP plan of finished material A... I want to create a procurement proposals for the raw materials for the entire month through schedule lines... How can we do it?
If any further clarification is required... please let me know.
Regards.

Hi,
Based on the forecast for the material A, the simulative planned orders will generated for its raw material duirng the LTP run.
If you want to convert hte planned proposal into PR then you can run MD43 for the particular Raw material.
Before running MD43, in MS04 - set firming date and then run MD43, planned orders will get converted to PR (firmed). Then run LTP again using MS02 (then the planned orders get deleted)
Please check and come back if you need any clarification
Thanks,
JK

MPS and MRP question

Hi all,
There are two kinds of planning run (i.e. MPS and MRP). I have few questions on this.
1 - Do I need to setup two background jobs, one for MPS job, and another follow by MRP job, in the system?
2 - Can I just run MPS using MD40 (total MPS run) without perform MRP run (i.e. using any of the MD02)?
3 - Does MPS ONLY plan one level only? in another word, all the second level onward will require another separate MRP run to show all the subsequent level dependent requirement?
4 - if there is one FG, and it has 2nd level of semi-FG bom compenent, the semi-FG has another level of semi-FG and subseuqently Raw material level. In this kind of scenario with many level, it is good practise and it SHOULD use MPS to first plan for the first level FG? and later subsquent level use MRP to plan? Am I correct?
thanks.
tuffy

Hi,
No,
You can MD40 and then MD02
Usually Only those materials which affect companies profit will be taken for MPS, hence few materials will be available for A importance, so you run level by level for MPS, rest will run under MD02, it depends on the business process.
When running MRP using transaction MD02 and MD41, what the difference should be?
There is no difference in the processing logic as such. The only difference is that MPS only acts on materials with an MRP type relevant to MPS (e.g. M0, M1, etc...), and MRP acts on materials with an MRP type relevant to MRP (e.g. PD). How the materials are processed is exactly the same.
This functionality allows you to run MRP for 2 sets of materials separately (and with a different frequency).
For example, some businesses may do planning for their finished goods once per week, but would want to run MRP for their
components daily (although this is generally not necessary with SAP). So, for this example, you would define all finished goods with an MRP type relevant for MPS, and all components with an MRP relevant.
Basically, MPS is a form of MRP that concentrates planning on parts or products that greatly influence the company profits or those that require critical resources. Items marked as master schedule items can be finished goods, assemblies or raw materials. These items are selected for separate MPS run that takes place before the MRP planning run. MPS run is executed without any BOM explosion. This is to allow the MRP controller to ensure that the master schedule items are correctly planned before any detailed MRP run take place.
As you can see, there are not too differences if you review MRP and MPS isolated, but lets think the BIG PICTURE, and can find the difference is just an procedure stuff:
1: RUN MPS (tcode: MD40). SAP do the planning run multilevel, also considering the MRP materials.
2: Do the the necesary MANUAL changes in your MPS materials Planned Orders, remember that the planning run is "JUST AN ADVICE" and never can replace the human decision. Here, you have your MPS Plan, and also the consumtion Plan (dependant requirements)
3: Then, with the dependant requirements OK (acording to MPS's Materials Planned Orders), do MRP RUN (tcode: MD01). The MRP run dont change the MPS plan.
The idea of MPS and MRP is to "separate" materials, in order you can run "masive process" in order. The algorith of mps and mrp are the same. Both work with the PlanTime Fences and Fixation types, rescheduling is the same, and so on.

MRP, MTS, MPS and MTO in DP

Hai,
Where do we use MRP, MTS, MPS and MTO in DP? Can somebody refer me to any documentation?
Thank you.

Hi Visu,
I never imagined your question came related to a DP job requirement. While technically these are not relevant for DP, but as a DP consultant you need to be aware of the concepts which are definitely more relevant on the supply side (SNP, PPDS).
"Character Based Forecasting (CBF) deals with variant configuration or nothing but MTO scenario right?" - you can argue that CBF is a functionality for MTO scenario especially when dealing with large variety of similar products.
"Also DP-BOM works with dependent requirements generated from BOM." - DP-BOM or Forecasting with BOM is a special functionality in DP to manage demand for a product which has both independent as well as dependent requirements. Please note it is not for generating dependent requirements only. Classic example - a speaker set that can be sold separately or as part of a packaged audio system. But then this is NOT MRP because we are talking about generating the demand only.
MRP is to generate net requirements for "components" after exploding the BOM for "finished item" and netting against stock to create relevant receipt elements (Purchase Req or Planned Orders).
Somnath

MPS and MRP

Hi experts,
Is there any difference between planning done using (a) MD41 (for a material of MRP type M0)
and
(b) planning done using MD02 for the same material with MRP type PD?
If I am going to do a MPS for a material of MRP type M0 using MD41, it doesn't make any difference whether I do a separate MRP (say MD02) for its components which are of MRP type PD, am I right?
Thank you very much for your time.

Hi Sethuraman,
This will be relevant for firming. Yes.You are correct regarding the firming part. But there is a difference between MRP and MPS. These are applicable for MD41 and MD02.
Difference between MPS and MRP
Technical difference between MRP and MPS
Regards,
Krishnendu.

Difference between Pension plans and savings plans

Dear Friends,
I'm familiar with the configuration of savings plans. But I have no idea about the pension plans. I realize that some of the basic steps are common to both savings and pension plans but what is the main difference from a config perspective?.
If any one can kindly explain the necessary steps to set up pension plans or if there is any document which talks about it please please let me know.
I appreciate the help and thanks in advance.

IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Minimum and Maximum Number of Dependents
Define Cost Variants:
In this step you define cost variants to determine which factors influence the cost of a health plan for an employee. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual costs in this step. You simply define how costs vary according to:
u2022 Plan
u2022 Option
u2022 Dependent coverage
u2022 Employee data
Before you start to define cost variants, you need to do the following:
1. Determine how often costs vary for all the combinations of option and dependent coverage that you have defined in each plan.
This indicates how many cost variants you need. You can use the same cost variant more than once, for example, if costs are always identical for the dependent coverages 'employee only' and 'employee plus family' within a plan, regardless of the plan option
2. Determine how costs vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and cost grouping to determine cost. You can also indicate whether the gender of employees and whether or not they are smokers are cost criteria
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Cost Variants
Cost Rules:
You need to define costs for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Cost Rule
Health Plan Attributes:
In this step, you bring together all the definitions relevant to the health plan that you have made in the previous steps.
You assign to each health plan:
u2022 Its options
u2022 Relevant dependent coverages
u2022 The cost variants for the combination of options and dependent coverages
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Assign Health Plan Attributes
Insurance Plans:
In this step, you define general data for insurance plans
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Insurance Plan General Data
Coverage Variants:
In this step, you define coverage variants to determined which factors influence the coverage an employee is entitled to in a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual coverage in this step. You simply define how coverage varies according to:
u2022 Plan
u2022 Coverage option
u2022 Employee data
Before you start to define coverage variants, you need to do the following:
1. Determine how often coverage varies for different coverage options.
This indicates how many coverage variants you need. Note the following:
u2022 If a plan has set coverages (including salary multiples), you need a
coverage variant for each.
u2022 If a plan allows employees to choose any amount of coverage within a
range, you need only one coverage variant.
u2022 If a plan has options, you will need a coverage variant for each option.
2. Determine how coverage varies according to employee data.
This determines how you need to set up your variants using employee groupings. For each variant, you can specify a parameter group and coverage grouping to determine coverage
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans 
Coverage Rules:
In this step, you define the actual coverages for a plan.
You need to define coverage for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
Coverage can be defined as a flat amount or as a factor of salary
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Coverage Rules
Cost Variants:
In this step you define cost variants to determine which factors influence the cost of an insurance plan for an employee. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual costs in this step. You simply define how costs vary according to:
u2022 Plan
u2022 Coverage option
u2022 Employee data
Before you start to define cost variants, you need to do the following:
1. Determine how often cost varies for different coverage options:
u2022 If an insurance plan has set flat coverage options and flat costs, you need
to define a cost variant for each flat cost.
u2022 If you have set flat coverage options and the flat costs are directly
proportional to the coverage stated in the flat cost, you need only one
cost variant.
u2022 If an employee can choose any amount of coverage within a range and the
cost of the coverage is directly proportional to the coverage, you need
only one cost variant.
2. Determine how costs vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and cost grouping to determine cost. You can also indicate whether the gender of employees and whether or not they are smokers are cost criteria
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Cost Variants
Cost Rules:
You need to define costs for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Cost Rules
Insurance Plan Attributes:
In this step, you bring together all those parts of an insurance plan, that you have already defined in the previous few steps.
You define the insurance plan options, then associate to each insurance plan:
u2022 Cost variant
u2022 Coverage variant
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Assign Insurance Plan Attributes
Combined Coverage Limits:
When you define coverages for plans such as insurance, you can set limits on the coverage amount. This is often used when the coverage is an amount dynamically calculated when the employee chooses her coverage.
However these limits apply only to one plan and yet you might need to define limits which combine the coverages of more than one plan.
In this chapter, you define these combined limits as follows:
1. The limit that might span 2 or more plans is reduced to a mathematical equation, where there is an amount on one side and plan coverages on the other side. The two sides of this equation are then DIVIDED BETWEEN the two views in this chapter.
2. The first view defines the limit in monetary terms which is one side of the equation. It also defines the operator (equals, is greater than, and so on).
3. The second view defines the other side of the equation in terms of the plan coverages
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Combined Coverage
Combined Coverage Limit Expressions:
In this step, you enter the second half of the equation, as discussed in combined coverage
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Define Combined Coverage Limit Expressions
Imputed Income for Selected Benefits:
In this section of the IMG, you define the criteria needed to calculate Imputed Income.
Imputed Income is based upon benefits paid for by the employer and calculated using rates set by the Internal Revenue Service (IRS). This value is then treated as taxable income for the employee
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Review Age Groups for Imputed Income
Review Calculation Factors for Imputed Income:
In this step, you check that the Imputed Income Rate Table entries are correct.
The imputed income age groups are associated with the rates/factors set by the IRS
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Review Calculation Factors for Imputed Income
Savings Plans:
In this step, you define general data for savings plans.
You have defined the relevant type, status, and provider for each plan in the Basic Settings section of the Benefits IMG
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Savings Plan General Data
Employee Contribution Variants:
In this step you define employee contribution variants to determine which factors influence the permitted employee contribution to a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual contributions in this step. You simply define how contributions vary according to:
u2022 Plan
u2022 Option (only for plans in the plan category Miscellaneous)
u2022 Employee data
Before you start to define variants, you need to do the following:
1. Determine how often employee contributions vary for plans and any plan options.
This indicates how many contribution variants you need.
2. Determine how employee contributions vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and employee contribution grouping to determine employee contribution
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employee Contribution Variants
Employee Contribution Rules:
In this step, you define the employee contribution limits for each plan.
You need to define employee contributions limits for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
You can define minimum and maximum employee contribution in the following ways:
u2022 As a fixed amount
u2022 As a percentage of salary
u2022 As a contribution unit
In Payroll, the total employee contribution is the sum of these amounts
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employee Contribution Rules
Employer Contribution Variants:
In this step you define employer contribution variants to determine which factors influence the contribution the employer makes to a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual contribution in this step. You only define how contributions vary according to:
u2022 Plan
u2022 Option (only for plans in the plan category Miscellaneous)
u2022 Employee data
Before you start to define variants, you need to do the following:
1. Determine how often employee contributions vary for plans and any plan options.
This indicates how many contribution variants you need.
2. Determine how employee contributions vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and employer contribution grouping to determine employer contribution
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employer Contribution Variants
Employer Contribution Rules:
In this step, you define limits for the contributions made by the employer to employee plans. You so this for each employer contribution variant for each plan.
You need to define employer contributions limits for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
You can define the employer contribution and the contribution limit in either of the following ways:
u2022 As a fixed amount / as an amount per unit contributed by the employee
u2022 As a percentage of employee base salary or employee contribution
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employer Contribution Rules
Assign Savings Plan Attributes:
In this step, you complete the definition of savings plans by bringing together the relevant elements that you have already defined:
u2022 EE contribution variant
u2022 ER contribution variant

How many lines can you have on a nation wide talk and text plan?

How many lines can you have on a nation wide talk and text plan?

A max of five lines is allowed on the Nationwide Talk & Text family plan.

Single and strategy plan( What does it means )?

Hi all,
Please explain me what does single cycle plan and strategy plan means.
Following is my requirement.
( Since Swedish mills and other units use not only single cycle plans but also strategy plans , sometimes with multiple operations to each maint item, there is a need for cycle and cycle unit (interval) and work center on operation level on the layout in the report zpm_huvud.
There is also a need for maint plan name, plant section and work center (on operation level) as search criteria in the variant. The reason for this is that we use plan name as grouping criteria for multiple objects in rounds. The criteria work center description text should be changed into main work center.
We also need to be able to sort the answer in the layout in two ways : by functional location or by maintenance plan.
The plans that have object lists and/or have no operation lists also need to be shown in the report. All text on maintenance plan should be shown in the report )
Please explain me this with one example...
Its urgent.
Thanx in advance,
Amruta.

hi
single cycle plan
say for example you are planning to replace the bearing of a pump every 500 hrs of ruuning ,you use this plan to generated the maintenance order when the operating hours reaches 500 hrs.
Stratergy
In case of DG set there are lot of components to be maintained based on running hours for example for ever 100 hrs filters to be cleaned,every 500 hrs lub oil to be changed.In this case you can use strategy based maintenance plan .you can create 2 operation in the task list and assign to the respective package,so onec the 100 hrs has reached system will create maintenance call object as filters to be changed and in 500 hrs it will say lub oil replacement
regards
thyagarajan

BEST Practice for Balance sheet and Investment Planning

hi all
I need the Best Practice guides for Balance sheet and Investment Planning
where can i get it ?
if someone has them please could you mail them to [email protected]
also if someone has documentation regarding these please forward them also
Points assured
Thanks in advance
Nidhi

Hi Nidhi,
Refer to the below link for the available scenarios
http://help.sap.com/bp_biv335/BI_EN/html/Bw.htm

Difference bet terms of Payment for Installment Plan and Installment Plan

Dear All,
what is the functionality difference between terms of Payment for Installment Plan and Installment Plan? please pour your thoughts.
thanks in advance

Hi Vinay,
Terms of payment :-this is nothing but when vendor will pay the amount to party.
Installment payment :-This is nothing but when vendor will pay no .of terms
Funtionally we can use for both T.codes OBB8,OBB9
May be you can understand what i told
Regards
Surya

I am so disgusted with Verizon CS. Six hours over two days on the phone to upgade a phone and my plan. More to come, but I have names, and even a direct phone number to a "supervisor". I'll be posting more... The incompetence of EVERYONE (which is alm

I'll be posting all the details of this tomorrow.

So, I'm back, the OP.
As briefly as i can:
Two phone family, currently one smart, one dumb phone. The dumb is eligible for upgrade.
Call into V and spoke with "Anthony" to get info on what plan(s) I might consider as I upgrade the dump to a new iPhone 6. Currently an old "grandfathered in" Nationwide 700 plan. This was Friday Sept 19. Get some info, which I assumed to be correct, including the fact, his words not mine, that the "upgrade (device) fee" can be negotiable.
Before I had any first hand knowledge, I assumed that I'd better get a "second opinion" so I drove over to my local Verizon (corporate) store. Well, I got a different story, including the percentage of my employee discount on service, my employer gives a 20% discount and has for years, I have my current statement / bill in my hand. But no.... Verizon guy says that is wrong, its only 18%. I ask him about upgrade fee being negotiable. He says no, never. So what had I learned? That V guy on the phone from Friday was either lying or just ignorant.
Soooooo.... now its Tuesday, Sept 23. The "BIG" day, day of 3 hours 50 minutes on the phone with SEVEN different V people, all of them telling me something different about what plan(s) I'm eligible for, your employee discount is 17, no 18, no 20 percent. Yes we can negotiate an upgrade fee, no we can't... At one point, now a couple hrs into it I say I've had enough, I want to talk to a supervisor. "I'm sorry sir, supers can't come to the phone" WHAT? Well later, once I did speak to a first level supervisor and then a second level I of course found out that was wrong - more lies / misinformation? The supervisor took the name of that V CS rep and looked at my every growing call log and said that he would speak to the CS rep.
So, nearing the 3 hrs mark into my attempt to find out about plans and buy an upgraded phone for my plan I reach "Brian". I have his direct number. Apparently he is something more important that the past 6 people I've spoken to over the past thee hrs. I tell him: "EVERY SINGLE PERSON I've spoken to so far has told me something different, and or contradicted what the last person I've spoken to has said!!!!!" Yes you can have 2 single line plans, no you can't, to get this plan your upgrading device has to be on the "Edge" plan, no it doesn't, your employers discount applies to the bottom line, no it doesn't, only to the data, and on, and on, and on.
Sooooooo I tell Brian, "here's how its going to go... YOU are going to wave the upgrade fee. I don't care where the money comes from, V or right out of your pocket. I've been on the phone for now closing in on FOUR HOURS...."
Sooooo he agrees. I laugh and tell him, "You know, it has nothing to do with the money, not its all about screwing V as much as I can, and wasting yours and V's time."
He says, order your phone and plan this week and I'll call you Friday (today Sept 26) and then credit your account the fee.
Soooo yesterday (Sept 25) I call in to do just that, order the phone and plan, WHICH I was told really the only plan that would suit you would be a More Everything Plan. So, ok that's that.
I speak to a CS / Sales rep. I buy the phone and then we go on to the plan. I tell the rep THIS WHOLE LONG STORY, and it looks like we are heading towards the More Everything, BUT she says to me, "you know, you could do that Single Line plan for BOTH of your phones?" I say "WHAT????" I was told by two reps NO, and two reps "Well.... maybe". This plan gets me everything I want AND saves me $10 a mo.
Sooooo we go for that, BUT.... I can't change my plan (from current Nation Wide 700) to 2 two single line plans until I activate my new phone (which will be 4 weeks until I get it - iPhone 6), SOOOOO once it arrives I HAVE TO CALL BACK TO V and switch - how much fun will that be??? MORE time (hours?) with V.
So we agree.... The rep says I just have to transfer you to our automated system where you'll agree to terms and conditions.. Fine. Up comes the computer voice... and.... it says "hello.... you are upgrading your device (123) 555-1234 (it gives a real number), press 1 if this is correct." WHAT???? That is NOT the phone number of my device ***? The auto system gives me the option to press another number to "enter a different number", so I do, AND...... The call disconnects.
Now... If I could track down ANY ONE OF THE PAST 8 PEOPLE I'D SPOKEN TO OVER THE PAST TWO DAYS, YOU'D BE READING ABOUT ME - "Upset customer KILLS everyone at V". I AM SO ******* ****** OFF AT V... I'm now into 2 hrs today, plus the nearly 4 hrs the other day on the phone.
Soooooo.... I call back, have to tell the story again, this time to "Nick" in N.Y. Nick says just go on line to your account, you can accept the terms there. Well, what do you know.... It works, amazing.
But.... Nick says great and reads back the info on the phone I bought and says "...and I see you are on the More Everything Plan..." WHAT, STOP, STOP, STOP. I tell Nick, "Nope, I am not, I never agreed to that, I'm waiting, keeping my old plan for 4 weeks until I get the new phone, THEN I'm to call back (oh joy) to V and upgrade my plan"
Nick say's well you have the More Everything plan, and it is costing you $10 more a month, BUT I can't un-do it because there is a purchase (my phone) in progress... I am not BEYOND MAD. We are now at SIX HOURS TOTAL TIME ON THE ******* PHONE OVER TWO DAYS.
I ask to speak to Nick's supervisor. Melanie comes on the line. I, weather she wants to hear it or not, TELL HER THE ENTIRE STORY, that when (and GOD help him if he doesn't) Brian, the top end supervisor calls on Friday (today) to check on my experience buying the phone / upgrading the plan AND to credit my account the upgrade fee, I'm going to have to tell him about EVERYTHING THAT'S HAPPENED TODAY and about the TWO MORE HOURS ON THE PHONE. Melanie says, yes you do now have a More Everything... All I can do sir is apply a credit back to your account for the difference in cost between your old (what was my current) and the new More Everything (the plan I NEVER agreed to be on).
So, that is where we are as of now, Friday Sept 26 AM. "Brain" said he'd be calling by noon-ish Pacific time. I've got his direct number, and If I don't here from him by noon, his phone will be ringing off the hook very 30 seconds until he picks up.
My experience to simply upgrade one of the two phones on my plan and the plan itself HAS BEEN A NIGHTMARE. VERIZON is sooo SCREWED UP. NO TWO PEOPLE KNOW THE SAME INFO, and the INEPTITUDE displayed is sickening.

I have just made a clean instalation of Lion, with a bootable disk, and I planned to restore my files (music, photos, etc.), but Lion doesn't find my backup files. So, I'm about to loose all of my iTunes library, work docum The installation run perfectly,

I have just made a clean instalation of Lion, with a bootable disk, and I planned to restore my files (music, photos, etc.), The installation run perfectly, but Lion doesn't find my backup files. So, I'm about to loose all of my iTunes library, work documents (I'm a lawyer!!), my kid's photos.... How can I restore my files?? Help!!

Since you seem to be using a new disk for Lion, Time Machine will consider previous backups to be for a "different" computer. Try doing a control-click or click-and-hold on the Time Machine icon in the Dock, then choose "Browse Other Time Machine Disks". This should allow Time Machine to see the previous backups.
In the worst case you should be able to open those Time Machine backups and copy your documents from there to your home folder.
By the way, you've been misled by poor field labeling on this forum into typing a large part of your message into the field intended for the subject. In the future just type a short summary of your post into that field and type the whole message into the field below that.

Hi, I have an Ipad 2 and am planning a trip to Budapest,Hungary, I have Verizon, will I be able to use the Ipad 2 in Budapest?

Hi
I have an IPAD 2 and am planning a trip to Budapest, Hungary, I use Verizon, will I be able to use the Ipad 2 in Budapest? Thank you.

And you can of course use the iPad itself for any function that does not require an Internet connection. You can only use a cell network if Verizon has CDMA partners in Hungary, which I believe they do not have.
Regards.

MPS and LTP planning

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