RE: Bonus Structures

I'd suggest up to 5% on company profitability as a whole, and up to 5% on
"Team Objectives" - set at the beginning of the financial year.
The Team emphasis is better than an individual one, particularly when the
number of staff is small.

Regards,
Stuart
                                                             
Stuart Allen
European Systems Analyst,  Fellowes
mailto:sallen@fellowes.com

> -----Original Message-----
> From: Shrader, Patrick [SMTP:pshrader@wkep.com]
> Sent: Tuesday, June 13, 2000 11:03 PM
> To:   Midrange Mail List
> Subject:      Bonus Structures
> 
> I am trying to formulate a bonus package for my small staff: 1 programmer,
> 1
> network administrator, and 1 operator. What type of bonus structures is
> your
> company participating in? What would you do to change it? What are your
> dislikes of your system, and what would be your dream bonus situation?
> 
> Aside, of course, from showing up to work once a month and getting a 110%
> bonus.
> 
> What is a typical bonus level -- % of salary or straight flat rate? 
> 
> Do you achieve levels, or get "all or nothing"?
> 
> Guys -- give me some great ideas and input so my proposals can be approved
> by management yet also make the employees very happy.
> 
> Thanks!
> 
> Patrick Shrader
> 
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