RE: Bonus Structures

["Stone, Brad V (TC)" <bvstone@xxxxxxxxxxxxxx>]

I think anything shows that you do recognize their work.  A simple thank
you, free dinner at a steak house, etc... once in a while would be enough
recognition for a job well done.  But instead of the VPs getting all of the
bonuses for our work, it would be nice to get a piece of the pie (it's a big
pie).

Brad

> -----Original Message-----
> From: Allen, Stu [mailto:sallen@fellowes.com]
> Sent: Wednesday, June 14, 2000 3:47 AM
> To: 'MIDRANGE-L@midrange.com'
> Subject: 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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