RE: Bonus Structures

[P Nelson <pnelson@xxxxxxxxxxxxxxxx>]

Our company has this policy:

Take the employee's salary and divide it by 2,080, resulting in an hourly rate 
without the burden/overhead factored in. If the employee works more than 40 
hours per week, the "bonus" comes as that number of hours times the hourly rate.

As for annual bonuses, everybody's is tied as a percentage of the revenue they 
generate or the cost savings they uncover. This way it's quantitative and 
there's no room for being disgruntled.

Also, during January, after the Christmas/year-end rush is over, the company 
springs for a party and overnight lodging at a resort property (in our case 
we've used the Abbey resort in Lake Geneva Wisconsin). It's less than two hours 
from Chicago, and the kids are welcome to come along. Everybody seems to come 
away energized.
On 6/14/00, MIDRANGE-L wrote:
>I have a problem with % of salaries.  There are >times or places where there
>is a disparity in pay for whatever reason, be it >because someone was hired
>at a time when salaries were low, gender, or some >other reason.  From then
>on, using % of pay for increases or bonuses >increases the unfairness.
>
>-----Original Message-----
>From: Chris Bipes <rpg@cross-check.com>
>To: 'MIDRANGE-L@midrange.com' <MIDRANGE-
>L@midrange.com>
>Date: Tuesday, June 13, 2000 4:20 PM
>Subject: RE: Bonus Structures
>
>
>>for Programmer: % of installs with no CPF errors.
>>for Operations: % of uptime.
>>for Administrator: % of uptime.
>>
>>Make the bonus amount equal to 10% of their salary >and multiply by the
>>above.
>>
>>
>
>
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> To: <MIDRANGE-L@midrange.com>
> Subject: Re: Bonus Structures
> Date: Wed, 14 Jun 2000 05:05:28 -0700
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