Re: Bonus Structures

[Rob Berendt <rob@xxxxxxxxx>]

Our bonus each year is based on the performance of the company 
as a whole, and, on the performance of the department.  You have 
to count the company - you gotta have money to pay money.  We 
have some well defined goals.  They are projects and are they 
are implemented on time.  Although we've fallen short a few times 
and managed to excuse our way out of it.  Our bonus for the last 
few years has been around 11% of total gross pay.  Our company 
then contributes 10% of the combined gross pay and bonus to our 
retirement plan.  The retirement plan never waivers.  In example,
Sample:
Gross pay       $40,000
Bonus           $ 4,400
Subtotal        $44,400
Retirement      $ 4,440
Total           $48,840





pshrader@wkep.com on 06/13/2000 05:52:32 PM
Please respond to MIDRANGE-L@midrange.com@Internet
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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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