Publishing Our Bonus Structure - HR Initiative

Does anyone have any thoughts about publishing the bonus structure so that everyone in the company can see everyone else's?

My company has the bonus or Economic Value Added (EVA) on our job descriptions. We wanted to publish our job descriptions for everyone but are worried about our EVA being on them and wanted to see if anyone else has ever had such an issue.

It seems to me that everyone should know what their own personal bonus structure is. If you post other bonus structures, I think it would open the door to dissension, lower morale, and loss of productivity/efficiency. Do you want to go down that road? For what purpose?

What about free access to job descriptions? Should a factory supervisor be able to see the VP's job description?

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I don't see any problem. In fact, it may be a good idea. It may serve as an incentive to employees to strive for upward movement in the organization. Of course, the bonus structure should be deleted.

The other benefit of having the job descriptions readily available would be to aid and assist others in the organization to understand and appreciate what responsibilities others, above and below them, have which contribute to the productivity, efficiency, and safety of the organization. Such recognition and appreciation will be carried out of the workplace and be reflected in the marketplace, as well as enhancing the company's prestige in the community.

Thank you for the feedback. We initially included the bonus in the job description to avoid the administrative task of referencing it in our ERP system. However, you are likely correct in suggesting its removal unless necessary.

Thanks again!

Phil

Go ahead with making position descriptions/salary charts available to all. It's a best-in-class practice that we used to follow at my previous employer.

We are going to go forward with putting the job descriptions into a database and publishing them. However, we are currently basing salaries off of market value at the time of hire and don't have a set salary structure/chart. It is a possible project for the future.

Thanks again for the feedback!

I am also interested in the implementation. What did you publish? Throughout the organization or just selected segments? What kind of feedback did you get (particularly interested in the feedback from Upper Management)?