Hi Friends, I represent a software development company with 70 employees. We are thinking of introducing a variable pay component that is linked simultaneously to project delivery (from a team perspective) and individual contribution. The scheme should ideally cover all our technical staff. It would be great if anyone who has implemented something similar can share the idea.
Thanks & Regards,
Robin Thomas
From India, Kochi
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15Thanks & Regards,
Robin Thomas
From India, Kochi
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Introducing a Fixed-to-Variable Ratio for Employee Roles
1. You may introduce a fixed-to-variable ratio for various employee roles across the company.
Determining the Variable Pay
2. As far as the variable part is concerned, you need to arrive at a business logic to determine the variable pay.
- This could be based on contribution to projects (team) and individual performance.
- Weightage should be defined for team contributions and individual contributions.
Measuring Project Contributions
3. For measuring project contributions, tracking projects and various attributes such as completion, billing, support rating, and score is necessary.
Measuring Individual Contributions
4. To measure individual contributions, either appraisal ratings or timesheet fulfillment can be used.
Payout Process
5. Instead of paying on a monthly basis, it may be easier to administer the payout process by opting for a quarterly payout system.
From India, Bangalore
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1. You may introduce a fixed-to-variable ratio for various employee roles across the company.
Determining the Variable Pay
2. As far as the variable part is concerned, you need to arrive at a business logic to determine the variable pay.
- This could be based on contribution to projects (team) and individual performance.
- Weightage should be defined for team contributions and individual contributions.
Measuring Project Contributions
3. For measuring project contributions, tracking projects and various attributes such as completion, billing, support rating, and score is necessary.
Measuring Individual Contributions
4. To measure individual contributions, either appraisal ratings or timesheet fulfillment can be used.
Payout Process
5. Instead of paying on a monthly basis, it may be easier to administer the payout process by opting for a quarterly payout system.
From India, Bangalore
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How much pay have you decided upon? Pay depends on individual salary or a fixed amount that you have decided. A few months back, we also applied it in our company. I've shared some points; I hope it'll help you.
Types of Performance
You may introduce two types of performance:
1. Measurable Performance
2. Non-measurable Performance
Measurable Performance
The following factors are measured according to your performance:
1. Number of billable hours in a month
2. Quality of work (in terms of bugs)
Non-measurable Performance
You can also add some points for non-measurable performance which show the interpersonal skills of employees:
1. Regularity
2. Initiative
3. Deadline
4. Leadership Skill
5. Teamwork
6. Improvement
7. Learning Ability
8. Loyalty
9. Dedication
10. Time Management, etc.
Regards,
Nisha Sharma
[Email Removed For Privacy Reasons]
From India, Delhi
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Types of Performance
You may introduce two types of performance:
1. Measurable Performance
2. Non-measurable Performance
Measurable Performance
The following factors are measured according to your performance:
1. Number of billable hours in a month
2. Quality of work (in terms of bugs)
Non-measurable Performance
You can also add some points for non-measurable performance which show the interpersonal skills of employees:
1. Regularity
2. Initiative
3. Deadline
4. Leadership Skill
5. Teamwork
6. Improvement
7. Learning Ability
8. Loyalty
9. Dedication
10. Time Management, etc.
Regards,
Nisha Sharma
[Email Removed For Privacy Reasons]
From India, Delhi
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