Bonus System fixed pay portion and a variable portion
Bonus System. 15.1 Life Personal Trainers will operate a bonus system for all employees. Life Personal Trainers will contribute one dollar ($1) for every hour worked by employees to a bonus fund.
15.2 Employees can elect to access their bonus fund as and when required up to an amount not exceeding the total of their bonus fund.
15.3 The fund may also be accessed when unpaid leave is taken. Any unpaid amounts accumulated in the fund will be paid to the relevant employee no later than 7 days after the 31 December in any calendar year.
Bonus System. Key Performance Indicators are critical to ensuring that the business continues to improve, therefore, they will provide the focus for all employees affected by this agreement. Performance Based Bonus’s will be paid based on achieving the following performance objectives: Year ending 31st December 2007, 2008 and 2009. Performance Objective Measure Target Payment (per annum) Safety Attend 10 site safety meetings per annum 10 $300 Safety Complete daily pre-start checks, daily paperwork including breaks and forward weekly to Production Manager 100% $300 Housekeeping Assist with site housekeeping. Monthly assessment by Production Manager Fair Good Excellent $100 $200 $400 Housekeeping Maintain agitator appearance and minimize build-up. 3-monthly comparison to file photo Fair Good Excellent $100 $200 $400 Quality Number of wet loads per annum returned to the plant per company truck 321 $50 $150 $250 Vehicle Productivity Achieve an annual productivity (m³/vehicle) = 90% of the LOD 100% $350 productivity for the plant The maximum achievable performance based bonus is $2000 per annum When evaluating the performance levels, the company will take into consideration any circumstances outside the control of the Company Agitator Driver that may have adversely affected the results. Company Agitator Drivers will arrange time to review their performance against these targets on a monthly basis with their Plant or Production Manager.
Bonus System. 9.01 The Employer reserves the right to implement a bonus system.
Bonus System. Measurement of performance is an integral part of this Agreement, and employees will share in the benefits gained by the improvement of performance. Management will ensure that employees have the necessary resources and training to deal with the measurement of agreed KPI’s.
3.2.1 Key Performance Indicators (KPI’s) Three prime areas of performance are the focus of improvement activities in the business. Key Performance Indicators have been developed in the areas of; safety, customer service and operations. The Fleet Allocator will be responsible to monitor and communicate performance data for Transport employees to act on in conjunction with management. Benchmarks and targets have been set for the agreed KPI’s that will be monitored during the life of this Agreement. The reward system set out below has been developed to link employee payments to improvements in the KPI’s. To promote team spirit and support the payments are linked to improvements in performance on a consolidated fleet basis and not on individual performance. Bonus payments will be made in December of each year. The following KPI’s will be used to maintain and target performance improvement: Safety, (LTIFR) NIL NIL Attendance of Safety & or recorded Toolbox Meetings 6 meetings per employee per year NIL Absenteeism Maximum one day without certificate $100 per employee Customer Complaints Zero verified & recorded (NCR) complaints received from customers (customers are both internal & external) $100 per employee Wearing of Company supplied uniform To be maintained by employees and worn as supplied $100 per employee Truck re-fuelling P.M. daily - at the end of each days operation ensuring readiness for work the following morning $100 per employee Driver paperwork performance Drivers daily vehicle check sheet, time sheet & Mass Management daily record completed accurately, signed & dated $100 per employee Safety targets are not linked to reward as there is an expectation of safe work practices to be adopted across the business. Vehicle re-fuelling will apply to the vehicle each employee predominantly drives. Vehicle accidents – should a driver be found to be the cause of a vehicle accident, their bonus payment will not be paid in the year it is due. If in dispute, the committee nominated to determine negligence of an incident will consist of the Business Manager Fleet & Equipment and two Boral Fleet & Equipment Safety Committee truck driver representatives.
Bonus System. KPI Key Value Payment Coil Handling related Damage (Tonnes) 95% reduction < 90% Damage Reduction = 50% reduction in total available pool 90% Damage Reduction = 25% of total available pool 91% Damage Reduction = 30% of total available pool 92% Damage Reduction = 35% of total available pool 93% Damage Reduction = 40% of total available pool 94% Damage Reduction = 45% of total available pool 50% 95% Damage Reduction = 50% of total available pool BSL Cost Savings $100,000 per annum < $25,000 p.a. = 20% reduction in total available pool $25,000 BSL Cost Saving = 5% of total available pool $50,000 BSL Cost Saving = 10% of total available pool $75,000 BSL Cost Saving = 15% of total available pool $100,000 BSL Cost Saving = 20% of total available pool 20% LTIs Zero 1 LTI = 5% reduction in total available pool 5% Audits - Brambles Employees (Observation Audits) 100% involvement every 2 months (minimum 9 per month) Any shortfall = 5% reduction in total available pool 5% Reliability - The AGV System is not ‘capable of operating’ to service each particular single production or packaging line. Less than 16 hours p.a. < 16 hours p.a. = 10% of total available pool 10% Coil Packaging quality non-conformances Less than 1 per month > 12 non-conformances p.a. = 5% reduction in total available pool 5% No. of coils incorrectly placed in the warehouse Less than 2 per month > 24 incorrectly placed coils p.a. = 5% reduction in total available pool 5% The calculation of all KPI measures shall be as per the Service Agreement for Coil Handling and Packaging Services Maximum pool available is 10% of base salary
Bonus System. Employees will receive a bonus that is related to performance. The Consultative Committee will agree on Key Performance Indicators (KPI’s) that allows measurement of performance levels. KPI’s will be documented, distributed and communicated to all sites once agreed. KPI’s will be reviewed on a regular basis to ensure they remain relevant to the changing demands on the business. A bonus will be payable in the pay week proceeding Christmas each year subject to meeting the KPI targets. Level 1 Loader Operator Level 2 Multi-skilled Plant Operator Level 3 Plant Supervisor KPI Bonus levels $500.00 $750.00 $1000.00
Bonus System fixed pay portion and a variable portion The fixed pay portion is dealt with in accordance with the provisions in the Engineering Industry Part § 3.5 "Time- related/fixed pay".
Bonus System. 15.01 Bonus payments are to be made in the following manner on or before the 15th day of December each year for employees hired on or before July 17, 1996.
(a) Effective January 1, 2004, a regular employee shall receive Two Thousand Dollars ($2, 000). Regular employee is defined as working more than one hundred thirty (130) hours a month on average over the twelve (12) months prior to December 1.
(b) Employees working less than one hundred thirty (130) hours over the past twelve
Bonus System. The parties agree that a new incentive scheme will be introduced better reflecting the objectives of the BlueScope Steel business as measurable targets. This new incentive scheme to be called the Employee Incentive Scheme (EIS) aims to provide a more simpler scheme that is broken down into 3 components: ❑ Operational Performance ❑ Financial Performance ❑ Safety Key performance indicators are set reflecting local conditions at the Qld Logistics Terminal. This Company will introduce the new incentive scheme from 1 July 2007 replacing the current scheme that applies. Prior to the commencement of EIS on 1 July 2007 the parties agree to continue to discuss the finalisation of the participants guide in an effort to ensure that it is written in plain english and is able to easily understood by all employees. To this end the Committee will meet on at least a monthly basis (more frequently if required) to ensure that the participants guide is completed and presented to all employees prior to the operation of the EIS on 1 July 2007.
