distributed among departments and employees. It is noteworthy that additional payments can depend on both individual results and the overall performance of the company.
Basic schemes of bonus systems
Bottom-up: In this model, the bonus portion is directly included in the budget as part of the wage fund. This means that the bonus amount depends solely on the individual productivity of the workers.
Penalty bonus system
There are bonus models that ig data package in some sense resemble the accrual of a fixed part of the salary. For example, for an accountant performing standard tasks, it is difficult to talk about exceeding the plan.
In such cases, the only factor influencing the size of the variable portion of earnings may be the number of errors made.
A similar scheme can be used in the manufacturing sector, where production standards depend on the technical parameters of the process or the characteristics of the equipment. For example, a foundry worker will not be able to increase the volume of steel produced without changing the technological processes.
If an employee does not make mistakes or produce defects, he is paid a fixed amount, which is usually a percentage of his base salary. This is considered part of the bonus for current activities, and employees perceive these payments as a mandatory component of their income.
An interesting point is that such a bonus system is actually a type of penalty system, which is prohibited by the Labor Code of the Russian Federation. A reduction in the fixed part of the salary means a worsening of the employee's financial situation, which is contrary to the law. Therefore, monetary sanctions cannot be applied to employees who receive only a basic amount. However, if a variable component is introduced into the remuneration system, this can serve as a tool for introducing fines.
Project scheme
The project-oriented bonus scheme is one of the most transparent and clear. In it, employees are awarded a bonus after the successful completion of a certain plan or task, the amount is agreed upon in advance. This concept has its roots in the Soviet period, it was called piecework pay. For example, an employee can receive additional funds for achieving specific goals and completing specific tasks.
There are several mechanisms for calculating project bonuses. One of them is a commission, the amount of which depends on the percentage that the customer is willing to pay to the performers for completing the project. Within the company, the amount of the project bonus is usually determined by the manager and can depend on various factors, including the complexity of the task and the internal resources of the company allocated for remuneration for a specific job.