Incentives Plan

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SZW0492

Business Finance

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See attached document for this Essay, APA format, 3 references, don't exceed 8 pages in lenght (I doubt it will take that much)

While you are asked to respond to two questions, please present your submission as an essay in a format similar to a research paper (e.g., title page, text, references, as necessary).



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GrowCo Engineering Incentive Plan Performance in the engineering department had been less than satisfactory in terms of attendance, adherence to schedule, and drawing quality. In particular, engineers have been lax in getting to work on time and claim problems with schedule adherence result from last minute design changes being approved by the sales department. On January 3, 2015, GrowCo approved a 2015 short-term incentive compensation plan for its engineers. The plan provides the potential for an annual bonus based on individual performance. Engineers are to be evaluated annually on three major factors: (1) on-time attendance, (2) adherence to schedule deadlines, and (3) drawing quality (opposite of error rate). 20% of the bonus will be determined by attendance and the remainder will be determined by performance to schedule (40%) and drawing quality (40%). The following table summarizes the criteria to be used in determining the bonus amounts: Performance Criteria On-time Attendance Adherence to Schedule Drawing Quality Criterion Weight 20% Threshold Performance Rating 90% Target Performance Rating 95% Maximum Performance Rating 100% 40% 80% 90% 100% 40% 90% 95% 100% Note: Threshold performance is the minimum level of performance qualifying for an incentive award; target performance is the level of performance qualifying for the full incentive award; maximum performance rewards performance above target with an additional incremental incentive payout. For each criterion, at threshold performance, the individual payout is 50% of target bonus; there is no payout for performance below threshold. At target performance, the individual payout is 100% of target bonus. At maximum performance, the individual payout is 150% of target bonus. Individual payout is adjusted proportionately for performance between these values. For 2015, the individual bonus target is 20% of salary. 1. What would an engineer’s incentive payout be for 2015 if the engineer’s salary is $80,000 and he/she attains threshold performance for attendance, a schedule adherence rating of 85%, and a drawing quality rating of 97.5%? Interpolate as necessary. Show all work! 2. What is your evaluation of GrowCo’s incentive plan? That is, what do you like? What do you not like? What would you change? Explain the reasoning involved in your evaluation. .
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Explanation & Answer

Attached.

Name 1

Name
Professors Name
Course Title
Submission Date
GrowCo Engineering Incentive Plan
Performance in the engineering department had been less than satisfactory in
terms of attendance, adherence to schedule, and drawing quality. In particular,
engineers have been lax in getting to work on time and claim problems with
schedule adherence result from last minute design changes being approved by the
sales department. On January 3, 2015, GrowCo approved a 2015 short-term
incentive compensation plan for its engineers. The plan provides the potential for an
annual bonus based on individual performance. Engineers are to be evaluated
annually on three major factors: (1) on-time attendance, (2) adherence to schedule
deadlines, and (3) drawing quality (opposite of error rate). 20% of the bonus will be
determined by attendance and the remainder will be determined by performance to
schedule (40%) and drawing quality (40%). The following table summarizes the
criteria to be used in determining the bonus amounts:
Performance
Criteria
On-time
Attendance
Adherence to
Schedule
Drawing
Quality

Criterion
Weight
20%

Threshold
Performance
Rating
90%

Target
Performance
Rating
95%

Maximum
Performance
Rating
100%

40%

80%

90%

100%

40%

90%

95%

100%

Note: Threshold performance is the minimum level of performance qualifying for an incentive
award; target performance is the level of performance qualifying for the full incentive award;
maximum performance rewards performance above target with an additional incremental
incentive payout.

For each criterion, at threshold performance, the individual payout is 50% of
target bonus; there is no payout for performance below threshold. At target
performance, the individual payout is 100% of target bonus. At maximum
performance, the individual payout is 150% of target bonus. Individual payout is
adjusted proportionately for performance between these values. For 2015, the
individual bonus target is 20% of salary.

Name 2
1. What would an engineer’s incentive payout be for 2015 if the engineer’s salary is
$80,000 and he/she attains threshold performance for attendance, a schedule
adherence rating of 85%, and a drawing quality rating of 97.5%? Interpolate as
necessary. Show all work!
Performance
Criterion
Criteria
Weight
On-time Attendance
Adherence to Schedule
Drawing Quality
Total

Threshold
Target
Maximum
Performance Rating Performance Rating Performance Rating
20%
90%
95%
100%
40%
80%
90%
100%
40%
90%
95%
100%
100%

Performance
Criterion
Criteria
Weight
On-time Attendance
Adherence to Schedule
Drawing Quality
Total

Threshold
Target
Maximum
Performance Rating Performance Rating Performance Rating Total
$16,000
$72,000
$76,000
$80,000 $244,000
$32,000
$64,000
$72,000
$80,000 $248,000
$32,000
$72,000
$76,000
$80,000 $260,000
$80,000
$208,000
$224,000
$240,000

Performance
Criterion
Criteria
Weight
On-time Attendance
Adherence to Schedule
Drawing Quality
Total

Threshold
Target
Maximum
Performance Rating Performance Rating Performance Rating Total
$40,000
$72,000
$76,000
$80,000 $268,000
$68,000
$64,000
$72,000
$80,000 $284,000
$78,000
$72,000
$76,000
$80,000 $306,000
$186,000
$208,000
$224,000
$240,000

Base Salary
0
$111,600.00
$130,200.00
$148,800.00
$167,400.00
$186,000.00
$204,600.00
$223,200.00
$241,800.00
$260,400.00
$279,000.00

Target Bonus (%)
50.00%
60.00%
70.00%
80.00%
90.00%
100.00%
110.00%
120.00%
130.00%
140.00%
150.00%

% Bracket
0.00%
60.00%
70.00%
80.00%
90.00%
100.00%

Name 3
2. What is your evaluation of GrowCo’s incentive plan? That is, what do you like?
What do you not like? What would you change? Explain the reasoning involved
in your evaluation.
The evaluation of GrowCo’s incentive plan is a compensation policy based on
employee performances as a key strategy component of achieving sales goals. The
incentive programs focuses on driving employee’s pay per performance in
association with percentage rewards. The compensation plan only offers rewards
beyond the 50% threshold, unfortunately, not all employees will have the same
opportunity, and in that case, alternative percentage thresholds would be
considered. Personally, I would create and implement a 30% and 40% bonus
bracket to help maximize performance because the 50-percentile range may not be
achievable for everyone. However, the incentives are extremely enticing and
motivational when employers are willing to provide their employees with job
satisfaction in terms of salaries and compensation rewards for meeting sales goals.


1. What would an engineer’s incentive payout be for 2015 if the engineer’s salary is $80,000 and he/she attains threshol
attendance, a schedule adherence rating of 85%, and a drawing quality rating of 97.5%? Interpolate as necessary. S
Performance
Criterion
Criteria
Weight
On-time Attendance
Adherence to Schedule
Drawing Quality
Total

Threshold
Target
Performance Rating Performance Rating
20%
90%
95%
40%
80%
90%
40%
90%
95%
100%

Performance
Criterion
Criteria
Weight
On-time Attendance
Adherence to Schedule
Drawing Quality
Total

$16,000
$32,000
$32,000
$80,000

Threshold
Target
Performance Rating Performance Rating
$72,000
$76,000
$64,000
$72,000
$72,000
$76,000
$208,000
$224,000

$40,000
$68,000
$78,000
$186,000

Threshold
Target
Performance Rating Performance Rating
$72,000
$76,000
$64,000
$72,00...


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