Appreciation Bonus

Appreciation Bonus

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OBJECTIVE

To motivate the OSI employees to perform every duty with love and commitment-oriented to the Client Satisfaction.

This Bonus is 100% provided by Outsourcing Services International and is intended to reward every OSI employee for exceptional job, hard work, commitment, and dedication to our clients.

LENGTH

This Bonus evaluates January through June, payable in July and June through December, expected in January, which means every 6 months.

REQUIREMENTS

To apply for your semestral Appreciation Bonus, you must have the following:

The employee must have at least 90 days within the company

The employee should have no more than 2 verbal warnings

The employee should have Impeccable attendance

Good attitude and commitment to the job

Diligent in the correct usage of TT

DEDUCTIONS

The Bonus will reflect an impact if:

The employee has more than 2 or more verbal warnings

The employee has 1 or more written warning

The employee has a No Show or any unjustified absence during the 6 months in evaluation.

AMOUNT

The Bonus has an equivalent “day of salary,” if you want to know how much Bonus per year you will be getting, please divide your current Salary in 30 and get your daily wage.

Now, how does the bonus works?

Your Bonus is equivalent to 1 day of wage per year, which means:

From 90 days – 364 days – 1 of the daily wage

From 1 year to 2 years – Amount equivalent to 2 days of daily wage

From 2 years and 1 day to 3 years – Amount equivalent to 3 days of daily wage

From 3 years and 1 day to 4 years – Amount equivalent to 4 days of daily wage

From 4 years and 1 day and ahead – Amount equivalent to 4 days of daily wage

E.G.

If your current Salary is: $600.00

Your daily Salary is: 600/30 = $20.00

  • The amount in dollars for your Appreciation Bonus during the first year is $20.00 –

THE SURVEY

Please find below the survey questions.

 

QUESTIONS

1 Does “NAME” level of productivity exceed your expectations?
2 Is “NAME” consistently delivering an outstanding quality of work?
3 Does “NAME” consistently deliver accurate work product?
4 Does “NAME” exhibit decision-making that reflects the company’s values and positively contributes to your company’s overall value?
5 How do you evaluate “NAME” commitment to internal policies and regulations
6 Does “NAME” take ownership of their work assignments daily and provide favorable resolutions?
7 Does “NAME” possess a positive attitude while performing their duties?
8 Are you favorably impressed with “NAME” overall work performance?
9 Do you believe that “NAME” understands their role in the process chain regarding the function they perform?
10 How would you evaluate “NAME” adaptability to changes overall?

HOW TO MEASURE

  1. There is a total of 10 questions in the survey.
  2. Every question has a percentage, depending on the job performed, the scale goes from 1 to 5, being 5 the top qualification, and these are the percentage weights:

3. After responding to each question, the total is summarized and divided into 10 (The 10 questions described). That number is split into 5 to obtain the average in qualifications which gives us the percentage to get as Bonus, for example:

  • John Doe is a great co-worker; he was evaluated as “Exceed Satisfactions” and “Very Satisfied,” on the 10 questions, John Doe got 46 points which is the total of the sum.
  • The 46 points needed to be translated into an overall average, reason why this number is divided into 10 (Which are the number of questions). The overall number allows to have the Level of satisfaction with then is translated into a percentage dividing this number in 5.
  • PROCEDURE:
    • Your account manager will receive this survey every January and July.
    • Your account manager will be in charge of filling out the survey based on feedback from clients, current performance, attendance, behavior, willingness to help OSI and teammates, among others.
    • Based on the above, you will be assigned a percentage.
    • Your account manager and your immediate supervisor will meet with you on a one-on-one basis after the Bonus is paid to let you know your percentage and areas of improvement if needed.

TIMELINE

The Bonus will reflect an impact if:

The survey will be sent to Account Managers every July and January before Payroll cut off (30th of the month)

All the surveys must be turned in to the WF department, who will compile the information and send it to HR Director for approval.

With the approval from HR Director and AM’s, this will be sent to Payroll.

FEEDBACK

Your current Account Manager is in charge of providing proper feedback not later than 2 weeks after this Bonus is paid.

The Account Manager will explain your strengths and areas of opportunity for next semester.

For questions regarding your Bonus, please always approach your Account Manager or send them an email.

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