Is This True ..... ??

[clashcityrocker]

How can they justify accepting any bonus when the business is in such a dire financial state?
Hasn't the US stopped paying any bonuses to managers. Perhaps our managers should learn to lead by example.

[POSTMAN]

Here you go,i can't figure the fecking thing out...

This is the one for DOMS.

1. 10% – RM Letters profit with an additional 5% if the stretch target is achieved.

2. 20% – Region annual total cost budget with an additional 5% if the stretch target is achieved.

3. 30% – Delivery Office annual operations budget target with an additional 10% if the delivery office annual budget target is beaten by at least 1%

4. 16% – Local PCA 1st class delivered E2E with an additional 3.5% if the stretch target is achieved.

5. 4% - National 1st class stamped & metered (retail) E2E with an additional 0.25% if the stretch target is achieved.

6. 4% - National 2nd class stamped & metered (retail) E2E with an additional 0.25% if the stretch target is achieved.

7. 4% – National 1st class bulk E2E with an additional 0.25% if the stretch target is achieved.

8. 4% – National 2nd bulk class E2E with an additional 0.25% if the stretch target is achieved.

9. 4% – National 3rd bulk class E2E with an additional 0.25% if the stretch target is achieved.

10. 4% – National Special Delivery with an additional 0.25% if the stretch target is achieved.

Just remember that the percentage quoted above are a percent of the 10% bonus pot, so for example if they( RM) hit target 1 (RM letters profit) they would get 10% of the 10% bonus pot awarded so that would be 1% overall.

It was in a table that didn't paste across with the same formatting but objectives 1 to 3 were Shareholder targets and account for 60% of the pot. The others are Customer/Regulator Targets and account for 40%.
So to make it as clear as mud if we hit objective 1 a Dom would get 10% of the 60% pot of the total 10% of gross pay possible.

[Big Daz]

Scrap DOMs bonus and simply concetrate on customer service and quality levels as thats a good thing to do rather than aim for them to gain more money.

[TrueBlueTerrier]

Scrap DOMs bonus and simply concetrate on customer service and quality levels as thats a good thing to do rather than aim for them to gain more money.

If we are going to have bonuses based on targets I can't see any reason why the above scheme can't be applied to OPGs across the board. Although in principle I am against bonuses like colleague shares and share in success, that's because the targets where ephemeral and difficult to quantify. The above would have to above board and transparent as everyone would get a share in the bonus based on the same criteria.

[Big Daz]

A bonus/lump sum for each employee that is the same amount irrespective of grade, hours worked, seniority, length of service for hitting Quailty of Service Targets. Would a local elelemnt to that be acceptable as I reckon it could upset the flyers in my D.O as they might have to wait for internal missorts to be ready, wereas at present they are out of the door as soon as ready to go even if others are still prep sorting.

[Dorset Plodder]

Nice Idea Lads...But Cloud Cuckoo Land.... We all know if it's something that's going to cost "Them" money it's a non starter......However if it's money they can save by shafting "Us" then......

These Budget Bonuses make sense of why Mangers are so keen to throw off and bag up duties instead of paying OPGs! We know it's not meant to happen but if done on a daily basis it must be a nice little earner!

[Wessex]

Bonus today,bullet tomorrow