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How does your company define variable pay?
| Bonuses: Lump-sum payments for meeting milestones or discretionary rewards | Incentives: Profit-sharing, gainsharing, or stock options | Commissions: A percentage of revenue generated | Differential Pay: Extra pay for specific, less-desirable work hours or tasks |
|---|
| 86.5 | 46.2 | 38.5 | 34.6 |
Which of the following components are included in your organization’s target bonus structure?
| Annual Short-Term Incentive Bonus | Commissions | Discretionary Bonuses | Management Incentive Plans | Profit-Sharing | Performance-Based Lump-Sum Payments | Retention/Commitment Bonuses | KPIs/Scorecard-Based Incentives | Quality/Safety/Productivity Incentives | Project Completion Bonuses | Other |
|---|
| 64.2 | 35.8 | 34.0 | 32.1 | 28.3 | 20.8 | 17.0 | 15.1 | 15.1 | 11.3 | 3.8 |
How is variable/bonus pay paid out?
| Annually | Semi-Annually | Monthly | Quarterly |
|---|
| 73.1 | 11.5 | 9.6 | 5.8 |
Who is eligible?
| Company-wide | Salaried Employees + Leadership | Leadership only | Sales + Leadership only | Varies |
|---|
| 63.5 | 21.1 | 6.0 | 3.8 | 5.6 |
