[grant]

Hi JP

There are some differnces in terminolgy between the US and UK so I think we are talking about the same things. But in answer to your reply.

The bonus is always based on total hours available to work and total hours sold, therefore we only pay on labour sales not parts sales to workshop staff.

We stopped the team bonus as in our case we had too many terrorists within at that time who did not want to play a team game and they felt that they were carrying the weaker individuals (their words – lazy individuals), however to use a football analagy, you have to have your offense and your defense, so it was more a case of moaners.

Sadly in the UK you can’t just fire people like you can in the States, something I discussed with the great American motivational speaker Dave Anderson, when he talked about Hiring Eagles and Firing Turkeys at NADA one year, if only we could. So we stopped the bonus and went back to individuals.

So in our case, if a man is contracted to work 40 hours a week, we pay bonus on all hours over 36, ramped up to allow for his skills and or available hours.

I do hope this helps.

Reagrds

Grant

[grant]

Hi J P

As you will have seen from my posts, I am also searching for that illusive pay plan, so I may not be the best person to help you, BUT…we employ 13 Techs plus an Apprentice and Quality Controller.

I was paying a flat wage with a gurantee for any slow weeks so that they were always motivated. I then paid a ramped up bonus as a % of their individual base rates, this was experience linked and was based on hours sold/invoiced. On top of this I paid a gurantee overtime rate of time and one third and time and one half for Saturdays OR if their bonus levels were higher than the time plus rates, they were paid the higher bonus, so they had a win, win option.

We then moved to team bonus (which I realise you can’t do with the 3 of you) but that stopped any arguements about who got the best/easy jobs etc.

We are currnelty on flat wage, plus the two overtime bands as above, and they all now get a fixed percentage of the bottom line, again this percentage is based on the experience level, and or for example my gearbox and auto electrician enjoys a higher % as they have less opportunity to earn on the flat wage jobs.

On top of these schemes, I have also added incentives for upsells and I was running a monthly competition called “Platinum Spanners” where the top tech for the month based on write-ups, work hours and first time fix received Snap On Tools vouchers, £100, £75, £25 for the top 3.

It is always difficlut in these days of decreasing hours per job and tighter times, hence my search for something new and radical, so far it has eluded me….

Hope this is of some interest.

Kind regards

Grant

[grant]

Hi Armel

Thnak you for writing to ask about a suitable job vacancy with NMG, at present we do not have any suitable positions. Good Luck in your search for employment.

Kind regards

Grant

[grant]

Hi Phillip Thank you for the reply, that is similar to how we are paying at present, hourly rate, time one third for overtime, time and one half for Saturdays and % of monthly targets met based on skill levels.

Previously ran with time saved scheme but in this day of ever demanding customrs and shortened times we gave that up as CSI was affected.

Kind regards

Grant