17th April 2006, 05:12 PM
IMHO performance related pay is a Bad Thing, in general. It doesn't really work in any profession outside sales. Some contracts will be inherently more profitable than others, so you get unrest from people not allocated to those contracts. It's all very well saying that quality must remain the same (or better) but it just won't, it's a fact of life. Apply it to an industry based on short term fixed contract labour and you have a recipe for disaster.
What I can see working, and works well in other fields, is a bonus awarded on a regular basis as a crude profit share scheme. The firm does well over a year or 6 month period, and a bonus is awarded to ALL staff. It is debatable whether such a bonus should be flat rate or pro-rata: in the past I have argued stoutly for the former in defence of lower paid colleagues (secretarial staff etc).
We owe the dead nothing but the truth.
What I can see working, and works well in other fields, is a bonus awarded on a regular basis as a crude profit share scheme. The firm does well over a year or 6 month period, and a bonus is awarded to ALL staff. It is debatable whether such a bonus should be flat rate or pro-rata: in the past I have argued stoutly for the former in defence of lower paid colleagues (secretarial staff etc).
We owe the dead nothing but the truth.