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4 Best Practices
Single User: Authorizes use by the person who places the order or for whom the order was placed.
Sitewide: Authorizes use of the report for a geographic site. All people at site can view the report for a year and copies can be printed.
Corporate: Authorizes use for the entire company for a year and copies can be printed. No limitations for usage inside the company.
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Actelion Pharmaceuticals; ADP; Amrutanjan; Anika Therapeutics Inc; Astellas; Atos; Blue Cross Blue Shield of Michigan; Carilion Clinic; Crown Melbourne Limited; DENSO; Deutsche Telekom; DHL Express; Direct Insurance (IAG); DIRECTV; Discovery Communications; DISH; Dow AgroSciences; Ernst & Young; Experian; Genentech; General Dynamics AIS; Geohidra Consultores; Kinross Gold Corporation; L3; Microsoft; Mphasis Ltd; Nexen Inc; North Shore Credit Union; Novartis; Novo Nordisk A/S; Palomar Health; Raymond Ltd; Reed Elsevier Shared Services; Phils Inc; Revera Inc; SAIC; SAP; SaskTel; Smart Communications Inc; SunGard; TASER International; The Biltmore Company; Thomson Reuters; Thunderhead; Time Warner Cable; Unisys Outsourcing Services GmbH; Xerox; Yahoo!; YES! HRSolution
Most Pay for Performance Programs Are Multi-Faceted: Companies in both the total benchmark class and the large work force segment indicate their respective pay for performance programs include annual salary increases, individual performance ratings and reviews, short-term and long-term incentives, and non-cash rewards and/or recognition.
Job Level Determines Bonus Eligibility for Many Companies (w/ Some Excluding Sales & Senior Management) Few companies make all employees eligible without any exclusions. For example, at 39% of companies in the total benchmark class, only employees at a certain baseline job level (and above) are eligible for the annual bonus plan. For respondents who indicated their eligibility criteria is more tailored, commonly excluded groups of employees are sales, senior management, and temporary employees.
Managers Follow Payout Guidelines with Recommendations: Nearly half of respondents indicate that managers follow payout guidelines and recommendations to determine bonus amounts. Only 5% leave bonus setting decisions entirely up to managers.