| |
Performance incentive systems usually set
10% to 20% of base salary as the performance incentive. Once specific measurable goals are
established, a dollar amount or weighting is assigned for each goal/objective. The
"weighting" of the goals should reflect the district’s organizational
priorities. Assigning a monetary amount to the
objectives establishes the payout weighting ($1,000, for example). With a 75% minimum and
a 120% maximum the range of the bonus would be from $750 to $1,200 per objective. For an
initial program three to five objectives are recommended. Particularly important
objectives could receive a greater "weight" than other goals, e.g. $1,500 to
$2,400 per objective for one objective and $750 to $1,200 for other objectives. |
|
|
