Page 11 - DRB&FCL BONUS STRUCTURE

MEASURES
There are four performance guides to measure your a

chievements in that specific quarter.

They are:

13.

Exceeds Expectations

14.

Meets Expectations

15.

Needs Development

16.

Not to standard

These guides will be discussed at your first Quarte

rly Performance Review meeting on 5

th

September 2019. More information on our appraisal s

ystem will be circulated to you prior to

this meeting.
At our meeting, you were advised that if a Manager

consistently falls in the third and fourth

category for two consistent quarters, they will be

placed within the Company’s Capability

procedure, information about this is available via

our Employee Handbook.

BONUS POT STRUCTURE
General Manager 15%
Manager 40%

Deputy Manager 15%
Head Chef 15%
Head of Department 15%
For any Manager holding an additional Manager post

temporarily, the bonus will be

apportioned according to the period the post was he

ld by that individual.

TARGETS
Venue Operational Profit Trigger 2019/20 £911,913*
Profit Level Excess Over Profit Trigger Bonus Pot

Potential

£950,000 £38,087 £11,426

£1,000,000 £88,087 £26,426

£1,050,000 £138,087 £41,426

£1,100.00 £188,087 £56,426

£1,150,000 £238,087 £71,426

£1,200,000 £288,087 £86,426

£1,250,000 £338,087 £101,426

£1,300,000 £388,087 £116,426
*includes allocation for Marketing salaries.