Page 14 - DRB&FCL BONUS STRUCTURE
P. 14
11.
Venue Results
which is based targets set from your P&L Budget fo
r 2019 / 2020 as
outlined below (see Targets).
12.
Team Performance
, which will be discussed and assessed as part of y
our performance
appraisal.
These will be weekly, monthly (including financial
results) and quarterly financial performance
reviews.
PERFORMANCE REVIEW MEETINGS
Informally
– The team weekly meetings will carry the same for
mat as current. The week that
the monthly financial results are available Kerrie
Evans will attend to discuss the results.
Formally
– Quarterly: 5
th
September, 4
th
December 2019 and 4
th
March and an interim review
on *3
rd
June 2020.
*3
rd
June - interim meeting will discuss figures based
on Year End Draft Accounts, subject to
final approval.
MEASURES
There are four performance guides to measure your a
chievements in that specific quarter.
They are:
17.
Exceeds Expectations
18.
Meets Expectations
19.
Needs Development
20.
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.
