Page 24 - DRB&FCL BONUS STRUCTURE

cd 7%rh&eEC.- & .&&EFN &m77tEOF @7VkEHF% @ 7E9FE HNh7rEQRx %.7rx %7yx %–78tRx % h8ckx N8VQx NN.8j*x Ny87x £D1SEh8x %D76E .8 xDRRoE 7£tx x6FNE £V x6CE £EC x6SpsE h£mw x6hpuE .£C x1paE 7OtC x1mE OVFx x1pmE OR xEmE £hORC xEmE &.OD xEMmE %7tD xEw mE *VL @M.je NLdrFED47 %7dxhRxE––Q HdLuDE@3 &ELw1Ey-hcO 7£LLECEb.j4 8LTELEm7m O6L6yNE–RoC NrD.C Ny1QEyy@CC Nk dhcEdDy6pC NMNw.jEEwbC No7LE1w.@C NmrEDFwQTqC N 5ERwrq6q Nscq NE 1AAt 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 wi

thin the Company’s Capability procedure,

information about this is available via our Employe

e 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 held by that i

ndividual.

TARGETS
Venue Operational Profit Mark 2019/20 £571,816
Excess Over Profit Mark Bonus Pot Potential
£28,184 £5,637
£78,184 £15,637
£128,184 £25,637
£178,184 £35,637
£228,184 £45,637
£278,184 £55,637
£328,184 £65,637
£378,184 £75,637
It is in your best interest, not only to maintain s

elf-performance but to drive Team Performance. You

can do this by ensuring you commit to your role obj

ectives and drive others in your Team to do the

same. The success of everyone is founded on your in

dividual success, all of which will contribute to a

n

extremely good year for everyone.
Yours sincerely
Stephen Thomas