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Bonuses in H&S

This policy covers administration of bonuses for staff. 

We expect the majority of bonuses to be Year-End Performance Bonuses. However, we  also have the category of Project-Specific Bonuses that may be awarded throughout the year. Additionally, Incentive Plans with defined objectives may be determined at the start of a fiscal year. Managers should work with their HRMs on developing these plans.

Recommendation and Approval Process

Funding

The funding source for all bonuses must be identified on the Bonus Recommendation webform. The bonus criteria will be applied to all requests regardless of funding source.

Award Amounts

The following table should be used to determine recommended bonus amounts for both Year-End Performance Bonuses and Project-Specific Bonuses. The amount recommended should be commensurate with the achievement or contribution. Please note distinctions between award levels will be determined by the level of responsibility and magnitude of the contribution. Also, staff may receive bonuses in more than one category in a fiscal year, but the total of the two combined may not total more than 12% of base salary.

Year-End Performance Bonus Criteria

Bonuses in this category are awarded at the end of this fiscal year and recognize exceptional overall performance 

BONUS AMOUNT
CRITERIA FOR BONUS
8-10% of base salary

Performance consistently exceeded all objectives and expectations.  Notable, highly visible, and exceptional contributions were widely recognized.

Note: no more than 10% of all bonuses will be approved at this level. The majority of bonuses at this level will be awarded at the manager level and above.

5-7% of base salary Performance often exceeded all objectives and expectations.  Excellent contributions were recognized at the school and or department/program level.
3-4% of base salary Performance met and often exceeded all objectives and expectations.  Solid contributions were recognized at the department or program level.

 

Project Specific Bonuses

Bonuses in this category are awarded any time throughout the fiscal year and recognize exceptional results in completion of project.  If a Year End Performance bonus is also awarded, the two combined cannot total more than 12% of base salary in a fiscal year.

Bonus Amount Criteria for bonus

5% of base salary

  • had lead role in successful completion of large scale/high profile special project with substantial impact
  • was responsible for a successful event of unprecedented magnitude that required extraordinary time and planning, as well as effort over and above the normal requirements of the job.
  • was responsible for achieving a major objective ahead of schedule resulting in a breakthrough with unit wide impact.

3-4% of base salary

  • was a major contributor to successful completion of large scale/high profile project with substantial impact.
  • played a significant role in a successful event of large magnitude that required extraordinary time and planning, as well as effort over and above the normal requirements of the job.
  • was a major contributor in achieving a major objective ahead of schedule resulting in a breakthrough with unit-wide impact.

2% of base salary

  • significant contribution to successful completion of large scale/high profile project with substantial impact.
  • played a significant role in a successful event of large magnitude that required additional time and planning, as well as effort over and above the normal requirements of the job.
  • was a strong contributor in achieving a major objective ahead of schedule resulting in a breakthrough with unit-wide impact.

 

Incentive Plans

Incentive plans will typically be for manager level and above. These plans should be developed at the beginning of the fiscal year. Potential payouts will be determined by the magnitude and scope of the goal or objective.  These plans will be developed with your HRM and must be communicated in writing. Bonuses in this category can range from 2-10% of base salary