Rank: New forum user 
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Hi, I know I'm going to get flack for this, but I'm looking for some help from anyone who gets a bonus, what is the criteria that your bonus is awarded on, when I take anything to my boss, he says 'that's all part of your job, so why should I give you a bonus for doing it' or words to that affect.
JJ
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Rank: Super forum user
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Do others in your organisation receive such payments on top of their pay?
If they do look at what they have to do to get that bonus noting that such areas are probably written into their terms of employment/part of their employment particulars where your terms of employment etc. may not include such things and if your terms do not include such areas there is probably nothing you can do about the situation except try to alter your terms but be careful if U try to alter T&C's as things may backfire
Make yourself more valuable e.g. show how risk assessments can save money and prove it -Thereafter your boss may be impressed enough to be generous
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Rank: New forum user
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Very closed shop when it comes to knowing what others get paid or what their bonuses are based on here. So don't think that will work.
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Rank: Forum user
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Our bonus system is based on profitability done by the company. Percentage varies accordingly: - top guys with higher percentage value. It is also conditional to your objectives set up in performance appraisal (KPI / KRA). But in reality there is perversion of the system in other word if you are a yes man or not. Normally objectives are set by your immediate superior and even you did achieve them, they will always sack you to lower your parts and increase theirs… This is the real working world
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Rank: Super forum user
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Here the bonus is linked to work beyond the normal job description; so two years ago we merged with another organisation and H&S helped integrate the systems between the two groups and we got a small bonus each.
Not the same as performance related pay where some employers link the H&S bonus to low accident statistics etc which is just asking for trouble.
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Rank: Super forum user
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None of you deserve a bonus.
You all spend too much time chatting on safety forums when you should be working.
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Rank: Super forum user
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JJ - One suggestion (tongue in cheek and partly in recognition of today being Friday, the traditional day for levity on this forum) would be to find some senior bankers and ask how they manage to justify and get their massive bonuses! You might then be able to adapt the information gleaned and use it laterally in support of your own situation!!! This might be 'simples' as some meerkats are wont to say.
In reality, though I've never worked in any job involving bonuses, I am somewhat sceptical about bonus "systems" because the ones I've heard about over the years seem to be cloaked in secrecy, inequitable and bear little relation to productivity or business/service success. For instance, why did senior bankers in the UK still think they should get bonuses after the government (as the steward/custodian of taxpayers' money) had to rescue various UK banks with injections of £billions due to their ineptitude?!!!
This reply might attract the attention of the moderators for being too political. Therefore, perhaps I'd better widen this topic and add some scepticism about bonus schemes being used to promote/encourage good standards of health and safety at workplaces and during projects. From what I've read and heard, such schemes backfire because they tend to encourage a culture of covering up accidents, injuries and near-misses. Also, if someone has an injury which cannot be concealed, it seems that fellow workers will tend to ostracise the injured person for having harmed the bonus they expected/thought they were entitled to receive. No doubt other forum users have comments about such schemes.
Time to stop now and get back to work. Just hope my boss doesn't read this topic and especially Martin1's reply above, and reprimands me for spending time on this forum instead of working!
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Rank: Super forum user
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I guess the fact is we are seen as a cost.
It tends to be the sales guys who bring the cash in that get the bonuses. Even though they are still only doing their jobs like we are.
The fact that health and safety saves you money still doesn't gel in most bosses minds. We should rise up and destroy them!
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Rank: Super forum user
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Martin1 wrote:
The fact that health and safety saves you money still doesn't gel in most bosses minds. We should rise up and destroy them!
Would that count as being reportable under RIDDOR?
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Rank: Super forum user 
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In my company, a flat rate proportion of salary for every permanent employee (highest of the board to lowest of the post room). Same rate for everyone in the country, but the rate is based partly on global profitability and partly on profitability in the country of employment.
In the time I've been with the company it has varied between 0% (several times) and about 8% (once, from memory).
Directors receive an additional bonus on top, which is again based half on global, half on national profitability in the previous year.
Contract staff don't get bonus. Sponsored students at university get an equivalent sum that's kind of fudged to be equivalent-ish pro-rata (but is not an absolute percentage of the sponsorship).
Part-time get the same as other permanent, but it's the same rate of their part-time salary - it's not FTE salary.
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Rank: Super forum user 
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I'd rather take the salary increase thanks. Bonus is one-off and mostly unpredicatble, not pensionable. Next year's salary increase builds on it.
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Rank: Forum user 
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Our bonus system is for an agreed amount - not a percentage of salary - which varies from employee to employee. The payment of the bonus depends on the achievement of pre-agreed triggers. 33% is payable based on company hitting its numbers (turnover, profit etc.), 33% is payable based on a department target (this is also related to a sales number) and the final 33% is payable upon achievement of agreed individual performance targets (mine have been related to developing new processes/measures etc).
Seems to work pretty well here.
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Rank: Super forum user
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One year my boss called me to his office and gave me a small tool box full of tools.
I was so stunned I didn't ask why and he has never given me anything since.
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Rank: Super forum user 
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How many recipients of a bonus, and how many of those who thought they deserved a bonus, were critical of the bankers?
Glass houses perhaps?
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Rank: Super forum user
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My bonus was
1. Small
2. Unexpected- when I saw it in my pay packet I thought it was a mistake and I had to check with our payroll people. All they could say was that it was bonus and it had been agreed by the secret bonus committee. It was several weeks later that I found out I had been nominated for the bonus not by my boss but by someone from the other organisation we were merging with, which is nice.
I don’t begrudge bonuses in principle but I do when they are included as standard pay with no reference to performance and are massive in relation to salary. Mine was less than a month’s pay.
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