Sure, here's a suggestion for a yearly performance-based bonus program for CNC machinists, structured based on years of service:
Goals and metrics: The primary metric for determining bonuses would be the profit generated by each job, calculated as the revenue from each job minus the wages paid to the machinist who worked on the job.
Bonus structure: The bonus program could be structured as a percentage of the profit generated by each job, with the percentage increasing by 0.5% for each year of service with the company. For example, a machinist with one year of service could receive a bonus of 0.5% of the profit generated by each job, while a machinist with five years of service could receive a bonus of 2.5% of the profit generated by each job.
Performance-based reductions: If a machinist produces parts that do not meet quality standards or require rework, the bonus for that job could be reduced or eliminated altogether. This provides an incentive for machinists to produce high-quality parts the first time and reduces the cost of rework for the company.
Timing and frequency: The bonus program could be offered on a yearly basis, with bonuses calculated and paid out at the end of each calendar year.
Long-term incentive: The bonus program provides a long-term incentive for machinists to stay with the company and continue to produce high-quality parts, which can help to reduce turnover and ensure a stable and experienced workforce.
By structuring the bonus program in this way, you can provide an incentive for machinists to be productive and produce high-quality parts, while also rewarding those who have been with the company for a longer period of time. The program aligns the interests of the machinists with the company's objectives, helping to drive better results for everyone involved.