Imagine you are a manager of a team that supports software deployment for your clients. They are all in the same role with the salary range below.  Their experience, education, performance, and potential differ. 

 

The company has provided you with a healthy salary increase budget this year: 5% of salaries. 

 

You also have a bonus pool of $25,000. The team earned the bonus by hitting the department OKRs of client satisfaction and on-time deployments. You have discretion in terms of how to award bonuses to individuals.

 

Harry was one of the company's first employees.  He is well liked by all.  He has been in quite a few departments during his tenure. He moved into this team about 18 months ago.  He is very good with customers, especially when there is an upset customer.  His technical skills are adequate.  He's missed some key deadlines - largely because he can spend too much time socializing in crunch times. So much so that some of his team mates have complained that he can be distracting, though noting what a nice guy he is.  Harry is 51 - 15 or more years older than every one else, and he likes to play the helpful mentor.

 

Sam is a hot shot.  He was just hired away from the company's biggest competitor. He is a technical wiz.  He went to a prestigious STEM college and graduated in the top 10% of his class. He's only been out of college for a few years, but there is no doubt he'll be a great success. 

 

Aman. Aman is a steady contributor.  He often pushes through some of the most routine work that others can find boring. But, Aman does it well and does not complain. Aman is a very loyal and happy employee. He claims he'll work here until he retires!  He can be too quiet and reserved at times. He needs to improve his ability to communicate with co-workers and clients. Aman has been with the company for 7 years.

 

Dixie just had a great year. After several years of being a satisfactory, but not great, team member, she's really blossomed this year.  She worked hard to learn the latest software and is easily the most expert in the group.  She also saved at least 2 key clients with some amazing trouble shooting. Dixie has 5 years of tenure.

 

Todd is very technically savvy and is a quality guru.  This year he fixed a key process and saved the company a good deal of money.  He's likely a retention risk - he's young and eager to move up.  Todd is the only person of color on the team and often makes comments about the lack of diversity. Todd has been with the company for 2 years.

 

Maria had a slow start. She struggled with the technology and the company's processes for her first 3 months on the job. The usual ramp up time for new employees is

 

Mandy was a super star for her first 3 ½ years on the job.  She was always exceeding client expectations and always had time to help out her co-workers.  She earned the top merit increases for 3 years straight. Then, she went on maternity earlier this year, and she has never re-gained her former productivity. She's not completed 2 mandatory online training programs and she's making more mistakes as a result. She is a single mom and talks a lot about how she's glad to have a good job, with benefits and onsite child care. 

 

Allocate the merit budget below with an explanation of the rationale that supports your allocation. Feel free to create a spreadsheet or chart like the one below (add in bonus $).

 

NEED HELP WITH CHART AND EXPLANATION

 

 

   

Min 40,000 Midpoint 50,000 Max 60,000