Performance Bonus

Typically evaluated by your team. Very bureaucratic and political. Not a fan. No transparency.

Excellent for higher grades. Lower grades get anywhere from 10 to 15%.

not a large amount, and doesnt change much.

Not very transparent or open guidelines ..Managers Discretion mostly

almost always given so far

Best: the component used for company performance Worst: individual performance component is very subjective and no transparency

(1) It is a very complicated methodology and many, many employees feel that their managers do a very poor job of defining it (2) there's extremely limited funds for each department each year (3) the managers top 2 pets get the biggest slices of the bonus pool for the team - merit takes a back seat. And you don't get yearly raises, so the crumbs for the bonus pool are it.

Very competitive. Twice a year based on Companies performance AND individual performance

The criteria can be a little vague but not much to compalin about - though obviously you can find some who dont' beleve it is as fair as it should be.