Performance Bonus

The goals set for employee groups were so ridiculously high, there was absolutely no way to reach them, so I would say there was very little to no bonuses

HR has the final say in performance related matters. This is surprising since the direct manager should have the final word on employee performance. HR usually decides to give a far less bonus than what the manager recommends.

In my experience it was always fair, based on your annual performance vs agreed objectives. Over the 14 yrs I received 0-20% I averaged 15-18%.

It used to be decent but never great. In the last 2 years the objective have been pushed down from the top and have no real bearing towards your direct job performance. It becomes a numbers game trying to trick the business systems so the Presidents and VP's can get their PIP but for the workers they often get screwed.

Was a nice perk. Often in the later days I did not appreciate tactics and goals of get more with less. For some reason growth is always required even though last year was fine. Some times it is good enough to maintain status-quot and do as well as last year to hold the line.

bonus is sometimes provided for extra work.

Average at best. At least there was something

Up to 20% bonus based on your annual review. Most people typically got 10-15%

the only bonuses we received were when job was completed and client was satisfied with job ,bonuses were based on each individual, employees had to complete modules in order to receive bonuses

one of the best in the industry, but still not upto the oil and gas industry standards.