NML Bonus Structure

NML Bonus Structure

Introduction:

NML recognizes that building a positive company culture is imperative to our long-term success. Due to this, our bonus structure evaluates not only job performance but also rewards employees who contribute to the company culture.

Bonus Structure Overview:

The NML bonus structure is comprised of two main components:

1. Meeting expectations: 50%
2. Culture Champion: 50%
3. Additionally, there is an opportunity for employees to earn an additional 25% bonus for "going the extra mile," which is at the discretion of senior management.

Meeting expectations (50%):

• Meeting the Job description expectations
• Living the NML values

Culture Champion Breakdown (50%):

The "Culture Champion" component is further divided into specific criteria, each contributing a percentage towards the overall 50%. It should be noted that scoring opportunities for being a Culture Champion are all-or-nothing; employees must fulfill the entirety of each criterion to receive the allocated percentage.

• Office Attendance: 20%
  • Employees are expected to physically attend the office on a regular basis, as determined by their line manager. Attendance frequency may vary depending on individual circumstances.
• Cameras On: 10%
  • Employees are required to have their cameras on during company meetings unless a valid reason, such as networking issues, is provided.
• Team Events Attendance: 10%
  • Attendance at team events is mandatory, and employees must achieve 100% attendance to qualify for this portion of the bonus.
• LinkedIn Engagement: 5%
  • Employees are encouraged to actively engage with NML content on LinkedIn.
• Recognition & Praize Participation: 5%
  • Employees are expected to actively participate in recognizing and rewarding their peers through our Praize tool.

Implementation and Reporting:

• Office attendance will be tracked by senior management.
• Cameras On compliance will be monitored by the senior management during company meetings, with feedback provided by line managers for all scrum ceremonies
• Team event attendance will be managed by Senior Management, with attendance records maintained for all mandatory meetings.
• LinkedIn engagement will be reported on by the marketing team.
• Participation in Recognition & Praize will be tracked through the Praize system.

Conclusion:

The bonus structure at NML reinforces our commitment to creating a positive and inclusive workplace not only by recognizing exemplary performance but also by incentivizing it. Employee recognition and rewards will strengthen team cohesion and propel long-term success by fostering a positive work environment.

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