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 20% bonus for "going the extra mile," which is at the discretion of senior management.

Please note that bonuses will be based on your salary in October of the previous year.

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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