Bonus & Incentive Guidelines Matrix
Main content start
Use this chart as a guideline to have a conversation with your school or unit human resources manager to determine if bonus or incentive pay is appropriate for your staff.
| Performance Bonus | Incentive Program | Spot Bonus | Sign-On Bonus | |
|---|---|---|---|---|
| Purpose | Recognize exceptional contributions, e.g., achieving business goals, productivity, innovation Recognize sustained outstanding performance and/or team achievement Compensate best performing employees near or at range maximum | “Forward-looking” award for accomplishment of specific results Motivate and influence employees contributions by identifying and formally communicating expected, measurable results and predetermined award amounts at the beginning of a project or performance cycle | Provide immediate recognition for one-time accomplishment(s) that go "above and beyond" expectations | Recruit external candidates (who are not current Stanford employees) with key skills/abilities |
| Eligibility | All nonexempt and exempt staff in salary classifications A through P and N11 upon successful completion of trial period as applicable | All nonexempt and exempt staff, A-P, N11 including those in trial period, as applicable | All nonexempt and exempt staff in salary classifications A-P, N11 | |
| Approval | Dean/VP or designee and HRM | HRM must partner with Staff Compensation to develop formal components of program including award amounts Staff Compensation, Dean/VP or designee and HRM Incentive plan documented in writing and communicated to employee | Dean/VP or designee and HRM | Dean/VP or designee and HRM |
| Funding | Refer to current year’s staff compensation program guidelines | Funded by Departmental, VP or School sources | Funded by Departmental, VP or School sources | |
| Timing | Any time during the fiscal year | Upon hire to Stanford University | ||