Boulay Stronger Together Enhancing Performance (STEP) Incentive Program

Plan Overview

(June 1 - May 31)

PURPOSE

Motivating and celebrating Operations Team Members meeting and exceeding individual, team, and firm goals.

 

 

PARTICIPANTS

 

Full-time and Personalized Schedule Arrangement Team Members of Boulay PLLP within the Operations departments are eligible:

• Human Resources
• Information Technology
• Internal Accounting
• Learning & Development
• Marketing
• Office Administration

POOL

 

Individual Incentive Awards will be based upon:

• Role within the organization. Each role will be provided an average % payment target.
• Individual Team Member performance ratings using the evaluation tool.

 

EVALUATION

• Evaluations will be conducted by each departmental leader.
• Team Members are encouraged to complete and submit a self-evaluation for consideration.

Boulay Competency

Behavior

Developing Self and Others

Willingness to take on new projects

Developing Self and Others

Demonstrates continuous improvement idea generation

Professionalism

Proactively collaborates with others

Professionalism

Demonstrates a client service commitment (internal and external)

Operational Effectiveness

Works effectively and efficiently

Operational Effectiveness

Embraces change

Operational Effectiveness

Effectively utilizes systems

ADMINISTRATION:

• Department Leaders will present their recommended Incentive Awards to the Managing Partner and Chief Human Resource Officer for final review/approval.
• Incentive Award payment will be calculated on prior fiscal year’s base compensation.
• Incentive Award payments principals will be paid over three years in 1/3 installments.
• Annual Incentive Award payment occurs on the August 15 pay cycle.
• Plan participants must be actively employed on August 15 to receive their Incentive Award.
• Incentive balances received in FY 2024 will receive 20% interest. Effective FY 2025, which begins 6/1/2024, 10% interest will be paid on years two and three Incentive Award balances (Note – the firm reserves the right to adjust the interest rate amount as business needs may dictate.)
• If a Team Member departs the firm with earned Incentive Award installments, those funds will be retained in a pool for future distribution to their department’s Team Members who were employed during the same award periods. Interest will not be paid on the reallotted funds.
• If a Team Member retires by attaining early retirement age of 59 and completing 3 years of service with the Firm, or attains normal retirement age of 62, they will receive full payment of their earned Incentive Award at termination.
• New Team Members hired will have their Incentive Award calculation pro-rated based on months employed.
• Team Members who were placed on a Performance Improvement Plan for any portion of the year may have their Incentive Award adjusted.
• Partners, consultants, contractors, seasonal/temporary employees, along with individuals in departments not listed above are excluded from eligibility.

Subjective Criteria

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Willingness to take on new projects

Team Member’s work was primarily recurring from the prior year.

Team Member’s work included a few new projects for the team member, department, or the firm.

Team Member’s work included several new projects for the team member, department, or the firm.

Team Member’s work included many new projects for the team member, department, or the firm.

Demonstrates continuous improvement idea generation

Team Member rarely presented initiatives related to continuous improvement.

Team Member presented a sufficient level of initiatives related to continuous improvement.

Team Member frequently presented initiatives related to continuous improvement.

Team Member consistently presented initiatives related to continuous improvement.

Proactively collaborates with others

Team Member was rarely open to working with others, as well as suggestions, critiques, and ideas from team members toward a shared goal.

Team Member was sufficiently open to working with others, as well as suggestions, critiques, and ideas from team members toward a shared goal.

Team Member was frequently open to working with others, as well as suggestions, critiques, and ideas from team members toward a shared goal.

Team Member was consistently open to working with others, as well as suggestions, critiques, and ideas from team members toward a shared goal.

Demonstrates a client service commitment (internal and external)

Team Member was rarely focused on client needs, experiences, deliverables, satisfaction and/or quality.

Team Member was sufficiently focused on client needs, experiences, deliverables, satisfaction and/or quality.

Team Member was frequently focused on client needs, experiences, deliverables, satisfaction and/or quality.

Team Member was consistently focused on client needs, experiences, deliverables, satisfaction and/or quality.

Works effectively & efficiently

Team Member's contributions were at times performed, at an efficiency level below expectations for their position.

Team Member's contributions were performed at an efficiency level sufficient for their position.

Team Member's contributions were performed occasionally at an efficiency level above expectations for their position.

Team Member's contributions were performed consistently at an efficiency level above expectations for their position.

Embraces change

Team Member’s receptivity to change opportunities was minimal.

Team Member’s receptivity to change opportunities was sufficient.

Team Member’s receptivity to change opportunities was frequent.

Team Member’s receptivity to change opportunities was consistently above expectations.

Effectively utilizes systems

Team Member rarely utilized approved systems as per standard operating procedures.

Team Member sufficiently utilized approved systems as per standard operating procedures.

Team Member frequently utilized approved systems as per standard operating procedures.

Team Member consistently utilized approved systems as per standard operating procedures.