Page 31 - TMCF 2025 HR Team Manual

Compensation increases and the terms and conditions of employment, including job assignments, transfers, promotions and demotions, are determined by and at the discretion of TMCF. In addition to these more formal performance evaluations, TMCF encourages team members to discuss their job performances on an ongoing basis with his or her supervisor.
PERFORMANCE GUIDANCE FOR BONUS PAYOUT BASED ON BELL CURVE
This policy provides a structured approach to determining employee bonus payouts based on a bell curve distribution. Given that performance scores vary each cycle, this framework ensures a fair and data-driven allocation of bonuses.
KEY METRICS:
Each performance cycle, the following key metrics will be calculated:
• Mean (Average) Score: Represents the central tendency of employee performance ratings.
• Standard Deviation (SD): Measures the variation in performance scores.
• Performance Bands: Employees will be categorized based on their distance from the mean, using standard deviations.
PERFORMANCE DISTRIBUTION & BONUS ELIGIBILITY:
PERFORMANCE SCORE RANGE BONUS RATING (RELATIVE TO MEAN & SD) ELIGIBILITY
DESCRIPTION
4 Outstanding
+1 SD and above
100% of available bonus
Top-performing employees who significantly exceed expectations.
4 Exceeds Expectations
Between Mean and +1 SD
Up to 90% of available bonus
Above-average performers demonstrating strong contributions.
4 Meets Expectations
Between -1 SD and +1 SD
Up to 80% of available bonus
Employees performing at a competent level, meeting expectations.
4 Needs Improvement
Between -1 SD and Mean
Up to 70% of available bonus
Employees requiring improvement in key areas.
4 Unsatisfactory
Below -1 SD
0% of available bonus
Employees significantly underperforming and requiring a performance improvement plan.
TMCF TEAM MANUAL | 30