Page 32 - TMCF 2025 HR Team Manual

IMPLEMENTATION GUIDELINES:
1. Data Calculation:
• Collect employee performance scores at the end of each appraisal cycle.
• Compute the mean and standard deviation of the scores.
• Assign employees to performance bands based on their distance from the mean.
2. Bonus Allocation:
• Bonuses will be distributed according to the percentage allocation defined for each performance band.
• The total bonus pool will be allocated in alignment with TMCF financial policies and budget constraints.
3. Performance Review Adjustments:
• The appraisal process should incorporate both quantitative (metrics-based) and qualitative (managerial feedback) assessments.
• Adjustments may be made for exceptional cases where qualitative factors indicate a need for deviation from the curve.
4. Continuous Monitoring:
• HR and leadership will review the effectiveness of the bell curve model annually.
• Adjustments to bonus eligibility percentages and performance band thresholds may be made based
on organizational needs.
This bell curve-based bonus payout system ensures a structured, fair and data-backed approach to recognizing employee performance. It promotes a performance-driven culture while maintaining equity in reward distribution.
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