Frequently Asked Questions (FAQs)
Explore the most common queries about the Pay for Performance Program and get quick, clear answers to help you stay fully informed and eligible. Dive into the FAQs to understand how the program works and what you need to succeed.
What is P3?
P3 (Pay for Performance) is ITC’s technician incentive program. It rewards productivity, quality work, and safe behavior together. It replaces the legacy production-only incentive model. Base pay is not affected.
How does P3 work in simple terms?
You create incentive opportunities by completing work. Quality and Safety unlock incentive dollars. Performance is measured in 4-week cycles. Each cycle resets unless a disciplinary pause applies.
What performance areas matter?
Three pillars: Productivity (creates opportunity), Quality (70% of incentive), and Safety (30% of incentive). Quality and Safety must meet required minimum thresholds to earn incentives.
What happens if I miss one Quality or Safety metric?
P3 uses category-based rules. If any required metric in a category falls below its minimum threshold, the entire category is locked for that cycle. Other categories may still unlock.
What is the difference between a Target and a Minimum Threshold?
Minimum Thresholds are required to unlock incentives. Targets represent strong performance and increase earning potential. Meeting a Target does not override missing a Minimum Threshold.
How is my incentive calculated?
Completed jobs create a Base Incentive. Eligibility is confirmed, Quality and Safety unlock (or not), any earned multipliers are applied, and the final incentive is paid through payroll.
What are incentive multipliers?
Multipliers reward consistent performance over consecutive cycles when all Quality and Safety standards are met. Missing required thresholds may reduce multiplier levels.
What role does Safety play?
Safety is non-negotiable. Safety performance unlocks 30% of incentive earnings. Driver scorecards and required safety training are evaluated every cycle.
Can disciplinary action affect P3?
Yes. A Written Warning pauses P3 for 1 cycle. A Final Written Warning pauses P3 for 6 cycles. This affects incentive eligibility only—not employment status or base pay.
When are incentives paid?
P3 runs on 4-week cycles. Incentives are paid through regular payroll, typically in the second payroll after the cycle closes. You must be actively employed on the payout date.
How do I track my performance?
You will receive performance summaries showing how your results align to P3 metrics. Your supervisor is your first resource for review and coaching.
Does P3 replace my regular pay?
No. Hourly pay, overtime, and other compensation policies remain unchanged. P3 is additional incentive opportunity.
What if I have questions or think something is wrong?
Start with your supervisor. Most questions can be resolved quickly. If needed, they will escalate through the proper process.
What’s the biggest benefit of P3?
P3 puts earning power in your control. Do quality work, work safely, stay consistent—and the incentives follow.