How P3 Works?
P3 is a 4-week cycle-based program built on four performance pillars. P3 operates on a predictable, cycle-based model, with performance resetting each cycle and consistency rewarded over time.
Quality (70%)
Unlocks the majority of incentive earnings
Safety (30%)
Unlocks the remaining incentive earnings
Productivity
- Market
- Job type (Install, Repair, Upgrade, etc.)
- Address type (SFU, MDU, SBU, MTU, etc.)
| Pay Rate Table | ||||||
|---|---|---|---|---|---|---|
| Market | SFU | MDU | SMB | |||
| Install | Install | Upgrade | Install | Repair | Light Failure | |
| AUS | $8.50 | $5.50 | $5.00 | $11.00 | $7.00 | $1.50 |
| SAT | $8.50 | $5.50 | $5.00 | $11.00 | $7.00 | $1.50 |
| MCI | $7.00 | $5.50 | $5.00 | $10.00 | $5.50 | $1.50 |
| DEN | $7.50 | $5.00 | $4.50 | $9.50 | $6.00 | $1.50 |
| DMA | $6.00 | $5.00 | $4.50 | $9.00 | $5.00 | $1.50 |
Incentive Calculation Framework
Under the Pay for Performance Program (P3), incentive earnings are created through productivity and unlocked through performance.
Incentive Calculation Sequence
P3 calculations follow a consistent, repeatable sequence:
- Calculate incentive opportunity based on completed work during the cycle using the Pay Rate Table.
- Confirm program eligibility for the cycle (including disciplinary status)
- Evaluate Quality and Safety eligibility gates to determine which categories unlock incentive opportunity
- Apply incentive calculations based on technician performance to each unlocked category
- Apply any earned multipliers for consecutive qualifying cycles
- Issue final incentive payout through payroll
The table below summarizes the performance categories, metric weighting, customer standards (targets), and eligibility gates used in the P3 calculation.
P3 Program Calculation Explanation in a Table
Performance Categories, Weighting, and Eligibility Gates
| Category | Performance Metric | Incentive Share | Target | Minimum Threshold |
|---|---|---|---|---|
| Quality | 7d Repeat | 30% | < 3% | < 5% |
| Customer Satisfaction (CSAT) | 20% | ≥ 95% | ≥ 80% | |
| On-Time Arrival (OTA) | 20% | ≥ 96% | ≥ 85% | |
| Total Quality | 70% | |||
| Safety | Driver Safety Scorecard | 20% | ≥ 95 | ≥ 75 |
| Safety Trainings | 10% | 100% Complete | +2 Overdue | |
| Total Safety | 30% | |||
| Disciplinary Actions | Written Warning | Disqualified from one (1) incentive cycle | ||
| Final Written warning | Disqualified from six (6) incentive cycles | |||
Disqualifiers
Failure to meet Minimum Thresholds in any individual metric will result in the entire category remaining locked.
Example: If a technician falls below 80% on Customer Satisfaction the entire Quality category will remain locked.
Technicians are disqualified from any aspect of P3 participation if they have received a formal disciplinary action:
- Written Warning: Disqualified for one (1) incentive cycle
- Final Written Warning: Disqualified for six (6) incentive cycles
Disciplinary disqualification applies to the entire program for a define period of time, not individual categories.
Incentive Multipliers
P3 rewards sustained excellence through incentive multipliers. Multipliers increase the final incentive payout and are earned by meeting all Quality and Safety standards consistently, with no disqualifying writeups.
- 2 consecutive qualifying months → 2x multiplier
- 4 consecutive qualifying months → 3x multiplier
- 6 consecutive qualifying months → 4x multiplier
If a technician misses any required metric in a month, their multiplier level decreases by one tier.
Management may also award multipliers at their discretion for exceptional contributions, such as supporting field training or mentoring.
Payout Timing
- P3 incentives are calculated on a 4-week performance cycle.
- Incentives are paid through regular payroll, not as separate or off-cycle payments.
- Payouts typically occur in the second payroll following the close of the incentive cycle, subject to final review and calculation accuracy.
- In the event of a temporary system outage or data delay that impacts the calculation timeline, employees will be notified promptly. Any delay in payout due to such issues does not result in forfeiture of earned incentive pay once accurate data is available.
- Technicians must be actively employed during the week and on the payout date to be eligible for a payout
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