Maximize Your Earnings
Under the Pay for Performance Program (P3), incentive earnings are created through productivity and unlocked through performance. Maximize your earnings in 3 easy steps
Base Incentive
The Base Incentive represents the maximum incentive opportunity before quality, safety, multipliers, or other disqualifier adjustments are applied. Calculate incentive opportunity based on completed work during the cycle using the Pay Rate Table.
| 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 |
Avoid Disqualification
Failure to meet Minimum Thresholds in any individual metric will result in the entire category remaining locked. Technicians are disqualified from any aspect of P3 participation if they have received a formal disciplinary action. Disciplinary disqualification applies to the entire program for a define period of time, not individual categories.
- Written Warning: Disqualified for one (1) incentive cycle
- Final Written Warning: Disqualified for six (6) incentive cycles
Quality and Safety
P3 uses category-based rules. Incentive payouts are evaluated across two performance categories, Quality (70%) and Safety (30%). Each category includes defined minimum performance thresholds that must be met for that category to be eligible for payout during the cycle.
To know more about the Performance Categories, Weighting and Minimum Performance Thresholds:
Incentive Multipliers
Maximize P3 incentive earning potential through consistent performance. 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
Incentive Calculations
| Quality (70%) | Safety (30%) | Total (100%) | |||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|
| Base Incentive | 7d Repeats (30%) | CSAT (20%) | OTA (20%) | Unlock | Driver Scorecard (20%) | Overdue Safety Training (10%) | Unlock | Total Unlock | Multi. | Total Incentive Bonus | |
| Tech A | $500.00 | 2% | 96% | 96% | 70% | 95 | 0 | 30% | 100% | 1 | $500.00 |
| Tech B | $500.00 | 2% | 90% | 90% | 30% | 95 | 1 | 20% | 50% | 1 | $250.00 |
| Tech C | $500.00 | 2% | 80% | 96% | 0% | 95 | 0 | 30% | 30% | 1 | $150.00 |
- Tech A: Met all Quality and Safety targets and unlocked their full Base Incentive
- Tech B: Did not meet the targets for CSAT, OTA, or Safety Trainings and only unlocked partial incentive.
- Tech C: Met 7d and OTA targets, but CSAT fell below the Minimum Threshold, locking them out of the entire Quality Category.
Performance Metrics Summary Table
| 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 | |||