Performance Bonus

Performance bonus based on stores meeting sales plans, which during this retail climate was very infrequent.

Only once a year, some staff had to wait 2 years. This caused frustration since some were doing jobs that were too easy & others were different without staff support. More frequent assessments quarterly with bonuses to be given as seen fit.

For those associates who are eligible, bonuses are contingent on total company performance. With several tough years, there weren't many bonuses to speak of.

Performance bonuses were based on exceeding your plan projected sales on a monthly basis and were broken into tiers of exceeding plan in increments of 5% (so long as you did not exceed your allotted payroll hours for the month by a certain percentage). The largest bonus you could get was if you exceeded plan by 25%. For keyholders, the bonus structure started at $300 and went up to around $800 in a month. This seemed to really incentivize management to take an active role in the day-to-day work and not simply leave it to part-time associates to do.

Bonuses were fun to obtain and came in the form of cash or gifts for hard work or just adding extra hours during the holiday season

don't know was part time

I think I made a small percentage commission if I met my goals, but I would never notice a difference on my paycheck.

The performance bonus had gotten worse from prior years

Performance bonuses were offered for every customer who signed up for a company credit card. In-house contests and promotions provided opportunity to win small gift items.