Rafikki swings again. Improvement cannot exist without the ability to measure before and after. Base all salaries low with upside potential - great team incentives.
Many people quit looking for work when they find a job.
Phase the bonus reward activity on development life cycle, so that staff good at one phase and not so good at another get equal shots at the incentives as well as ongoing feedback, criteria is by skill set. However, if they shoot themselves in the foot, then so be it. So that kinda addresses the team issues, but not the PM specifically. The uniqueness of software is that each program is a new invention. As such, decreasing this new invention effort should also be rewarded, as it provides significant longterm benefit.