Spreadsheet: 27298d1220456600-formulas-if-or-excel-forum
Sheet: FAQ's

 | DO YOU BELIEVE THE INCENTIVE IS A FAIR SYSTEM? (IF, 'NO', WHICH PART IS UNFAIR)
1 | The same people always end up on the busy tills so they can sell more sundries and have a higher turnover.
 | In all branches with the exception of U82, every till has an equal chance of attaining the same turnover. In U82, tills 1, 2 & 6 are generally not as busy as tills 3, 4 & 5, so they have been weighted to ensure fairness. I.e. you need to do less turnover, on the slower tills to earn the same commission as the busier tills.
 | If you are alert and active in calling people around to your till there is no reason why the slower tills cannot earn the same commission and sell as many sundries. There are many examples of when this has happened.
2 | Every branch has a different busy period.
 | Correct, so no matter which branch you work in there will always be a busy period in which you should make the most of every customer by rounding/trading up and offering them sundry products.
3 | It’s not fair that if you take a holiday you will lose out on your bonus.
 | Unlike the previous [NAME] if we did not hit target you did not get any bonus. This incentive is designed to always give you a bonus directly based upon the contribution you make as an individual to the companies financial performance. Therefore if you have not directly contributed like your colleagues, why should you receive a bonus for those 1-2 weeks.
 | Remember this will affect everyone at some time as you all have annual leave to take during the year and the funding for 'Cash Builder' is the same as old [NAME].
4 | This incentive is fair, but the only small thing is that certain branches do more sundries than others, i.e. Maps, Train Tickets
a) | If you are not on the roster for U83 you don’t have the opportunity to sell maps which earn a lot towards your bonus.
 | You can sell Sundry products in every branch! Here is a reminder of what you can sell in each branch and what you earn.
 | Phonecards  3% (30p for a £10 card)  All branches
 | Insurance  3% (45p on a £15 card)  Units 81, 82 & 84
 | PBB   20P per PBB    Units 81, 82 & 84
 | Maps   30p per map Units 83
 | You have more opportunities to sell Sundry products in Units 81, 82 & 84 rather than U83 which is regarded as an easy branch to sell in as we serve more customers leaving the country than we do entering/returning. There is also a wider range of products to sell, just ask every customer you will be surprised by how much you sell.
5 | It would be fair if every person worked the same amount of hours in each branch. If someone works more hours in U82 they will make more money than others.
a) | Early shifts seem to be able to make more money than later shifts – if this is balanced somehow it would all be okay.
 | Over the course of a month and particularly three months, everyone does a fairly equal share of Early/Late shifts and different branches. Remember, if you are working in U82 you have to work harder to achieve the same commission as other branches.
6 | Managers/Supervisors & Senior Cashiers running branches have little opportunity to earn a bonus.
 | This is a fair point and we are working on a system that takes into account those people that do have an impact on business but do not have the opportunity to take a till as often.
7 | Working E84 then onto E83 is the worst shift as you spend 1hr working on another person's till.
 | Inform the Duty Manager in U83 that you are just about to leave U84 and they will endeavour to log off the till before you arrive, you will then be able to log straight on under your own name. However if the branch is very busy, I’m afraid you will just have to accept it, graciously. (Please bear in mind that U84 already pays the highest amount on turnover)
 | OTHER COMMENTS:
 | People can’t be lazy and earn the same bonus – they have to work for what they earn
 | So far so good, only time will tell
 | It makes people work
 | Till weighting removes complaints to the effect of ‘certain cashiers always have better tills’. As long as cashiers are given a broad spectrum of shifts then the system is fine
 | IS THERE ANYTHING YOU WOULD CHANGE AND, IF SO, WHAT WOULD YOU CHANGE AND HOW?
1 | I would pay a higher percentage in the quieter branches.
 | There already is a higher percentage paid in the quieter branches. As an example for every £10k turnover you produce we pay the following per branch/till:
 | Unit 81 - All Tills (£1.80)
 | Unit 82 - Tills 1 & 2 (£1.35)
 | Unit 82 - Till 3 (£1.30)
 | Unit 82 - Tills 4 & 5 (£1.25)
 | Unit 82 - Till 6 (£1.45)
 | Unit 83 - All Tills (£1.65)
 | Unit 84 - All Tills (£3.50)
2 | If training TG1's you lose 10 days to build a bonus.
a) | Some kind of supplement for training and holiday.
 | From now on, if you train more than one TG1 during the 3 month Cash Builder period, the payments will be stepped as follows: 1 x TG1 £10 per day, 2 x TG1's £11 per day, 3 x TG1's £12 per day. This will more than cover any shortfall in bonus that you could have earned. There will be no supplement for holidays!
3 | Change the layout of the spreadsheet so that you can see the main titles move down the page.
a) | It would be better if you could see the title of each column as you scroll down the page.
b) | Just want to have the title bar stationary at the top so all cashiers can read which column is which.
c) | The main top title column should allow the others to scroll up under it so you can see what is what.
 | This requires some 'HTML', or Web based programming. I have asked I.T. to look into it.
4 | Possibly put senior members on a rota where they are all getting an even amount of shifts on till.
a) | Work out some kind of reward for Senior / Supervisors & Managers when they don't have a till.
 | As per previous section 6 - We are looking at a solution to this.
5 | Should be specific % incentive, e.g. 1% of your Turnover paid every month, this is a real incentive. Idea of a bonus is to exceed value of basic salary, but in these circumstances incentive is not a real incentive.
a) | The incentives should be bigger and better to keep staff.
 | We make very little profit on Turnover once we take all costs into consideration. If we paid staff  1% of Turnover, we would make a huge loss. Funding for Cash Builder is the same as the previous [NAME] and is proportionate for our business.
 | Remember, on average we spend approx £50k a year on staff Incentives/Welfare each year. This includes MBS, Incentive's (PMP, Top 20 Countdown), Social Events etc (not including TTT New Year Party).
6 | When you change to another till, you should be able to sign onto it with your own branch pin number.
a) | U84 - Staff that cover last part of their shift in U83 are not rewarded as they spend 1hr working on someone else's till.
 | Same answer as previous section 7.
7 | I would make it clearer what you are earning and how it works. Maybe increase commission earned from turnover to make it more of an incentive.
 | Section 1 shows you exactly what you are earning now. These amounts have been increased slightly from the original one-month trial.
 | OTHER COMMENTS:
 | Not too sure if it's good or bad that you can see everyone's progress. Better than worse, but bad if you've had an off day! Would be better if we had a personal log in.
 | I feel that by colleagues seeing each others earnings may create conflict. Competition is good, conflict can be bitter!
 | Not something I would change but I wanted to add that personally I favour being able to view my monthly takings alongside everyone else. It promotes competitiveness and pushes cashiers to work harder, trade-up more frequently and offer sundry products.