بونص Qp شهر.....

[المخفي]

السلام عليكم

ان شاء الله بونص QP بيكون شهر




























ستة (june )

مبروك مقدماً

[سهم مديون]

ترى شهر ابريل قرب ماباقي عليه شي

[المخفي]

ابريل ولا غيره

اللهم قد بلغت

[بوحارب]

تسلم عالخبر مع انه مالي خص بالموضوع

[المخفي]

ومن السنة الجاية بيكون من شهر اربعة مع التقيم السنوي الي ياخذ 3 واعلى بيحصل

والي اقل من 3 يرقد احسن له

[مليونير قادم]

والله مافهت شباب فهموني؟

[hamoor4ever]

انزين اخوي انا اشتغل ،، في هيئه ،، يطلع لي معاكم بونس ، خخخخ
مبروكين هل الكيوبي يستاهلون

[المخفي]

اذا هيئة الصحة الله يعينكم

[بوخالد911]

وبونص كيوتل
؟؟؟؟؟؟؟؟؟

[سهم مضطرب]

واللي يدرسون في النورث وال training هل لهم والا لا ؟؟

[HORK]

ااه فهمت بس عاد عطونا التفاصيل

[مافيا قطر]

هذا نص كامل من شوؤن الموظفين بخصوص البونص

We have previously communicated certain high-level aspects of the processes for Annual Merit and Corporate Bonuses for 2008.

Management has graciously approved the Corporate Bonus 2008 process which is a new enhancement to QP’s corporate reward offering; this circular sets out the related detailed mechanisms for bonus payments in June 2008.

It is important to clarify at the outset that the process for 2008 is intended to be transitionary until the full implementation of the corporate Performance Management System (PMS) which is occurring in parallel during 2008. We therefore acknowledge that the inputs corporate bonus-related information requested for 2008 is not exhaustive but represents the first step towards a more robust bonus calculation system which will be informed by the new corporate PMS.

Effective date:
For 2008 only: 1 June, to be paid during the month of June 2008.
From 2009 onwards: 1 April, to be paid during the month of April.

Eligibility for corporate bonus:
All active employees on definite and indefinite contracts with a performance rating of 3 or higher and at least 3 months’ service.

Targeted payouts:
Due to our business dynamics, the corporate bonus design principles have been built according to 3 distinct employee groups, Senior Management (10.5% to 25%), Middle Management or Functional Specialists (9.5% to 17.5%), and Employee Level Staff (7.5% to 15%).

Major factors considered in determining corporate bonus payouts are:

1. Individual on-the-job performance. For 2008 the performance ratings from the Annual Merit Spreadsheets will be used for the bonus calculations.
2. Additional contribution factor to reward special accomplishments, extra activities, interest or initiative used in the completion of any non-job related assignments or tasks that have not already been rewarded.

a. For Senior Management, it is not required to indicate an Additional Contribution Factor because it is an inherent element of their functions, in order to meaningfully contribute towards QP business objectives.
b. For Middle Management or Functional Specialists, the determinants of the Additional Contribution Factor are:
i. Team/taskforce involvement.
ii. Additional effort on projects/assignments outside of their normal job duties.
iii. Contribution to department/division/section strategic objectives.
iv. Non-compensated committee involvement.
v. Initiative and proactiveness. c. For Employee Level Staff, the determinants of the Additional Contribution Factor are:
i. Team/taskforce involvement.
ii. Contribution to department/division/section strategic objectives.
iii. Non-compensated additional effort and contribution.
iv. Initiative and proactiveness.

3. Minimizing pay differences that are driven by the nature of employment contracts.

For the Additional Contribution Factor, we aim for the 2009 corporate bonus payouts to be more aligned with level of contribution rather than only involvement.

The specific details regarding actual bonus payouts are driven by competitive market practice as determined through benchmarking studies and will be based on cumulative base pay earned over the preceding 12 month period to 31 May 2008.

The corporate bonus is subject to all relevant associated official QP Policies and Procedures.

In summary, the 2008 corporate bonus processes represent a transition towards a fully integrated system in 2009, which the PMS will form a key element of.

For any further query on this issue, please do not hesitate to contact our HRC.

Regards.

[المخفي]

Regards.

هذي من عندك حياك اخوي :nice::nice: