Now that you have created a Base Pay proposal for the Warehouse and Manufacturing Departments, it$$s time to look at CCC$$s incentive pay policies.$$ CCC$$s president, Anthony Cooney, knows that the company$$s current polices are not$$ working.$$ He would like a system that is more closely tied to the company$$s corporate goals.$$ He wants your recommendation on individual, group, or a mixture of both types of incentive plans.$$

In addition to the information from the Case Study provided in Week $4,$ including the Employee Handbook, President Cooney tells you:$$

Managers believe the current profit$-$sharing plan is too general.$$ Employees do not understand how their individual productivity and efficiency is used to calculate their profit$-$sharing pay out.$$ Consequently, it does not motivate the employees to work harder or smarter.$$

The existing spot bonus, which is intended to recognize individual contribution, is rarely used to reward anyone.$$ When it has been used, it was entirely at the president$$s discretion.$$ President Cooney knows that regardless of why he gave a bonus, some see it as purely arbitrary and more of a gift rather than recognition of exemplary performance.$$

The employee handbook refers to pay$-$for$-$performance, but this too has turned into an imprecise method of recognition that has largely be

en left up to each manager.$$ Your job value analysis $($Week $4$ & $6)$ exposed how this may have contributed to internal inconsistency.