--000000000000f1a355064409275f Content-Type: text/plain; charset="UTF-8" Content-Transfer-Encoding: quoted-printable Additionally, I think there should be a component of their leadership performance added. Meaning, we rank them in a 9 box and have a budget of bonus that is divided amongst the GMs with a higher % going to higher performers etc. While rev, margin, and overall retention should be the primary focus of their success, when they are down an HCL, have seasonality impacts, or other extenuating circumstances, but their ability to lead their team and site through it is a testament to their success as well. -thanks, BA *Beth Ann Rosario* Sr Regional Director, Southeast | TheKey Mobile: 919.899.5543 On Wed, Nov 12, 2025 at 7:11=E2=80=AFPM Jessica Thomas wrote: > Thanks for the opportunity to provide input- and excited to hear that > we will be re-designing the incentive plans for the field employees. I d= o > think the incentive plans today have a lot of qualifiers for them, and > streamlining them would be impactful. Additionally, target setting is > important. > > Here's a potential example for consideration- sharing in thread for > visibility to the team. > > *Key Metrics and Weighting for CSMs/CGMs:* > 1. Monthly Revenue vs Target: 40% > 2. Gross Margin vs Target: 20% > 3. Starts of Care vs Target: 20% > 4. Client Retention: 20% (Currently the SOC retention goal > negatively impacts operations if there are a higher volume of Tier 3 > clients- would love for client retention to be based off of Tier 1/2 > clients only) > > *Key Metrics and Weighting for GMs/RMs/RDs* > 1. Monthly Revenue vs Target: 40% > 2. Gross Margin vs Target: 20% > 3. Starts of Care vs Target: 15% > 4. Client Retention: 15% (Currently the SOC retention goal > negatively impacts operations if there are a higher volume of Tier 3 > clients coming on board... would love for client retention to be based o= ff > of Tier 1/2 clients only, and think we should explore SOC retention vs th= e > full census of Tier 1/2 clients) > 5. *Controllable *EBITDA : 10% (Targets should be realistic) > > *GM's to continue being able to earn off of referral accounts, but I woul= d > remove the "gating" > *Monthly Incentive TBD- (Level for CGM/CSM, Level for Supervisors, Level > for GM, Level for Regional Managers, Level for RDs) > > *Total Performance and Payout structure:* > Below 85%: 0 > 85-89%: 85% > 90-99% of goal: 90% > 100-109% of goal: 100% > 110% or more of goal: 110% > > Monthly Incentive Payout Examples > Scenario Revenue Margin Starts Retention Weighted Payout % Payout ($1,000 > Target example) > *1 =E2=80=93 Strong Month* 110% 103% 108% 105% 110% =C3=97 0.4 + 100% =C3= =97 0.2 + 100% =C3=97 > 0.2 + 100% =C3=97 0.2 =3D 106% $1,060 > *2 =E2=80=93 Above Target Revenue, Others On Target* 115% 100% 100% 100% = 110% =C3=97 > 0.4 + 100% =C3=97 0.2 + 100% =C3=97 0.2 + 100% =C3=97 0.2 =3D 104% $1,040 > *3 =E2=80=93 Revenue On Target, Starts Low (Below 85%)* 100% 100% 80% 100= % 100% =C3=97