Greg Cole
Member
I am re-writing our compensation plan for our field techs.
Trying to come up with a better baseline for how they can earn hourly increases. I know the SFS model is pay more if IICRC certified in various fields (.20 per certification). However, that's not always doable for the guys and is a double edged sword as they can't go take 5 classes in a year.
Likewise ALL of our guys are already certified in at least WRT.
Considering a 5 tier system based on knowledge.
I am trying to tie it into our training program. ( currently consists of 6 months) but unsure if I should make it capped per tier or allow guys that negotiated stronger in the front end to make more throughout their career with DONE.
Your thoughts?
Anyone have anything like this they wouldn't mind sharing?
I refuse to leave my desk today until this is to bed....
Trying to come up with a better baseline for how they can earn hourly increases. I know the SFS model is pay more if IICRC certified in various fields (.20 per certification). However, that's not always doable for the guys and is a double edged sword as they can't go take 5 classes in a year.
Likewise ALL of our guys are already certified in at least WRT.
Considering a 5 tier system based on knowledge.
I am trying to tie it into our training program. ( currently consists of 6 months) but unsure if I should make it capped per tier or allow guys that negotiated stronger in the front end to make more throughout their career with DONE.
Your thoughts?
Anyone have anything like this they wouldn't mind sharing?
I refuse to leave my desk today until this is to bed....