|By Chefferd (Chefferd) on Saturday, September 03, 2005 - 06:47 pm: Edit|
I was wondering if you all would share all the different and creative bonus and insentive programs you've seen and which were the most dependable.
|By Chefmanny (Chefmanny) on Sunday, September 04, 2005 - 07:53 am: Edit|
FOH or BOH???
For sales of menu items???...liquor???....cooks???
|By Chefferd (Chefferd) on Sunday, September 04, 2005 - 11:48 am: Edit|
for a Exec. Chef willing to take a chance on a new venture by taking a lower salary but include a bonus, insentive or percentage.
|By Chefmanny (Chefmanny) on Sunday, September 04, 2005 - 04:59 pm: Edit|
Is it a new operation or existing?
The reason I ask is that if it's existing; you have a number or a gauge to compare your performance to. If it is new there is nothing to compare to and your performance may be undersold.....by you and/or the owners.
|By Chefmanny (Chefmanny) on Sunday, September 04, 2005 - 05:01 pm: Edit|
Anyway, if it's old, you should base your bonus as a % of savings (food cost) from the present numbers or increase in sales from the present numbers (sales figure). 2-5% is a reasonable monthly bonus with annual bonus for meeting all goals.
|By Chefferd (Chefferd) on Sunday, September 04, 2005 - 07:17 pm: Edit|
This is a new venture with no history, the owner asked me to submit my idea of a fair bonus. I considered a percent ( say 1/2 of 1 percent) of gross for the first 6 months. This would give us a history of food cost and labor to judge against.
It would also carry us thru the party season. The only draw back is I would get a bonus regardless of the bottom line. Although I know you can pretty much make the bottomline say what you want.
|By Chefmanny (Chefmanny) on Monday, September 05, 2005 - 07:15 am: Edit|
If you get a bonus regardless, why not call it a salary???
I don't know what you mean about making the bottom line "say what you want"?...if you have invoices for the month for food cost, sales figure for the month, and an inventory, you get an honest food cost.
After that you get into labor costs, fixed costs, variable costs and then the bottom line may vary but at that point it should not apply to your bonus.
Honestly, when I was young I was in a same situation, the owner of the new place went to where I worked to recruit me from the place I was at, he offered me a bonus, salary in exchange for writing the menu, hiring staff, setting up the FOH and BOH.....to make a long story short, after three months they guy said; thanks Manny, I don't need you any more, and that was that!
SO, my point is be carefull, start ups take long hours and hard work, get compensated for it!!!!
Think of getting a contract and maybe even consult an attorney, I don't know what your relationship with the pricipals is, you know that best. You've been around for a while, what does your gut tell you??????
Good luck, and be smart!
|By Hilpo (Hilpo) on Thursday, September 22, 2005 - 04:04 am: Edit|
I work in Finland and i have bonus system in part of my celery. It's basing last year numbers in budget. Final accounts show what i've done comparing last year. In new place you should try this:
For Example how much money there's left from food sale after you've take byings and celeries out from turnover. If you make enough money under that line, you can try to negotiate something extramoney for your self. You can check this once a month or once an year example...