Pay for Performance ideas

krichey

We are a financial institution in the process of setting up a pay for performance system. We'd like to use ranges where a supervisor can decide poor performance = no raise, average performance = 1-2%, above average 3-6%, superior = 7%+. Anyone have any ideas, or have you used a PFP system before with positive/negative results? We have some positions that are fairly quantifiable (such as tellers where we can track # of transactions and # of errors easily), and some that are not (such as a customer service tech who problem solves customer issues). What did you do with the ones not so quantifiable?