Pay Plan Ideas for Top FRH Producer

[BReagan]

Any ideas on a pay increase for a tech who
is currently at 161% productivity? Our present plan pays $25.00 when a tech turns 48 frh in a 40 hr week. if they turn 60 frh they get $50.00. 4 weeks at 60 frh earns an additional $200.00.
I'm considering a stair-step plan for increased frh, but I don't think I can get many more frh's out of this guy physically.
Thank's for your input.

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[jargonaut]

Id be interested to know the split on this level of productivity as to cash and warranty. Also what degree of comebacks and how a comeback is determined in this shop.

[jimmonte]

i dont know if i would change a pay plan for one tech, what are the other techs averages?
how is the work dispensed? what are the reasons for wanted to change it, is the tech at 161% complaining and if he is what is he complaining about, too much money to spend.
ha ha

[RPMGeorge]

Your Tech earns $25 if he achieves 48 Hours what is his Base Pay? If you want to reward him or give him the extra push maybe you should start at the base pay. also what are the benny's you are allowing/paying? Is he getting all the gravy work from the SA? Is he part of a Team, how is the Team performance? What are the numbers for the rest of the Teams or Technicians? Their are some crucial info missing to give you the answers you are looking for.
Maybe you should leave his payscale alone and work on the general Payscale or if needed on Work Distribution.

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George Schmitz

[Jim]

Along with the other comments, I would be concerned about quality repair. A Tech who consistently produces at that rate would, in my opinion be shortcutting, or flatrating. Is your shop import or domestic?

[Doug]

I hate to be the one who throws a wet blanket on this but, truthfully, if this tech is CONSISTANTLY at +/- 161% I'd be worried about quality of work, over-flagging/gouging, work distribution inequities and flat-rating. If something sounds too good to be true, it usually is. Of course, it could be that I'm just jealous.

Are the other techs up to this level or even close ? If not, I'd be more concerned about getting the OTHER techs to a higher level than doing anything special for this one guy.Would you rather have one guy at 160% or a whole shop full of techs at, let's say, 125% ????

[chucks]

There seems to be some undercurrent here about a tech being too productive and maybe even earning "too much" money. Let us not forget the puported reason for clinging to our flat rate system. To force productivity. If this tech's quality is suffering, in a properly managed shop, then his/her un-paid come backs will eat up the productivity in short order. But if the workmanship is up to snuff then it's not all that unusual for an experienced, aggressive tech that does a fair job of up-selling and is good at managing his/her work flow to be able to crank out 60 hours or better per week.
However, to address the original question more facts are needed. I don't think that you should expect too much more from this person, but if the quality is there you do need to strive to keep him/her satisfied and working for YOU.