[CSL board] bonuses
Karen Zgoda
karen at karenzgoda.org
Mon Jul 3 22:49:50 EDT 2006
It seems like the goal is to prepare VISTAs/work studys for their
post-service working environments. Is this accurate? I found
creating a portfolio of accomplishments during my years of service
very effective during interviews post-VISTA.
Or are you more concerned about their productivity, or what they are
leaving behind to the lab after their service, or how to be
"employees?" People can be motivated by money short-term but it's
the intangible stuff that motivates them long-term and leads to
change. Find out what they find motivating. Have you asked them
what motivates them? I'm somewhat opposed to giving everyone a gold
star for effort (although taking folks out for a nice lunch does this
nicely; who can object to a free meal for service especially if it's
the one nice meal you will have?). In the real world they will be
held accountable for their accomplishments, have to complete projects
on time and on budget, play well with others, and handle themselves
politically. Any special projects to help them attain these goals
while benefiting the lab would work well - what are your goals for
the lab? Would a monetary bonus advance all these ends?
...Karen
Karen Zgoda, MSW, LCSW
Doctoral Student
Boston College
karen at karenzgoda.org
http://www.karenzgoda.org
On Jul 3, 2006, at 6:08 PM, Fred G.Martin wrote:
> I thought from many conversations that no one was in it for the
> money. Not that a few "bob" (as they say here in Ireland where I'm
> staying) will make much difference.
>
> In other words, if there are motivational problems, then they'd be
> deeper than such can be solved with a bonus at the end of the month.
>
> I think it would be better to focus on "we're all in this together;
> how can we support each other" than personalized achievement targets.
>
> Fred
>
>
> On Jul 3, 2006, at 10:46 PM, Dan MacNeil wrote:
>
>> Getting a bonus for showing work within a couple hours of when you
>> schedule yourself doesn't require competition with anyone.
>>
>> Getting a bonus for getting a patch accepted by debian doesn't
>> require competing with anyone.
>>
>> Merely setting a goal for yourself doesn't require competing with
>> anyone.
>>
>> Arguably, meeting a goal you've set for yourself is potentially
>> competitive. I can certainly live without this.
>>
>> I'm not talking about some sort of piece work sweat shop but I
>> really would like to experiment with motivational tools beyond
>> talk and firing.
>>
>> I am ***very*** much against a uniform bonus for everyone. If
>> people are going to make the transition from subsidized wages
>> (VISTA / work study) to unsubsidized wages, they need a clear
>> understanding of how their efforts effect their wages.
>>
>>
>> #######
>> Fred G. Martin wrote:
>>> I agree wholeheartedly with Josh. It seems to me this would
>>> unnecessarily set up a competitive environment. If you want to
>>> share financial well-being with staff, I would suggest a uniform
>>> bonus for everyone. If at all.
>>> Fred
>>> On Jul 3, 2006, at 3:45 PM, Josh Harding wrote:
>>>> Though it may merit more thought, my initial feeling is that
>>>> performance
>>>> based bonuses have a high potential for creating stress and bad
>>>> feelings.
>>>> What happens when one person helps another complete a project?
>>>> What if there
>>>> are two projects available for someone to pick up, and one is
>>>> short and
>>>> easy, while the other one is challenging but exciting, and the
>>>> person in
>>>> question isn't doing well on money that week?
>>>>
>>>> At various workplaces that offered bonuses based on
>>>> performance, I've felt
>>>> that it had a negative, rather than a positive impact.
>>>>
>>>> I'd be in favor of bonuses of a non-monetary nature (though they
>>>> could
>>>> _cost_ money) to celebrate achievements, like the completion of
>>>> a project.
>>>> IMHO, it would be better done along the lines of 'all right -
>>>> we got that
>>>> done! Let's all go have dinner on the CSL' or some such.
>>>>
>>>> I'm not a competitive person by nature. Some people thrive on
>>>> competitiveness. The question here is, do we want to cultivate
>>>> it, and, if
>>>> so, when someone wins, who loses?
>>>>
>>>> -Josh
>>>>
>>>> On 7/3/06, Dan MacNeil <dan at thecsl.org> wrote:
>>>>
>>>>>
>>>>> > This sounds like an idea that needs lots of discussion and
>>>>> supporting
>>>>> > documentation.
>>>>>
>>>>> yes, it does.
>>>>>
>>>>> > For example, is there a need for newer hardware?
>>>>>
>>>>> Some improvements could be made with new hardware, primarily
>>>>> big flat
>>>>> screen monitors.
>>>>>
>>>>> We have the GLCF grant to buy new server hardware. Given that
>>>>> we're
>>>>> running Linux on the desktop and not doing a lot of user
>>>>> switching,
>>>>> hardware needs will amount to 6x$50 for replacement power
>>>>> supplies for
>>>>> the lab workstations (6 years old) in the worst case.
>>>>>
>>>>> I'd guess that bonuses would produce more results.
>>>>>
>>>>> >training for the crew?
>>>>>
>>>>> Most of the crew is in the CS program. @ $400/day commercial
>>>>> training is
>>>>> probably out.
>>>>>
>>>>> Training is definitely a key area, Right now we share knowledge
>>>>> in a
>>>>> pretty crude and ad-hoc way.
>>>>>
>>>>> >an upcoming conference?
>>>>>
>>>>> We are obliged to send the VISTAs to a conference or
>>>>> conferences that is
>>>>> the equal
>>>>>
>>>>> >more VISTAs?
>>>>>
>>>>> > How much money is going to be surplus?
>>>>>
>>>>> From documents at last board meeting, This summer, Between
>>>>> 4-5K unless
>>>>> I did the math wrong and this fiscal year between 7-8K, unless I
>>>>> remember wrong.
>>>>>
>>>>> > How does it play out in the 12 month cash flow projections?
>>>>>
>>>>> Reduces us from 7-8K surplus to 6-7k surplus. (if memory serves)
>>>>>
>>>>> > This sounds like an idea that needs lots of discussion and
>>>>> supporting
>>>>> > documentation.
>>>>>
>>>>> yes, it does.
>>>>>
>>>>> Laura MacNeil wrote:
>>>>> > Since finances are tenuous at the Lab, I'd like to know how
>>>>> the money
>>>>> > can be spent in other ways that can help the Lab. For
>>>>> example, is there
>>>>> > a need for newer hardware? training for the crew? an upcoming
>>>>> > conference? more VISTAs?
>>>>> >
>>>>> > How much money is going to be surplus? How does it play out
>>>>> in the 12
>>>>> > month cash flow projections?
>>>>> >
>>>>> > This sounds like an idea that needs lots of discussion and
>>>>> supporting
>>>>> > documentation.
>>>>> >
>>>>> > Laura
>>>>> >
>>>>> > Dan MacNeil wrote:
>>>>> >
>>>>> >> One potential use for some of our small surplus is as
>>>>> monthly bonuses.
>>>>> >>
>>>>> >> John & my work is tied to money relatively directly. If our
>>>>> external
>>>>> >> customer's don't like our work, the lab doesn't get paid.
>>>>> >>
>>>>> >> Everyone else lacks this tangable feedback. I could probably
>>>>> do better
>>>>> >> in providing timely and specific evaluation without money
>>>>> but...
>>>>> >>
>>>>> >> I was thinking along the lines of:
>>>>> >>
>>>>> >> awarding up to $100 per month per person (5 people)
>>>>> >> trial in July, August
>>>>> >> 10% for each week person shows up as self-scheduled
>>>>> >> 5% for each week with a tangable goal
>>>>> >> 5% for each week with an achieved goal.
>>>>> >> 20% for each patch accepted by Debian project
>>>>> >>
>>>>> >> Money not awarded would go back in pool.
>>>>> >>
>>>>> >> I have ideas like turtles lay eggs, so I won't get too
>>>>> excited if the
>>>>> >> gulls eat this one.
>>>>> >>
>>>>> >> btw, I put this to the board list there are 5 folks on
>>>>> cadre- politics
>>>>> >> who are either self effacing or interested parties, but this
>>>>> is not a
>>>>> >> secret plan.
>>>>> >>
>>>>> >> For VISTAs, the money can be a gift certificate.
>>>>> >>
>>>>> >>
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>>>>> >
>>>>> >
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>>>>>
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