Technician bonus program outline

Pay a bonus for the behaviour you want: finishing within the hours you sold, no callbacks, and complete job records. This is the structure Handy's uses. Set your own rates.

Who earns what

• Primary technician: bonus rate x bid hours when the job qualifies. Fast, clean work is rewarded; padding hours is not.
• Secondary technician: bonus rate x actual hours worked on that job.
• Example rates to start from: lead tech $8/hr, tech $6/hr, apprentice $4/hr (set to your margins).

A job qualifies when

• Actual hours are at or under 110% of bid hours
• The job checklist is complete
• Required before and after photos are uploaded
• No callback (a return trip to fix our own work; added work the customer bought later is not a callback)
• A manager approved it

Overrides and timing

• Management can override eligibility with a written reason (for example, the customer added scope on site).
• Review job costing and bonus eligibility within 48 hours of completion. Pay bonuses on a set cycle (for example, monthly).

Scorecard the techs see

• Efficiency: jobs finished within sold hours / total jobs
• Quality: callbacks / total jobs, rolling 30 days
• Admin: jobs with timer, photos, signature and daily summary / total jobs (target 100%)
• Bonus earned and bonus pending