← HR Metrics·Workforce Composition
Distribution — bonus plan segment
Headcount shares across normalized bonus-plan taxonomies sourced from Bonus Plan Assigned.
How it’s computed
DISTRIBUTION(bonus_plan_segment)
What the evidence shows
Evidence (effect sizes, priors, validity) is syncing from Principia.
What this metric can show you
Distribution — bonus plan segment can tell roughly 25 pre-built stories — each a designed scene the data either confirms or it doesn’t. Bring your numbers and the Story Finder runs every one of these shapes against them.
specific to workforce composition
{mover} is becoming a bigger share of who you are
workforce-composition · T1
{mover} is fading from the mix
workforce-composition · T1
A few people hold the whole network together
org-networks · T1
One unit is over-managed
workforce-composition · T1
Spans are stretched thin in one corner
workforce-composition · T1
The mix is holding steady
workforce-composition · T1
The organization you have isn't the one you had
workforce-composition · T1
universal shapes — any single metric can take these
A few large values are doing the talking
any focus · T1
A one-time event, not a trend
any focus · T1
It doesn't track — the premise is false
any focus · T1
It's concentrated — one group stands apart
any focus · T1
Scenes are pre-built; your data is the toggle. Browse the full deck or watch one play end-to-end in The Quiet Exodus.
Run it on your data
This metric is computed in the People Analytics Toolbox on your own numbers. See pricing — posted, no quotes.
sources: toolbox:metrics-catalog
What the literature says
The measurement literature behind this signal — sourced, so you can defend it.
“See also discretionary and nondiscretionary bonus.[C5, C11, C12, C15, T1, T2, T9, GR1, GR5, GR6, GR7] Bonus guaranteeA payment in addition to base salary that is made regardless of performance (e.g., an incentive award that is guaranteed, usually to a new hire or to a newly…”
— Worldatwork Handbook Compensationmatch 61%
“This basic framework makes profit-sharing bonus plans among the simplest to administer. Profit-sharing plans are used by many organizations in a wide variety of industries and often are credited with contributing to a low employee turnover rate. Although most profit-sharing…”
— The Compensation Handbook (6th ed.)match 59%
“TI-Linked Bonus—Hurdle Bonus plans can use the same linkage methods as commission plans, such as hurdles, multipliers, and matrices. Bonus plans can use hurdles to tie two or more performance measures together. As illustrated in Figure 5-45 , the retention rate of current…”
— Compensatingthesalesforceapracticalguidematch 57%
Resources: Worldatwork Handbook Compensation · The Compensation Handbook (6th ed.) · Compensatingthesalesforceapracticalguide