Apple’s official money reward design depends on income and working benefit objectives. There are Threshold, Target and Maximum levels with payouts of 100%, 200% and 400% of their base pay rates. The income dollar contrasts between the Threshold and Target and after that the Target and Maximum levels are near similar sums while the working benefit contrasts have been near the same in the course of recent years.
It is an utilized arrangement as there are no payouts if the limit targets are not come to and the payouts between the Target and Maximum levels is worth double the sum between the Threshold and Target. I’ve built up a Google Doc spreadsheet with the three levels, the rate increments or declines versus the earlier year’s outcomes and the genuine income and working benefits. I’ll refer to some of them in my note underneath yet for every one of them tap on this connection. I’ve likewise featured in yellow where the genuine outcomes lie in contrast with the objectives.
Execs hit maximum bonus level in fiscal 2015
Fiscal 2014 had seen 7% revenue and operating growth. When looking in hindsight the 2015 goals look on the low side since the iPhone 6 and 6 Plus were being launched. The Threshold, Target and Maximum revenue growth goals were 3%, 9% and 15% vs. what wound up being a 28% increase. The operating profit results were even stronger. The goal levels were 0%, 5% and 7% above the prior year vs. what wound up being a huge gain of 36%. This allowed executive management to qualify for its Maximum bonus of 400% of their base salary.
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Most of the 2016 goals were lower than 2015’s results
The 2016 goals took into account the strong 2015 results. The revenue levels were 13% and 4% lower and 4% higher with the operating profits goals down by 29%, 15% and flat. Actual revenue wound up falling 8% so it was between the Threshold and Target levels while operating profits fell 16%, which was very close to the Target level. This resulted in Apple’s execs getting 89.5% of the Targeted amount.