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[quote=”SpawnedX” post=41737][quote=”Speeda86″ post=41726]I will suggest something. It goes along the lines of a car salesmen. Pay the tech “milk and bread money” for the week and for every job they complete give them a percentage of the labor cost..say 5-10% as a standard (based on education) and say for every year your work for that company you get a 1-2% raise on base pay and comission based on your work ethics and quility of work(come backs and such). That would give you incentive to do the best you can each week. Even on slow weeks there is still food on the table.
Another way is to pay the Tech a base monthly salery…lets just say $400 Gross pay..in order to make more then that $400 they have to bill so many hours in that week(we will say 40 hours)…and to make more then the base rate you have to bill those 40 hours and once you do that you get a bonus plus a percentage of the labor over the 40 billed hours…lets say 10-15% of labor.
However I do see an issue in this…if the manager likes or dislikes you then he can give the jobs to someone else…these are just some of the things I have been thinking about. Also I will state before anyone bashes me on it…no I have not worked in a shop I have me degree but with I took a job in an office for now..I am looking at going into CNC and Machining parts also using CAD and Solid Edge to design parts and sell them in a business…whenever that happens.[/quote]
Is this a typo? $400.00 monthly base pay? That’s is the completely opposite of livable.[/quote]
Yes it is suppose to be $400 weekly…sorry for the confusion[quote=”SpawnedX” post=41737][quote=”Speeda86″ post=41726]I will suggest something. It goes along the lines of a car salesmen. Pay the tech “milk and bread money” for the week and for every job they complete give them a percentage of the labor cost..say 5-10% as a standard (based on education) and say for every year your work for that company you get a 1-2% raise on base pay and comission based on your work ethics and quility of work(come backs and such). That would give you incentive to do the best you can each week. Even on slow weeks there is still food on the table.
Another way is to pay the Tech a base monthly salery…lets just say $400 Gross pay..in order to make more then that $400 they have to bill so many hours in that week(we will say 40 hours)…and to make more then the base rate you have to bill those 40 hours and once you do that you get a bonus plus a percentage of the labor over the 40 billed hours…lets say 10-15% of labor.
However I do see an issue in this…if the manager likes or dislikes you then he can give the jobs to someone else…these are just some of the things I have been thinking about. Also I will state before anyone bashes me on it…no I have not worked in a shop I have me degree but with I took a job in an office for now..I am looking at going into CNC and Machining parts also using CAD and Solid Edge to design parts and sell them in a business…whenever that happens.[/quote]
Is this a typo? $400.00 monthly base pay? That’s is the completely opposite of livable.[/quote]
Yes it is suppose to be $400 weekly…sorry for the confusionI will suggest something. It goes along the lines of a car salesmen. Pay the tech “milk and bread money” for the week and for every job they complete give them a percentage of the labor cost..say 5-10% as a standard (based on education) and say for every year your work for that company you get a 1-2% raise on base pay and comission based on your work ethics and quility of work(come backs and such). That would give you incentive to do the best you can each week. Even on slow weeks there is still food on the table.
Another way is to pay the Tech a base weekly salery…lets just say $400 Gross pay..in order to make more then that $400 they have to bill so many hours in that week(we will say 40 hours)…and to make more then the base rate you have to bill those 40 hours and once you do that you get a bonus plus a percentage of the labor over the 40 billed hours…lets say 10-15% of labor.
However I do see an issue in this…if the manager likes or dislikes you then he can give the jobs to someone else…these are just some of the things I have been thinking about. Also I will state before anyone bashes me on it…no I have not worked in a shop I have me degree but with I took a job in an office for now..I am looking at going into CNC and Machining parts also using CAD and Solid Edge to design parts and sell them in a business…whenever that happens.
I will suggest something. It goes along the lines of a car salesmen. Pay the tech “milk and bread money” for the week and for every job they complete give them a percentage of the labor cost..say 5-10% as a standard (based on education) and say for every year your work for that company you get a 1-2% raise on base pay and comission based on your work ethics and quility of work(come backs and such). That would give you incentive to do the best you can each week. Even on slow weeks there is still food on the table.
Another way is to pay the Tech a base weekly salery…lets just say $400 Gross pay..in order to make more then that $400 they have to bill so many hours in that week(we will say 40 hours)…and to make more then the base rate you have to bill those 40 hours and once you do that you get a bonus plus a percentage of the labor over the 40 billed hours…lets say 10-15% of labor.
However I do see an issue in this…if the manager likes or dislikes you then he can give the jobs to someone else…these are just some of the things I have been thinking about. Also I will state before anyone bashes me on it…no I have not worked in a shop I have me degree but with I took a job in an office for now..I am looking at going into CNC and Machining parts also using CAD and Solid Edge to design parts and sell them in a business…whenever that happens.