Conference 7.286::digital

I seem to remember a discussion over in the MARKETING file about the sales 
force getting some kind of bonuses. That may be where your rumor came from.

        Mike

    I heard of bonuses for the sales force.  I believe it is called
    the 4-8-12 program.  The way it works is they take the top ten 
    percent of sales force, in percent of budget.  This group of people
    is divided into three groups.  The top 1/3 gets $12,000, the middle
    1/3 gets $8,000, and the bottom 1/3 gets $4,000.  It is reguarded
    as a one time bonus and not a sales commission.  This program has
    not gotton too much publicity outside of sales, probably so as not
    to cause discontent with the rest of the DECworld.  I think this
    might be what you heard about, if not I am kind of curious.
    
    
    		Rob,

    I heard that the little bit of stock that we've been getting for the
    past couple of years (based on salary) is no longer legal and that
    whatever we have accrued will be given to us in cash pretty soon.
    Could this be the same thing?  Is it true? 
    
    -joet

    re: 259.3
    
    The "Stock-as-a-gift-plan" officially known as the Employee Stock
    Ownership Plan is terminated.  The Employee Stock Purchase Plan
    continues and other plans continue as well.  This was announced
    in a two inch article in DECWORLD last issue I believe.  The reason
    is that the legislation which gave DEC a tax break for the ESOP
    expired or was repealed.  There's likely to be more detail in
    NY1MM::INVESTING.
    
    re: 259.* Bonuses
    
    The full story, and I mean full, is covered in notes 187 and 244
    in HUMAN::MARKETING.

    I remember hearing of something called the "Victory Program" (I
    could be wrong...it was a while ago) where they would make cash
    awards to people going that extra mile to do their job well.
    I remember something about "x" percentage out of each group manager's
    engineers would get something...I don't know how often this would
    occur.
    
    ...of course it's been awhile since I heard it so maybe they decided
    to forget it??????
    
    
    The Mad Chinaman
    

        Re .4
                
                MARKETING note 187 doesn't have any bearing on the
        subject. Which one did you mean, Pat? (I looked around nearby,
        but didn't find anything.) Note 244 explained the Sales Force
        Bonuses in some detail (assuming accuracy).
                
                BUT - What I am refering to is NOT the Sales Force
        Bonuses (unless grossly distorted by word of mouth). I will
        still not put any more details in here until I have some
        confirmation of its accuracy, but it was obvious from what I
        heard (if true) that it was aimed at DEC in general (again
        assuming what I heard was true).
                
                /s/     Bob

Perhaps you're thinking of the patent award program -- if you've
ever invented something that Dec patented, you're in for a little
treat.  If you have more than one invention, you get a bigger treat.
If there are large numbers of inventions in your names, the bonuses
get better and better.

I don't recall the exact numbers involved: I think it starts at $500
for the first invention.

Can't wait for the check.

Martin.

    MARKETING note 187 has the complete text of the latest Business Week
    article on Digital.  It mentions the fact that Digital is offering
    bonuses to its sales force.  This was the first time that the public
    learned that we had any cash incentives for the sales force. MARKETING
    note 244 is more or less a debate on the wisdom of offering bonuses to
    the sales force. 
    
    Bob Gettys is correct.  There is no discussion of bonuses paid to
    anyone who isn't a sales rep.

    I talked with our Personnel consultant after our Salary
    Management System (re-)training session Monday and asked
    him specifically about this rumor... no truth to it...
    
    Marge
    

    
    
    funny, that's different than what we got from our personnel.
    
    We were told it was being discussed only.

    As far as I know, the VICTORY program is alive and well...at least
    for any organization that is a part of P&DS (part of Central
    Engineering?)
    
    The way it was explained to us: Cash awards, up to $500.00 will
    be awarded to people who accomplish some type of special something.
    No real specifics were given, other than someone showed extra-ordinary
    effort to get a major project completed on time, people who win
    awards for special achievements, etc.  I'm not sure, but I think
    it's up to manager to nominate people for these cash bonuses.  So
    far, no one here in TSG has received one.
    
    jg
    

    
    An awards program was started in or organization.  Big deal.
    they gave our team a five way split on a $300 award.
    a $60 coupon to a local restraunt.  and we had to stand up in front
    of a large group to get it.  Stupid.  We're not gonning to work
    any less, but I doubt that the award has influenced anyone to go
    any harder.]
    and I'm probably goning to have to pay taxes on it next year!
    arrrrrrrrrrrrrrrrggg!.
    ed
    

        This is not a rumor.  The manager of our group just told us
        about an award program being set up for us.  Several other
        organizations were mentioned as having programs, or as in the
        process of setting up a program. 
        
        Each organization can set up their own program, with certain
        guidelines.  The maximum number of awards per year for a group
        is 10% of the number of people (but, as mentioned in .12, one
        award can be split between several people).  The awards can
        range from $100 to $500. 
        
        For our organization, members of the group staff nominate
        employees for the awards.  A review occurs, and award may be
        given, quarterly.  It is not guaranteed that all of the awards
        will be used.  The awards are for doing something special and
        are limited to Principle Engineer [Supervisor] or below. 
        
        					B.J.

        Re: .13
        
        In case anyone was wondering, my group is not limiting awards
        to engineers with principles, but to Principal Engineers
        and below.  (I hope this is more restrictive than the way
        I first described it.)
        
        [Those who noticed my error, thanks for letting me make a
        public fool of myself rather than doing it for me.]
        
        					B.J.

    As in .11 and .13, MSD (Micro Systems Development - uVAXes and PDP-11
    HW/SW) began a program like this last quarter. Awards in the vicinity
    mentioned are presented at a quarterly banquet in Maynard as I recall.
    Our CC additionally recognizes people that deserve it with dinner
    for two occasionally - nothing outstanding but it is our policy.
    
    -Jack
    

The following is what is under consideration at one plant within DEC.
     It has NOT been adopted to my knowledge, but passed around for
    consideraton...
Maybe this is what .0 heard of???....    
    **********************************************************************
Subject: TWO PROPOSALS

Please read the following two proposals for discussion
at the BOD meeting.  

Special Recognition Reward Program

The purpose of this program is to enable local management
to recognize employees for outstanding accomplishments
towards job related and/or organizational goals.

Objectives:

To give special recognition and reward to those employees 
whose behavior is such that it not only has a positive effect 
but also leads to changes in the environment of the <name of DEC>
plant.

Responsibilities:

Functional managers will have the responsibility for maintaining
the reward system within his/her own business and will include
the cost of the reward program in their respective budgets.

All organizations must maintain proper records of award sizes
and names of recipients.

Chairperson (BOD member) and Compensation Manager to form a
committee to act as a review board.

Identifying Reward Recipient:

The following is a list of some areas that could be considered
for rewards.  This list in not all inclusive but may be used as
a guideline.

-  The performance observed is beyond the limits of the
   incumbent's assigned duties and responsibilities.

-  It clearly benefited the organization; resulted in
   something which might not otherwise have occurred.

-  Involved extraordinary effort and/or extra hours.

-  It may have been undertaken voluntarily and on the
   initiative of the employee.

-  The results were clearly the consequence of his/her own
   efforts/skill.

-  Usually performed within a short time frame, say less
   than six months.

-  May involve unusually creative thinking or problem-
   solving behavior.

-  Modeled behavior for others to follow.

Eligibility:

All Plant Digital employees

Awards:

-  Formal statement of recognition

   Example:  Letter
	     Plaque
	     Picture
             New Article

-  Where appropriate to positively reinforce the recognition,
   $100 - $500 cash or cash equivalent (taxable).

   Examples of Equivalent:

	     Dinner for Two
             Night on the Town
 	     Gift Certificate
             Parking Space	



Proposal No. 2


Employees Activities Committee

Objective:

To facilitate the participation of all employees in the
<name of DEC> Plant activities.

Purpose:

The activities of the Plant become the
responsibility of its employees.

Design:

Committee to be comprised of Chairperson (BOD member),
Compensation Manager, and others.

Selection of committee members encompasses all shifts.

Initial membership on committee designated by the
Functional Managers.

Membership will be on a rotating basis.  Maximum time not
to exceed eighteen (18) months.  Succeeding membership
will be on a nomination basis.

Managers to recognize this group as a legitimate committee
and allow time for employees to serve.

All Westfield plant activities to come under the jurisdiction
of the group and to be coordinated by them.

Examples:

	Sports Groups
	Special trips
	Fund raisers (all, i.e., United Way, etc.)
	Turkey Distribution
	Open House
	Picnic
	Appreciation Date
	Contribution Committee
	Etc.

Committee to have regularly scheduled meetings and publish
minutes.
Sub-committee formed by this group will be accountable to and
will be the responsibility of the Plant Committee.

Charter and purpose will be drafted by this committee and 
reviewed by BOD members for approval.

    I've been in several groups where awards were given out, either
    openly or under-the-table.  These were things like dinner for two,
    up to some pretty significant awards, such as stock options.  (Stock
    options have to be aboveboard, 'cause they require VP approval).
    I'm in favor of all such incentive systems, no matter how small,
    because they do show managers care.  (In other words, I take exactly
    the opposite attitude of the 'thankless recipient' of an aware a
    few replies back. 8*] )

    RE: .17
    
    Parking spaces???    In all my years at DEC I've never heard of
    reserved parking spaces. I guess our corporate culture is changing.
    
    Deb

Re .19:

You jogged my memory.  A few years ago I remember seeing some spaces set
aside for a few people who submitted good suggestion box entries. Each
space had a sign in it with the employees name on it, and was only good for
a couple of months or so.  I think it was for MR1-3 manufacturing.  If the
spaces were in the upper lot at MR, then the program could still be taking
place - I stopped parking up there a year or two ago.

I find the idea of temporary parking spaces quite acceptable, just as I shy
away from the idea of permanent parking spaces for VIPs.
				/AHM

    re: .19, 20
    
    I am probably the only employee in DEC outside of KO himself to
    have had a reserved parking space (more or less).
    
    I was in the first group of ten people to move into the Bedford
    training facility.  The building would soon be crowded, but there
    were other tenants at that time, including a small hi-tech firm
    that had reserved parking spaces for its employees, right at the
    plant entrance.  After about a year, they finally moved out; but
    the site maintenance groups were so overworked that the reserved
    signs stayed up for months.  I was apparently the only person who
    noticed that these spaces were available, and picked out the best
    one (VP of Sales) for myself.
    
    The signs were up for months.  In fact, when they were finally taken
    down, I *still* had my reserved space!  People were so used to seeing
    my car there that the space was left open almost every morning.


        
    Ok.  I'm cocky this morning so here's what I think.....
    
    If you were around for the fy84 freeze/stock drop/bad times or whatever
    you want to call it, I think its about time we were rewarded.  What
    do you think?  We sacrficed and did what we could for our company.  We've
    worked hard and now our company is doing *great*.  So here's what
    I suggest; I would estimate there are about 75K employess still
    with the company who were around at "freeze" time.  I'll accept
    adjustments to this number, its only a ruff estimate.  Now, as of
    last count, we have 2.5 billion in cash.  I say give a token bonus
    to all those who stayed on and did there job to help us out of bad
    times.  If the bonus was $500 we talking about 37.5 million to the
    employees.  That still leaves us with 2.46 billion in cash.
    
    Hi, Ken.....whada ya think?
    
    Just another g*@#*#& opinion :-)
    
    GOG
    

    
    re -.1  Ok. I'll amend the proposal, cash or *stock*.....
    

    re: .22 and .24  Doing your job is known as "the salary continuation
    		     plan".  Or would you like to have a 6% salary
    		     reduction like a certain company up the highway
    		     who didn't do so good in the past few years.
    
    

    
    re .25  That certain company "up the highway" is obviously doing
    poorly and it reflects in the cost cutting measures it is now
    undertaking.  My point is we are not doing porrly, we are doing
    quite well.  Why not share the wealth with those who sacrificed
    some early on.  Where would DIGITAL be if we hadn't all pulled together
    and "bit the bullet"?
    
    I enjoy my "salary continuation plan" and plan on enjoying it for
    a long time.  But, it time to get returns and investments.....
    
    as I said before....just an opinion....
    
    GOG
    

    Engineering is implementing a recognition very similar to the first
    proposal in .17.
    
    John

    re: .22 "OK, its our turn!!"
    
    "I say give a token bonus to all those who stayed on and did there
    (sic) job to help us out of bad times.  If the bonus was $500 we (sic)
    talking about 37.5 million to the employees." 
    
    Gee. I'm in the Employee Stock Purchase Plan. I've gotten mine already
    in December. And it sure looks like I'm going to get more in June.
    In fact, it is so motivating, I plan to do everything I can that
    the stock keeps climbing and I will keep getting more from it....

    
    re .28
    	Come on, Peter.  I understand the benefits.  All I'm saying
    is a one-time bonus.  The Stock plan was alive and well during
    hardtimes. The stock plan doesn't replace 6 months worth of wage
    freezes nor the cut back in planned increases that were implemented.
    

re .-2
            
>    "I say give a token bonus to all those who stayed on and did there
>    (sic) job to help us out of bad times.  If the bonus was $500 we (sic)
>    talking about 37.5 million to the employees." 

        For a corporation with in excess of 2.5 Billion in Cash reserves,
        a 40 Million dollar incentive, would be a drop in the bucket.
            
>    Gee. I'm in the Employee Stock Purchase Plan. I've gotten mine already
>    in December. And it sure looks like I'm going to get more in June.
>    In fact, it is so motivating, I plan to do everything I can that
>    the stock keeps climbing and I will keep getting more from it....

	Then, of course, there are those of us that do not get the
        opportunity to enjoy the stock purchase plan. Looks like the
        only way to buy stock is to live in the Continental U.S.
        
        q
        

    
    Sorry, Q...How could we forget you guys...you want you bonus in
    American dollars?  :-)  Or maybe in the form of a Cup?  :-)
    
    Again, my point is the "token" bonus would reach everyone and show
    the equalness of the sacrifice on the international level, not just
    in the States.  Hey, when things go bad in Maynard, things go bad
    in Sydney...
    
    GOG
    

>      Looks like the only way to buy stock is to live in the Continental U.S.

Wrong.

Employees in many countries can enjoy the benefits of the stock purchase plan.
The U.K. and Germany immediately come to mind.

/john

    
    John,
    
    	Is the stock for the European Corp/sub or is it the U.S corp?
    
    GOG
    
    ps.  Love your picture in DTW.....
    

    Re: .31
    
    	I hereby donate my bonus back to digital with the understanding
    that it be used to help mount a campaign by digital to win the next
    America's cup race and place the cup in the mill in or maybe in
    the computer museum.  I can see the the the big grey spinnaker already,
    it says: "digital has it(the cup) now(also)!!
    
    The cup races are now high tech. We have it lets flaunt it!
    
    Bill v.
    very close to:
    America's Cup Ave
    Newport, RI

>    	I hereby donate my bonus back to digital with the understanding
>    that it be used to help mount a campaign by digital to win the next
>    America's cup race and place the cup in the mill in or maybe in
>    the computer museum.  I can see the the the big grey spinnaker already,
>    it says: "digital has it(the cup) now(also)!!

We tried that in the mid-70's.  The Swedish entry in the America's cup
was partially designed on the Stockholm office PDP-8 (by a Dec salesman,
Anders Nordin, who was world champion in the Soling class).  The boat
had a PDP-11 onboard (I think it was the first to have an on-board
micro) which was run by a Dec f/s engineer (also a world class sailor)
and programmed by a variety of Stockolm office hackers including a
non-world class sailor and ex-software specialst whose name modesty
prevents me from mentioning.

Unfortunately, having a good computer wasn't good enough, and Sverige
was beaten in the finals by the Australian entry.

Martin.

    Ahh, but this year, due to fantastic prognostication, DEC ensured
    it would be the winner. It always helps to bet on both finalists!

    re 32, 33: I think France also has a stock plan.
    
    The only thing the stock plan doesn't exist in every country ine
    Europe (as far as I know) are the local laws.
    
    The stock us U.S. corporate stock. Subsidiary stock is not for sale.