1. Objective

The Quarterly Leaders Incentive serves as an extension of the Infinit-O Rewards and Recognition program, providing performance-based rewards to Job Grade 3 and above for demonstrating excellence in either team leadership or critical, dedicated client support.

2. Scope

This program applies to all Infinit-O Philippines Inc. team members at Job Grade 3 and above who either manage more than three direct reports or serve as individual contributors providing dedicated client support.

3. Provisions

1. Eligibility: To qualify, the leader must be a regular employee.

1. Separated or rendering leaders before the release of the incentive will not be eligible.

2. Incentive Calculation: The percentage of incentives remains calculated based on 50% Individual Performance and 50% Company Performance.

1. Please note that the final incentive amount may vary based on the Infinit-O Score, which is calculated quarterly using the company’s key metrics and serves as a multiplier for the Company Performance payout.

3. Payout Matrix: The total incentive percentages correspond to the standard Job Grades reflected in the table below: 

4. Variable Percentage: Please note that job grade incentives may vary based on the leader’s specific contribution to their role.

1. If a leader is officially a Job Grade 4 and up but works purely as an individual contributor without handling a team, or is considered to be a “billable” headcount, the percentage of their incentive will be adjusted and based on the Job Grade 3 tier (10% Total).

1. Performance Metrics: Because these roles do not manage a team, the Individual Performance portion will be evaluated based on the leader’s specific contribution to their role, such as dedicated client KPIs or client satisfaction scores, rather than team performance.

5. Proration and Salary Basis: Promoted or regularized team leaders within the quarter will receive a prorated calculation.

1. The effective date of regularization/promotion will be used to prorate the incentive.

2. The incentives are calculated using the total monthly salary (Basic + Deminimis) effective on the last day of the quarter.

3. No retroactive adjustments will be made after the quarterly incentive payout.

6. Disqualifications: Team Leaders with a PMS rating below 3 will not qualify. Furthermore, those who receive a Discussion Log (DL) meriting exclusion, a Final Warning, or Dismissal within the quarter are automatically excluded.

4. Responsibility

1. Managers are responsible for providing each team leader’s KPI scores every quarter.

1. The deadline for updating these scores is the 20th day of the month after the quarter's end.

2. HR-ER is responsible for consolidating and updating the tracker used for calculating the incentive.

3. Finance is responsible for crediting the incentive.

5. Incentive Sample Computation

6. Frequency 

Quarterly Incentive to be credited based on the following timeline: 

7. Distribution 

HR ER 

Team Leaders

Managers 

Finance 

8. Records  

KPI Score

Quarterly Team Incentive Spreadsheet