I coulda swore there was a thread or two on the nuts and bolts of employee incentive programs, but I couldn't find one. I want to put together a foreman's incentive package. I want this package to include incentives for: Completing work on schedule, Completing work in a quality manner (as measured by site reviews and customer callbacks), Not breaking tools. Here's the way I think it'll go: They will start the season with $500 imaginary dollars in the tool account. For everything they break, levels, hammers, trucks, etc, there will be a fine against this account. I will have some general guidelines as to what is worth what, but ultimately the decision of the value of a broken tool will be mine. I plan on docking this account about 50% of the replacement value of the tool, or the $s lost fixing it. For completing work on schedule, I think they'll start with $0 and build based on on-schedule completions. For the quality part I want to account for quality as measured by me on post-install site visits, and by customer callbacks. And I want these 2 items to have flexible values for each project, because a screw-up might take a lot to fix, it might take almost nothing. But I'm not sure how to fairly assign values to this one. What do you think, and what can you advise?