Turnover is very high at work, especially during this time of year. It is hot outside, there are presses running between 300F and 400F every 15 feet or so which makes it even hotter, and you are tasked with maintaining a high level of production. I am guessing almost 300 people have been hired since I started, some stayed, most didn't (I have no idea how I have made it). Basically, the job is kinda hard (physically) and the heat makes is very hard. But with all this turnover, I find myself explaining how we get paid a lot. I have gotten pretty good at it, Gross pay is Base Pay + Overtime Pay + Attendance Bonus + Incentive Pay. Anyone who has had a job gets Base Pay and Overtime Pay immediately, Attendance Bonus is easy to pick up, and as long as I gloss over Incentive, they are fine.
The Incentive, however, is what I obsess over. Both the pay rate and the number of hours changes. Admittedly, the pay rate doesn't fluctuate much and only does so if you work overtime. (Base Pay + Overtime Pay)/Total Hours Worked. If you don't work any overtime, your Incentive Pay Rate is your Base Pay Rate., but if you do, it goes up (just glancing at the numbers, I am guessing it is some logarithmic function approaching 1.5*Base Pay Rate...looks like WolframAlpha agrees!). Of course, rate is only have the battle, the other half are hours, and that really fluctuates. I normally get over 3 hours for a 8 hour shift (max is 3.82 for a shift of more generally, .48*hours), but I have had nights where I didn't earn any. There is a level of productivity that is expected, and the incentive hours are gained by exceeding it...ideally. It is hard to explain, but it isn't just a we expected you to make 100 units, you made 150 units, so here is more money, but that would be great. Consistency also matters. Anything that affects your production rate (bad or good) affects your incentive earned (negatively, yes, only negatively), and while exceptions are made for things you can't control (machine failure, no stock, etc), they only go so far. These two numbers can swing a check quite a bit. Under the most extreme case, it can add about $230/week. Of course, that is maxing out for 7 straight 8 hour shifts, normally it is only about half that.
Well that was boring. On a more exciting note, I might get 1-2 raise(s) next month. I missed out on my last one because I had 1.5 too many points (attendance is point based and drop off 1 point/month), and I was told it would be reevaluated in 3 months. That 3 months coincided with my next possible raise. I asked if that meant I would get both at the same time or if the second would be pushed off another 3 months and no one seemed to know. I am hoping for both ($1.07), but only expecting the one ($.55). Of course, that is assuming I can drop .5 points between now and then, so no absences or tardies until after I sign my papers for the raise.
