Brainforge Knowledge

bonus-eligibility-policy

5 min read

Bonus eligibility policy

Purpose: Define how delivery-performance bonuses are determined, paid, and disputed for CSOs and SLs at Brainforge.

For the actual scorecard, KPIs, excellence standards, and bonus band math, go to:

This policy governs the process and rules of bonus determination. It does not redefine KPI math.

Finance and Head of Delivery (HoD) execute payouts according to these rules.

Principles

  • Floor is non-negotiable. Consistently missing floor KPIs is a performance issue, not a bonus eligibility issue. There is no bonus conversation until floor is stable.
  • Bonus is earned, not assumed. The absence of a problem is not a qualification. Excellence is demonstrated, not inferred.
  • Evidence-based, not manager-discretion. Every bonus determination references a specific KPI, evidence source, and period. “I feel like they did a good job” is not evidence.
  • Calibration window. New KPIs have a 2-week calibration window from the go-live date. No miss in the calibration window counts against eligibility.
  • ICs are assessed differently. ICs do not receive the CSO/SL variable delivery-performance bonus. IC performance drives role growth, comp review, and program-based bonuses.

Who is eligible for what

RoleDelivery-performance bonusOther bonus participation
CSOYes — 4 CSO BAU KPIs + impact triggersSales / renewal / expansion programs where credited
SLYes — 4 SL BAU KPIs + impact triggersSales / offer / playbook / upsell programs where credited
ICNo separate variable delivery-performance bonusSales, referrals, SOP bonuses, upsell-credit programs, comp review tied to expanded scope
PM-focused ICNo separate variable delivery-performance bonusSame as IC. Linear hygiene work is recognized as expanded scope, not auto-applied to CSO/SL bonus model

How BAU OKRs gate bonus eligibility

For CSO and SL:

  • All 4 role KPIs must be at floor for the period to be eligible for any Q3 bonus.
  • KPIs and thresholds are defined in the Delivery Performance One-Pager.
  • Support BAU misses (Delivery Ops, L&D, People Ops) are still required for operating health, but do not independently override the CSO/SL bonus gate.

Q2 2026 — Foundation period

Q2 is a floor-stabilization period. No CSO/SL delivery-performance bonus is paid in Q2.

The Q2 goal is to establish a defensible operating floor across all bonus-eligible roles. Q3 bonus access requires clean Q2 floor performance.

Floor miss handling (Q2)

  • Miss documented in weekly operating review
  • HoD initiates corrective conversation within 1 week
  • Second miss on the same KPI within 60 days = formal performance note + Q3 bonus ineligibility for that quarter

Q3 2026 — Bonus bands and impact triggers

Available only to CSOs and SLs who hit all 4 of their role’s BAU KPIs at floor for Q2.

Bonus band math

BandRequirement
25%Floor gate met + quarter excellence-achieved on 3 of 4 role KPIs
50%Floor gate met + quarter excellence-achieved on all 4 role KPIs

Excellence thresholds and weekly scoring rubric are defined in the Delivery Performance One-Pager. Quarter excellence-achieved means: floor met in all eligible weeks and excellence met in >= 75% of eligible weeks for that KPI.

Impact triggers (additive)

CSO — up to 2 per quarter:

TriggerEvidence required
Expansion closedSOW amendment or new SOW signed; CSO credited in deal notes
Renewal secured earlyContract renewal dated ≥ 30 days before expiry

SL — up to 3 per quarter:

TriggerEvidence required
Playbook impactCSO confirms playbook used on account + materially improved delivery quality or speed
Offer co-creationSL co-created offer closes ≥ $25K deal; SL credited in deal notes

IC growth and sales-bonus participation

ICs who consistently execute well may become eligible for:

  • SL role consideration
  • Increased account responsibility
  • Compensation review tied to expanded scope
  • Sales, referral, SOP, or upsell bonus programs where credited

Bonus determination process

Timeline

StepOwnerWhen
KPI data pulled from evidence sourcesHoD or designated opsWeek 1 of new quarter
Draft eligibility list preparedHoDWeek 1 of new quarter
Review with each eligible CSO/SLHoDWeek 2 of new quarter
Disputes submittedIndividualWithin 5 business days of review meeting
Dispute reviewedHoD + FoundersWithin 5 business days of submission
Final determination communicatedHoDEnd of week 3
Payout processedFinancePer payroll cycle following determination

Dispute process

An individual may dispute a KPI assessment if:

  • The evidence source was inaccurate or incomplete
  • A miss was caused by a documented external dependency outside their control
  • The measurement period included the calibration window (first 2 weeks post go-live)

Disputes must be submitted in writing with: the KPI in question, the claimed evidence, and the specific counter-argument. Narrative alone (“I worked hard”) is not a basis for dispute.

Proration

For CSOs and SLs who held a bonus-eligible role for less than the full quarter:

  • < 4 weeks in role: not eligible for that quarter
  • 4–8 weeks in role: floor assessment only; no excellence bonus available

  • 8 weeks in role: full eligibility applies

Combined CSO/SL roles

For accounts where one person holds both CSO and SL:

  • Both CSO and SL KPIs apply
  • Excellence bonus is available for both tracks independently
  • Floor miss in either track is assessed separately
  • HoD documents combined-role risk at quarter start and reviews whether role split is warranted before Q3 assessment begins

What this policy does not cover

  • Base compensation adjustments (separate HR process)
  • Performance improvement plans (see HoD guidance)
  • Founder-level discretionary bonuses outside this framework
  • Partner, referral, SOP, upsell, or revenue-share arrangements
  • IC sales-bonus programs (those operate under their own programs)

Last updated: 2026-04-28

Graph View

Backlinks