Performance Payout
A performance payout turns finished appraisals into money. Each person's settled score is read into a band on the increment matrix, the band's percentage is applied to his salary, and the amount is posted to payroll as an addition for one pay period.
What it is for
This is the one screen in the module that moves money. It reads the settled score for every member of a round, finds the band that score falls into on the Evaluation Increment Matrix, takes the bonus percentage from that band, applies it to the salary figure the client has chosen, and produces a line per person with an amount.
Only the bonus half of the increment matrix is live, and this screen is why. The band's bonus percentage is read and acted on. The matrix's increment percentage, promotion, role placement and salary cap are records of policy and are read by nothing here. An annual increase is raised on Salary Revision, where the figure is typed.
Each line keeps a copy of the score it was paid on rather than looking it up again later. A payout is a statement of what was paid on the numbers that were current at the time, and a Rating Appeal settled afterwards must not quietly rewrite history.
When the document is approved the bonus is posted to payroll as an addition for the payout date, which the payroll run then picks up like any other periodic addition. Take the document back out of Approved and the posting is withdrawn. Delete it and the posting goes with it.
Two things adjust the amount after the band has set the percentage. The business multiplier on the Performance Target Entity adjusts what a department receives for the same score. The bonus eligibility rule adjusts for length of service, so somebody who was there for four months of the half is not paid as though he was there for twelve. Neither of them touches the review or the score.
Every field, in plain words
The payout run
| Field | What it means | What to put in it | Notes |
|---|---|---|---|
| Transaction | The run's own reference | Fills itself | Required |
| Transaction Date | The day the run was raised | 05-Aug-2026 | Required |
| Evaluation Cycle | The round being paid | CYC-FY26 | Required. Pick it from the list |
| Evaluation Period | Which half is being paid | January to June 2026 | Required. Pick it from the list |
| Increment Matrix | The ladder of bands being paid on | ANNUAL-FY26 | Required. Pick it from the list |
| Payout Basis | Which salary figure the percentage applies to | Basic Salary | Required. BASIC Basic Salary. GROSS Gross Salary. CTC Cost to Company. FIXED a fixed amount rather than a percentage. See value lists |
| Payout Date | The date the bonus is paid on | 31-Aug-2026 | This is the date payroll matches on, so it has to fall inside the pay period that should carry the bonus |
| Employees | How many people are on the run | Fills itself. 486 | |
| Total Bonus | What the run comes to | Fills itself. PKR 14,230,000 | Check this against what finance approved before posting |
| Status | Where the run has got to | Draft | DRAFT Draft. APPR Approved. POSTED Posted. CANC Cancelled |
| Posted to Payroll | Whether the addition has been handed to payroll | Fills itself | |
| Wage Type | The pay element the bonus is paid as | PERFBONUS | Required before the run can be posted. It has to exist on Wage Type |
| Remarks | Anything to record about the run | Paid with August salary, approved by the board on 02-Aug |
Payout Lines
One line per person. Generated from the round, then adjusted by hand where it has to be.
| Field | What it means | What to put in it | Notes |
|---|---|---|---|
| Line # | Line number | Fills itself | |
| Employee, Name | Who is being paid | Fills itself. 10427, Ahsan Raza | Required. One line per person, a second line for the same man is refused |
| Net Score | The settled score he was paid on | Fills itself. 3.8 | Copied onto the line, not looked up again later |
| Score Band | The band that score fell into | Fills itself. Exceeds Expectations | |
| Basic Salary | The salary figure the percentage is applied to | Fills itself. PKR 62,000 | Whichever figure the payout basis names |
| Bonus Percent | The band's percentage | Fills itself. 15 | It cannot be negative |
| Bonus Amount | What he is paid | Fills itself. PKR 9,300 | Worked out from the percentage and the salary. Adjusted by the business multiplier and by the length of service rule |
| Excluded | Keep this person out of this run | Tick | An excluded line is paid nothing and stays on the document as a record that he was considered |
| Remarks | Why | Serving notice, bonus withheld per policy | Fill this on every exclusion |
How to configure it
- Create the bonus Wage Type first, if the client does not already have one.
- Check the Evaluation Increment Matrix has a bonus percentage on every band that pays, and Bonus Eligible ticked on each of them.
- Make sure the appraisals are settled. A payout generated over half scored sheets pays on half the information.
- Open the screen, name the cycle, the half, the matrix and which salary figure the percentage applies to.
- Set the payout date inside the pay period that should carry the bonus. This is the date payroll matches on, and getting it wrong is the one mistake that silently pays nobody.
- Generate the lines. Read the employee count and the total before anything else.
- Work through the exceptions. Tick Excluded and give a reason for anybody who is not to be paid.
- Name the wage type, have the run approved, and check the total against what finance signed off.
- Run payroll. The bonus comes through as an addition on the payout date.
Scenarios
"The bonus is a percentage of basic for the factory and of gross for the office"
Two payout runs on the same cycle and half, one with the basis set to Basic Salary and one to Gross Salary, each excluding the people the other covers. There is one basis per run, so the split is done with two runs.
"Production should get a little more than the rest for the same score"
Put a business multiplier line on the Performance Target Entity, keyed on the department, at 1.10. The band still pays 15 percent, and Production's amounts come out a tenth higher.
"A man joined in March, we are paying a January to June bonus"
He is paid for the part of the half he was there. The length of service rule adjusts the amount, and it does not touch his score or his review.
"Somebody is serving notice and should not be paid"
Tick Excluded on his line and write the reason. He stays on the document, showing he was considered and deliberately left out, which is better than deleting the line.
"The bonus did not appear on the payslip"
Check the payout date against the pay period. Payroll matches the addition on that date, so a payout dated outside the period is not picked up.
What it is connected to
- Evaluation Increment Matrix supplies the band and the bonus percentage. Nothing else on that screen is read here.
- Employee Goal supplies the settled score, which is copied onto the line.
- Performance Target Entity supplies the business multiplier.
- Wage Type is what the bonus is paid as, and Payroll Run picks the addition up on the payout date.
- Salary Revision is the other half of the reward, and it posts nowhere by itself.
- Calibration is not read by this screen.
If something looks wrong
- "It says the run has no employees" - the lines have not been generated yet, or the round has nobody with a settled score.
- "It asks for a wage type" - the bonus has to be paid as something. Name the wage type the addition posts to.
- "It says a line has no salary to compute a bonus on" - that person has no salary on the figure you chose as the basis. Check his salary structure.
- "It says an employee appears twice" - two lines for the same person. One line per man per run.
- "The bonus is not on the payslip" - the payout date is outside the pay period payroll is running, or the document was never approved.
- "We took the document out of Approved and the bonus is still showing" - it should not be. The posting is withdrawn when the document leaves Approved. Re-check the payroll run, not this screen.
- "The increment percentage on the matrix was ignored" - it always is. This screen pays the bonus only. Raise the increase on Salary Revision.