Fintra Comp
Connect ratings to real dollars
How performance drives pay
Pay-for-performance falls apart when the link between a rating and a dollar is opaque. Fintra makes it explicit: a bonus pool is split across employees using a rating-derived weight, so higher-rated people receive a larger, defensible share of a fixed pool.
Rating weight
weight = clamp(rating ÷ 3, 0.5, 2.0)
Each employee’s share of the pool is proportional to a weight derived from their performance rating, clamped between 0.5× and 2.0× so no single rating dominates. Unrated employees default to a neutral 1.0 weight.
Pro-rata pool allocation
The pool’s total is distributed pro-rata by weight: each person’s allocation is the pool total times their weight over the sum of all weights, rounded to cents. The allocation stores the basis (the rating weight used), so every award explains itself.
| Employee | Rating, then weight | Allocation |
|---|---|---|
| A | 4.5, then 1.5 | $15,000 |
| B | 3.0, then 1.0 | $10,000 |
| C | 1.5, then 0.5 | $5,000 |
Ratings in the merit cycle
Inside Fintra
Allocations become BONUS earning lines in payroll, closing the loop from performance review to a taxed, traced paycheck.
Questions people ask
How does Fintra weight bonuses by performance?
Each employee’s pool share is proportional to a weight derived from their performance rating (rating ÷ 3, clamped 0.5–2.0). The pool is split pro-rata by weight, and each allocation stores the weight used.
What if an employee has no rating?
They default to a neutral 1.0 weight, so unrated employees still receive a proportional share without being penalized or favored.
Does performance affect base pay too?
Yes: ratings inform merit proposals in the comp cycle as well as bonus pools, so one performance signal drives both fixed and variable pay.
Can I see why someone got their bonus amount?
Yes. Each allocation records its basis (the rating weight), so the award is explainable and auditable.
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Make performance pay
Turn ratings into defensible bonus and merit outcomes.