PERFORMANCE INCENTIVE PLAN

March 2022 - MARCH 2023

LOB - PSG
Coverage: IT Recruitment Team

Principles:

The plan is intended to:

• Reward achievement of recruitment targets for the PSG Team.
• Link individual performance to the incentive so that we also establish principle of
paying for performance.
• Have the entire team incentivized to reach companywide common goals.
• This plan is effective March 2022 till March 2023. Policy will be reviewed in April 2023
for extension if desired results (better conversion of submissions to selects and lower
drop out ratio post select) are achieved in March 2022 till March 2023.

Programme Features:

• Sr Manager / Managers will be awarded an incentive of ₹500 per hire provided that
overall hiring productivity for their reportees equal or exceeds 1
• Team Leads and Assistant Managers will be awarded an incentive of ₹600 per hire
provided that overall hiring productivity for their reportees equal or exceeds 1
• The recruiters are awarded an incentive according to the following incremental scheme

TCS Account
Hire No. 1 2 3>=
Incremental Bonus 2500 6000 10000

Non TCS Account

Hire No. 1 2 3>=
Incremental Bonus 3500 7000 12000

Recruiter Incentives- (Direct Hire/Perm Placement)

One time Hire Per
Less than 30000 30000-60000 60001-70000 70001-90000 Above 90000
Month/placement (INR)

Per Placement incentive

0 3000 5000 8000 10000
(INR)
Payout

• The bonus is awarded only if the consultant has been on the payroll for 2 months with
60 days of Full invoicing.
• Minimum contract margin rules will apply for eligibility, minimum 20%.
• The Payout is applicable only for fresh hires. Not applicable to Replacement Hires,
Direct Transfers, absorption, and Offloads.
• In case of one-time /perm hire, payout of the Incentives will take place based on
collection of invoice due amount from client.

Rules and Conditions

• “Closure” is defined as a selected candidate who joins the client organization on the first day
of his/her reporting.
• There will be no incentive payout if the ELV or Margin value of any contractor calculated is
found to be negative.
• All orders will be verified by the VP-PSG, HR Head & Finance Head
• Employees should be on the rolls of the organization at the time of the payout
• Any employee (Recruiter) serving his/her notice period post resignation will be not eligible
for the Incentive Payout
• Any employee whose services are terminated due to violation of the Culmin Code of Conduct
will not be eligible for the payout
• The Committee comprising of the CEO, VP-PSG, HR Head & Finance Head -Culmin, will
address any variation, dispute, or exception within the Culmin Staffing Incentives. The
decision taken by the Committee will be final and binding to all.
• Culmin in its sole discretion, reserves the right to alter or change the Culmin Staffing
Incentive Plan. The changes or terminations can be made with immediate effect but will not
affect Incentives Payout for placements already made.