BONUS 2022 Quarterly Pay-out

McOpCo Restaurants Management

 BONUS 2022
Your Bonus Program is an important part of your
Total Compensation at . This Bonus
program is designed to reward you for your
and individual achievements in :
FAF
Sales
Profit
People
Individual Performance
Your strong leadership and focus in these areas are
critical as we work together to make our
favorite place and way to eat and drink.
BONUS 2022 Parameters
BONUS 2022

The targets set are for 4Q in 2022 (Mar,

Jun, Sep & Dec)

Restaurant must be in operations for a

minimum three months to qualify for the
bonus program.
BONUS 2022

Restaurant Classifications and potential amount by position:

Position Base $ Base $

DT Non DT
Restaurant General Manager 1500 1200
Department Manager 900 700
Assistant Manager, MT, EMT,GEL 700 500
Others (CT, CL, Core crew- 400 250
monthly & hourly)
BONUS Parameters

Year 2022 QSC

FAF JTU* SALES PROFIT PEOPLE

Target 45% n/a 15% 45% 45%
Weightage 30% n/a 10% 30% 30%

* Assumes good FAF will reduce JTU naturally

BONUS 2022

4 Modifiers:

FAF vs Target
Sales vs Store Plan
Profit vs Target
People vs Target
Fully staffing
Crew T/Over
Talent focus : # CT & CL (new)
BONUS 2022

Part 1 FAF Modifier

Type 1 Type 2 Type 3 Type 4

Basic Basic Basic Store Basic Store
Store Store + + + Delivery +
Delivery DT DT
# Channels R2P R2P+1 R2P+1 R2P+1+1
FAF Score 15% 30% 30% 45%

Qualify for FAF % x Base $

Note: Restaurant qualify for FAF if meet Store Target
BONUS 2022

Part 1 FAF Modifier

R2P MDS OEPE Total FAF

1 Channel 15% 15%

R2P MDS OEPE Total FAF

2 Channels 15% 15% 30%

R2P MDS OEPE Total FAF

2 Channels 15% 15% 30%

R2P MDS OEPE Total FAF

3 Channels 15% 15% 15% 45%
FAF Modifier Example

Basic Store R2P

Example 1 Example 2
Target Score Target Score
R2P 15% R2P 15%
15% Total 15%

R2P Meet 15% R2P x NIL

Total 15% Total NIL

Meet ALL FAF Indicators, the Does not Meet any FAF
Manager is qualified to get FAF Indicators, the Manager does
Modifier 15%. NOT qualify to get FAF Modifier.
 FAF Modifier Example

Basic Store with MDS

Example 1 Example 2 Example 3
Target Score Target Score Target Score
R2P 15% R2P 15% R2P 15%
MDS 70% 15% MDS 15% MDS 70% 15%
Total 30% Total 30% Total 30%

R2P Meet 15% R2P x NIL R2P x NIL

MDS Meet 15% MDS Meet 15% MDS x NIL
Total 30% Total 15% Total NIL

Meet ALL FAF Indicators, Meet 1 out of 2 FAF Does not Meet any FAF
the Manager is qualified Indicators, the Manager Indicators, the
to get FAF Modifier 30%. is qualified to get FAF Manager does NOT
Modifier 15%. qualify to get FAF
Modifier.
 FAF Modifier Example

Basic Store with DT

Example 1 Example 2 Example 3
Target Score Target Score Target Score
R2P 90" 15% R2P 90" 15% R2P 90" 15%
OEPE 15% OEPE 15% OEPE 15%
Total 30% Total 30% Total 30%
R2P Meet 15% R2P x NIL R2P x NIL
OEPE Meet 15% OEPE Meet 15% OEPE x NIL
Total 30% Total 15% Total NIL
Meet ALL FAF Indicators, Meet 1 out of 2 FAF Does not Meet any FAF
the Manager is qualified Indicators, the Manager Indicators, the
to get FAF Modifier 30%. is qualified to get FAF Manager does NOT
Modifier 15%. qualify to get FAF
Modifier.
 FAF Modifier Example

Basic Store with MDS + DT

Example 1 Example 2 Example 3
Target Score Target Score Target Score
R2P 90" 15% R2P 90" 15% R2P 90" 15%
MDS 70% 15% MDS 70% 15% MDS 70% 15%
OEPE 15% OEPE 15% OEPE 15%
Total 45% Total 45% Total 45%

R2P Meet 15% R2P x NIL R2P x NIL

MDS Meet 15% MDS Meet 15% MDS x NIL
OEPE Meet 15% OEPE Meet 15% OEPE X NIL
Total 45% Total 30% Total NIL
Meet ALL FAF Indicators, Meet 2 out of 3 FAF Does not Meet any FAF
the Manager is qualified Indicators, the Manager Indicators, the
to get FAF Modifier 45%. is qualified to get FAF Manager does NOT
Modifier 30%. qualify to get FAF
Modifier.
BONUS 2022

Part 2 Sales Modifier

Sales vs Store Plan Bonus (%)

100% or more 15%
95.00% - 99.99% 10%
Below 95% 0%

*Note :
No bonus qualifier for stores with integrity issues.
 Sales Modifier Example

Sales vs Store Plan

Example 1 Example 2 Example 3
Plan Sales $ 2.4M Plan Sales $ 2.4M Plan Sales $ 2.4M
(800k x 3mths) (800k x 3mths) (800k x 3mths)
Plan Sales 2.4M Plan Sales 2.4M Plan Sales 2.4M
Actual Sales 2.3M Actual Sales 2.0M Actual Sales 3.0M
Plan Sales Plan Sales Plan Sales
achievement % 96% achievement % 83% achievement % 125%

Plan Sales Plan Sales achievement Plan Sales achievement

achievement 96%, the 83%, the Manager is 125%, the Manager is
Manager is qualified to NOT qualified to get qualified to get Plan
get Plan Sales Modifier Plan Sales Modifier. Sales Modifier 15%.
10%.
BONUS 2022

Part 3 Profit Modifier 100 bps = 1.00%

Profit Improvement over Target Modifier

Above Target +50 bps 45%
Meet Target or up to +50 bps 30%
Below Target 0%
*Note :
No bonus qualifier for stores with integrity issues.
Profit % = PAC % + Net Non Product %
 Profit Modifier Example

Profit improvement vs Store Target 100 bps = 1.00%

Example 1 Example 2 Example 3
Profit Profit Profit
For Sales 1mil For Sales 1mil For Sales 1mil
Profit Target 30.0% Profit Target 30.0% Profit Target 30.0%
2022 Quarter1 30.8% 2022 Quarter1 30.4% 2022 Quarter1 29.8%
Difference +0.8% Difference +0.4% Difference -0.20%
Profit improvement Profit improvement Profit reduced -0.20% is
+0.80% is +80 bps, so +0.4% is +40 bps, so the -20 bps, so the
the Manager is Manager is qualified to Manager is NOT
qualified to get Profit get Profit Modifier 30%. qualified to get Profit
Modifier 45%. Modifier.

*Note :
Profit % = PAC % + Net Non Product %
BONUS 2022

Part 4 People Modifier

5(a) Fully 5(b) Crew Annualized 5(c) Talent Focus
Staffed (Meet Turnover # Crew Leader &
Critical with (with zero hours < 0%) #Crew Trainer

Bonus Achiev Bonus Achievements Bonus Vs

% ements % % Target
-10% 85.0% & above CL -2 to +2
+5% 70.0% to 84.9% +10%
-5% to
+10%
+5% +15% 50.0% to 69.9% CT -2 to +2
+20% Below 50.0% +10%
BONUS 2022
Part 6 Individual Performance

Performance Rating Base multiply by

Exceptional 2.0
Significant 1.2
Some Improvement Required 0.5
Unacceptable 0.0

Note:
For a quarter where we are not doing Performance Review, your
performance rating reference will be the last review prior to the quarter
Quarter 1 Refer to 2021 Year End rating
Quarter 2 Refer to 2022 Mid Year rating
Quarter 3 Refer to 2022 Mid Year rating
Quarter 4 Refer to 2022 Year end rating
BONUS 2022
Bonus Pay-out cycle:
Quarter Bonus Period Pay-out

Q1 January - March May 2022

Q2 April - June August 2022

Q3 July - September November 2022

Q4 October - December February 2022

Sample Calculations
BONUS 2022

Assumptions:
Position Restaurant General Manager
Meet all KPI
Performance Rating - Exceptional
BONUS 2022
Your potential earnings in the next 3-month, if;

(1) Qualify FAF modifier = 45%

(2) Qualify Sales modifier = 15%
(3) Qualify Profit modifier = 45%
(4) Qualify People modifier = 45%

Total (1)+(2)+(3)+(4) = 150% (Same as Year 2019)

Rated Exceptional = 2.0

((45%*30%)+(15%*10%)+(45%*30%)+(45%*30%))*(RM1500)*2
=1.5*1500*2
=4500
Year 2022
FAF SALES PROFIT PEOPLE
Target 45% 15% 45% 45%
Weightage 30% 10% 30% 30%
BONUS 2022
DT Stores Non DT Stores

Position Maximum Potential Maximum Potential

Qtr Bonus $ per Year Qtr Bonus per Year
$
Restaurant General 4,500 18,000 3,600 14,400
Manager
Department 2,700 10,800 2,100 8,400
Manager
Assistant 2,100 8,400 1,500 6,000
Manager/MT/EMT/
GEL
Others (CT, CL, Core 1,200 4,800 750 3,000
crew- monthly &
hourly)
Terms & Conditions 2022
 TERMS & CONDITIONS

Current Employee Eligibility

This bonus program is open to all restaurant salaried employees namely:

RGM, DM, AM, MT, EMT, GEL, Crew Leader, Crew Trainer and Core Crew
Monthly & Hourly. No more probation terms

An employee in an eligible position must be actively employed in that

position and employed in good standing at the end of the period, to be
eligible to participate in the bonus payout.

For the purposes of this program, time spent on any leave of absence
(including Short Term Disability and unpaid leave) is not counted as active
employment. Time spent on approved vacation, maternity leave, paid
medical leave or sabbatical is counted as active employment. However,
should the combined leave exceed 3 months - the employee will not be
eligible for that period bonus payout.
TERMS & CONDITIONS
Transfers
If a plan participant is transferred to another restaurant during the period,
his/her bonus payout will be calculated based on the number of months that
the employee spent in each store. If the manager spent 2/3 of the time in store
A, his/her bonus will be based on store A results.

Scenarios Jan Feb Mar Results

Employee 1 A A B Take results from Rest. A
Employee 2 A B B Take results from Rest. B
TERMS & CONDITIONS

Resignation
An eligible employee must be actively employed by the company and must
not be serving notice at time of the payment.

If an employment is terminated either voluntarily or involuntarily

prior to the time of payout, the employee will not be eligible for any portion of
the incentive payout.

Termination
If a plan employment is terminated either voluntarily or
involuntarily prior to the last day of the period, he/she will not be eligible for
any portion of that cash reward.

If a plan employment is terminated with cause (e.g., cash policy

violation, violation of policy, etc.), on or after the last day of the
period, he/she will not be eligible for any portion of that cash reward.
TERMS & CONDITIONS

New Restaurant/ without comparable results

Any new restaurants or existing restaurants without comparable results will get
Market Average Bonus payout. Final payout amount will be determined by
Store Tier and Individual Performance Rating.

Example Market Average Bonus Payout is 80%, therefore:

Restaurant potential amount is RM1,500

80% of RM1,500 = RM1200
Individual Performance Rating Exceptional = 2.00
Total bonus payout = RM1,200 x 2.0 = RM2,400
TERMS & CONDITIONS

For managers transferred to open new restaurant in the last 3 months (eg:
Jan, Feb and Mar), their bonus will be calculated based on the results of
their previous restaurant.

Restaurant Closure
Any closure of more than 2 weeks is deemed a restaurant closure. Bonus
payout will be based on the full months left in that period.

For permanent closure, bonus pay-out will follow the new restaurant where
the manager is working during bonus pay-out month.

Disciplinary Issues and/or Misconducts

Any employees receiving disciplinary actions i.e. Final Warning (from
immediate Superior and above), Suspension, or Demotion will have their
bonus payout forfeited for that period.
 TERMS & CONDITIONS
Dependability
Employee with NO SHOW during the bonus period will not entitle for bonus
payout for the quarter.
Medical Leave should not exceed three (3) days in a quarter. Bonus will be
forfeited if employee on Medical Leave exceeding three (3) days.
Refer to the Table below for examples;
1st Scenario Jul Aug Sep Total Payout Q3 Nov 2022
NO SHOW 0 0 0 0
Medical Leave 1 day 2 days 0 3 days
Entitled for bonus

2nd Scenario Jul Aug Sep Total Payout Q3 Nov 2022

NO SHOW 1 day 0 0 1 day
Not entitled for bonus
Medical Leave 0 0 0 0

3rd Scenario Jul Aug Sep Total Payout Q3 Nov 2022

NO SHOW 0 0 0 0
Not entitled for bonus
Medical Leave 2 days 1 day 1 day 4 days
TERMS & CONDITIONS
Penalty

Any restaurants found to be manipulating results for bonus gain will have
their bonus pay-out forfeited for that period and may result in termination.
All forfeited payments are to be approved by Operations Manager.

Standards and Compliance

In pursuit of performance criteria, all eligible restaurant management are

expected to use sound judgment and must follow operational,
financial and human resources policies and procedures as well as
Standards of Business Conduct. Failure to do so will jeopardize
both a restaurant and a eligibility for rewards.
TERMS & CONDITIONS

reserves the right at its sole discretion to amend its

policies, programs and/or guidelines, including the contents of this
brochure, at any time without prior notice. This brochure and other
policies, programs and manuals that are issued from
time to time set forth procedures and guidelines which do not
constitute promises or establish contractual rights between
and any of its employees.

reserves the right to change any term or condition of

employment of any employee without prior notice, consultation or
agreement.
Thank You