Table 1
| Department | Quarter | Outstanding | Meets KPIs | Not Quite There | Underperforming |
| Administration | Q1 | 18.18% | 18.18% | 27.27% | 27.27% |
| Absent | 9.09% | 9.09% | 9.09% | 9.09% | |
| Q2 | 9.09% | 36.36% | 36.36% | 9.09% | |
| Sales | Q1 | 0.00% | 100.00% | 0.00% | 0.00% |
| Q2 | 0.00% | 100.00% | 0.00% | 0.00% | |
| Logistics | Q1 | 5.00% | 20.00% | 40.00% | 30.00% |
| Q2 | 25.00% | 45.00% | 20.00% | 0.00% | |
| Absent | 10.00% | 10.00% | 10.00% | 10.00% | |
| Research & Development | Q1 | 30.00% | 50.00% | 10.00% | 30.00% |
| Q2 | 50.00% | 30.00% | 10.00% | 0.00% | |
| Absent | 10.00% | 10.00% | 10.00% | 10.00% |
Outstanding departments on the 4% Bonus
| Quarter | Department | Employee | Salary | Bonus |
| Q1 | Administration | Saffron Finch | £24,000 | £960 |
| Robin Bird | £31,500 | £1,260 | ||
| Logistics | Sally Rigbye | £23,750 | £950 | |
| Julie Chisnall | £19,500 | £780 | ||
| Rick Lovall | £19,500 | £780 | ||
| Gill Jamieson | £19,500 | £780 | ||
| Research & Development | Ethan Brar | £32,500 | £1,300 | |
| Tasha Graham | £29,500 | £1,180 | ||
| Jennifer Frost | £29,500 | £1,180 | ||
| Total for Q1 | £9,170 | |||
| Q2 | Administration | Saffron Finch | £24,000 | £960 |
| Ruth Sixsmith | £23,750 | £950 | ||
| Wendy Boot | £23,750 | £950 | ||
| Jean Livesey | £26,000 | £1,040 | ||
| Julie Chisnall | £19,500 | £780 | ||
| Gill Jamieson | £19,500 | £780 | ||
| Research & Development | Ethan Brar | £32,500 | £1,300 | |
| Harrison Briggs | £32,500 | £1,300 | ||
| Tasha Graham | £29,500 | £1,180 | ||
| Jennifer Frost | £29,500 | £1,180 | ||
| Steve Owen | £29,500 | £1,180 | ||
| Total for Q2 | £11,600 | |||
| Overall Total | £20,770 |
TABLE 1 Findings Interpretation
Staff from the administration department demonstrated better work performance in Q2 after achieving 36.36% KPIs compared to 18.18% in Q1 while the percentage of underperformers reduced to 9.09% from 27.27%. This shows better performance management. Over the examined timeframes there was consistent unity in sales performance as Key Performance Indicators were fully achieved by each unit. The Logistics department improved its outstanding performers by 25% since Q1 and successfully eliminated all underperformance cases by Q2. The “Outstanding” performance metrics within Research & Development improved slightly by moving from 30% in Q2 to 50% in Q1 while eliminating its underperforming category through a 30% Q1 achievement rate which was formerly 0% during Q2. During Q2 the total bonus payments reached £11,600 while Q1…….
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