SayPro Conduct post-bonus satisfaction and equity audits.

1. Define Objectives

Clarify the goals of the audit:

• Measure employee satisfaction with the recent bonus distribution.
• Identify any perceptions of unfairness or bias.
• Assess alignment with company compensation philosophy and DEI goals.

2. Gather Data

a. Quantitative Data:

• Bonus amounts by role, department, tenure, and performance rating.
• Salary and bonus distribution across gender, race, and other demographics.
• Comparison with past bonus distributions and industry benchmarks.

b. Qualitative Data:

• Employee surveys (anonymous, optional identifiers for demographic insight).
• Pulse surveys with open-ended responses.
• Exit interview data (if applicable).

3. Conduct Employee Satisfaction Survey

Include questions like:

• “How satisfied are you with your recent bonus?”
• “Do you feel the bonus was fair compared to peers in similar roles?”
• “Was the bonus aligned with your performance feedback?”
• Optional: Allow employees to self-report demographic info for equity analysis.

4. Equity Analysis

• Use statistical tools to identify disparities in bonus allocation.
• Conduct regression analysis to control for performance and role level.
• Highlight any disparities across gender, race, disability, or other identity factors.

5. Review and Validate Results

• Share preliminary findings with HR and leadership for validation.
• Conduct focus groups to explore anomalies or dissatisfaction.

6. Reporting and Recommendations

Prepare a report detailing:

• Key findings in satisfaction levels and disparities.
• Recommendations for future bonus planning (e.g., communication, policy changes).
• Suggested actions for correcting identified equity gaps.

7. Communicate Results Transparently

• Share summarized insights with employees.
• Highlight steps being taken to improve fairness and transparency.

8. Continuous Monitoring

• Schedule regular audits post-compensation cycles.
• Establish key metrics to track over time.