Hi All, This query may be typical of how us trainers become involved in every area of business! I have recently put a company competence framework in place which in turn resulted in a review and amendment of our performance review process. I have been asked to consider how to link pay rewards and other forms of recognition to the assessed level of performance. Conscious that this can't be as prescriptive as 1% for poor; 5% for excellent as often there are valid reasons for poor performance. Has anyone any experience of having implemented something similar? Would be grateful to learn from the experience of others!