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Transition-Year Compensation Proposal

Collaborative approach to secure continuity, quality, and customer trust

Objective

Agree on a fair, time-bound package for Year 1 that reflects the exceptional workload and responsibilities during the transition, while staying aligned with HR policies and internal equity.

Proposal in brief: ~€60,000 annual fixed gross + profit sharing (~€6000) + one-time transition bonus in Year 1 to bring total to €80,000–€90,000.

What the Transition Requires

Scope of responsibilities in Year 1

Service Continuity

  • 100% front office tasks: client interactions, responsiveness, issue resolution
  • 100% back office tasks: processes, reporting, technical systems, automations
  • Supervising and supporting newcomers to ramp up effectively

Knowledge & Relationships

  • We hold the operational “savoir-faire” and customer history
  • Training back offices and transferring process knowledge
  • Maintaining trust and continuity with key customers

Business Rationale

This combined workload ensures a smooth landing for the new organization without performance dips or customer friction.

What’s Changing vs. Previous Package

Neutral overview to inform the proposal

Component Previously Currently Proposed Impact
RTT 20 days 12 days 8 fewer days (≈ 8 × daily rate)
Attendance Bonus ~€2,500 €0 Removed
Seniority Recognition 18 months 3 months 15 months not recognized
Retention Bonus (PSE) €15,000 (for officially employed staying) Not applicable €0 eligibility (temp → permanent conversion)

Internal Equity Context

Some colleagues are at a base salary of €55,000–€75,000. The Year‑1 package mentioned next reflects our combined front/back office scope and transition leadership while remaining consistent with internal ranges.

Year‑1 Transition Package

Time-bound package tailored to the exceptional transition workload

Component Proposal Notes
Annual fixed gross ~€60,000 Inclusive of 13th month where applicable
Profit sharing 1.3 × mensual fixed Aligned with current company practice
One-time transition bonus (Year‑1 only) Variable Calibrated so total Year‑1 compensation reaches €80,000–€90,000
Meal vouchers (employer share) €1,440 Per current policy
Other benefits Per policy Health, pension, etc.

Why a Transition Bonus?

  • Balances the exceptional dual role (front + back office) and mentoring responsibilities
  • Offsets removed items (attendance bonus), reduced RTT, and limited seniority recognition in Year‑1
  • Recognizes ineligibility for the €15,000 retention bonus available to officially employed stayers

Post-Transition (Year‑2) Steady-State

Returning to a sustainable, policy-aligned structure

Component Indicative Structure Notes
Annual fixed gross ~€60,000 Review after 12 months based on scope and outcomes
Profit sharing 1.3 × mensual fixed Per company rules
One-time transition bonus Not applicable Year‑1 only
Meal vouchers (employer share) €1,440 Per policy

Alignment

Year‑2 returns to a standard structure once the new team is autonomous and the transition complete.

Outcomes Focus

What this proposal enables for the business

Customers

  • Uninterrupted service and faster resolutions
  • Preserved relationship history and context
  • Consistent quality during organizational change

Operations

  • Knowledge transfer to back offices completed
  • Newcomers supported until autonomous
  • Automations maintained to avoid manual, non‑value‑adding work
A pragmatic, time-bound investment to protect continuity and accelerate ramp-up

Summary & Next Steps

Summary

  • Year‑1: ~€60,000 fixed + profit sharing (1.3 × mensual fixed) + one-time transition bonus to reach €80,000–€90,000 total
  • Year‑2: Standard structure (fixed ~€60,000 + profit sharing), no transition bonus
  • Rationale: Dual front/back office workload, training duties, knowledge/relationship stewardship, and removed/limited elements (RTT −8 days, no attendance bonus, limited seniority recognition, no retention bonus eligibility)

Next Steps

  • Align on Year‑1 transition bonus amount to reach the agreed total
  • Confirm profit sharing basis (mensual fixed definition) and standard benefits
  • Set a 12‑month review to evaluate outcomes and the steady‑state structure
Intent is collaborative: fair recognition for a critical transition year, fully aligned with HR practices and internal equity.