Gratuity Allocation & Payroll Control

01OBSERVE

The task was to distribute gratuities across employees whose roles and contribution patterns differed materially. Because the allocation affected pay and perceptions of fairness, excessive dependence on manual judgement created risk of inconsistency, dispute and weak employee trust.

02UNDERSTAND

Fairness did not mean giving every employee the same allocation. Legitimate differences in role, responsibility, skill and working contribution needed to be represented while the logic remained understandable, repeatable and reviewable. Because the result entered payroll, even small inconsistencies could become financially and organisationally significant.

03IMPROVE

A weighted allocation model was created around controlled inputs and defined role and skill coefficients. Automated formulas replaced discretionary calculation where objective logic could be established, while review controls remained for validating source data. Weekly information could then be consolidated into one controlled monthly output ready for payroll processing.

04ADVANCE

The model became a recurring payroll-control process rather than a calculation recreated each period. Inputs, coefficients, review steps, consolidation and payroll output followed one documented structure, making results traceable back to the information used to produce them and reducing dependence on individual judgement.