How do I set up and track Casino Host goals? (Part 3 of 5)

Accountability starts with understanding. In order to truly be accountable for something, the accountable party needs to understand what it is they are being held accountable for. Right? Right. That means the goals must be effectively communicated to the hosts for whom they’re being set. A document of some sort is ideal, because it can be reviewed by the executive(s) responsible for the department, then it can be presented to the host at the beginning of the evaluation period. If everyone is on the same page, there are fewer misunderstandings. Consider using a document that may also be updated at the end of the period to show whether goals were achieved and what payments will be made to each host as a result.

What should be included in this document? Start with the host’s name, position, and the goal period start and end dates. Add each goal that pertains to the host. Separate each goal from the others and specify both the percentage of the whole that each goal is worth and the dollar amount that will be paid upon successful completion. If you have elected to pay for partial achievement or to include a super-bonus, include that information and its milestones as well. Make sure the milestones and payments for achieving them are clear. Provide spaces for your signature, your boss’s signature, the host’s signature and dates for each. A sample is included with this post.

Have the host sign the document, provide him a copy and file the original in your personnel files. Before the host leaves with his copy, provide an opportunity for clarification; elaborate on things hemust do to achieve his goals and ask him to think about some strategies he may use if he falls behind pace.  Instruct the host to keep the document in a secure location and to refer to it weekly in order to ensure he understands upon what he should focus. It is easy to lose sight of that over the goal period, especially if it is a quarter or longer.

Now it’s time for tracking. Weekly meeting frequency is the recommendation for reviewing host progress toward goal, which we will call “pace.” Weekly reports provide both the host and her team leader enough time between reviews to accomplish something while keeping  abreast of developments in order to stay on track. So, in our scenario (see part 2 if you need a refresher) we will divide each goal into 13 weekly sections to compare actual progress to pace. That means each host needs to generate $16,154 (or 7.69% of his theoretical goal) in play each week. Additionally, the host needs to have at least 1 new player return and 1 reactivated player each week with an “extra” once per month to be on pace. For the team theo goal, all the hosts’ theoretical should aggregate to $80,770 each week. It’s easiest to compare weekly. Below is the individual theoretical goal broken down by weekly pace:
Week 1: 7.69% or $16,154
Week 2: 15.38% or $32,308
Week 3: 23.07% or $48,462
Week 4: 30.76% or $64,616
Week 5: 38.45% or $80,770
Week 6: 46.14% or $96,924
Week 7: 53.83% or $113.078
Week 8: 61.52% or $129,232
Week 9: 69.21% or $145,386
Week 10: 76.90% or $161,540
Week 11: 84.59% or $177,694
Week 12: 92.28% or $193,848
Week 13: 100% or $210,000

Sample SP bonus

Next, make preparations for the weekly review process.


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