What do you all do for incentive payout on a major project?  Payout at go live?  How much as a percentage of salary or hold back some incentives until the business objectives are proven?  Open to other ideas.

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VP of IT in Finance (non-banking), 10,001+ employees
CISO in Telecommunication, 1,001 - 5,000 employees
LTIs (Long Term Incentives) are built into the compensation package.  Extra celebrations/rewards on a case by case or project basis.  Also applause points to allow individuals to reward people who have helped them.
Chief Technology Officer in Software, 51 - 200 employees
We don't hold back incentives etc. We have separate component for targets. 
Senior Director of Engineering in Software, 501 - 1,000 employees
"incentive payout" always has the issue of the "carrot on a stick".
I would say that if you go this route to proceed with caution because that shapes behaviors and sometimes you don't get exactly what you wanted. :)
CIO/CISO in Software, 10,001+ employees
Not for ordinary, but for unique/critical projects we paid bonus to team members after the go-live (50-100% of monthly salary).
CIO in Education, 501 - 1,000 employees
There are no incentive payouts
Operations Head in IT Services, 51 - 200 employees
We have no provision of incentives. But we definitely give rewards as a token of appreciation. Rewards can be hampers, Food coupons or sometimes cash. I think not holding them and giving at the right time keeps the team motivated. Though everyone is a great team player but sometimes the extraordinary work deserves a pat on the back and reward in hand. 
Director of IT in Software, 2 - 10 employees
When it comes to incentive payout on a major project, there are different approaches that can be taken depending on the specific circumstances and goals of the project. Here are some common options:

Payout at go-live: In some cases, it may be appropriate to provide the incentive payout to team members upon the successful completion of the project and its launch or go-live. This can be a way to reward the team for their hard work and dedication in delivering the project on time and within budget.

Hold back incentives until business objectives are proven: Another approach is to hold back some portion of the incentives until certain business objectives or metrics are achieved. This can be a way to align the incentives with the actual outcomes of the project and ensure that the team members are motivated to deliver results beyond just completing the project.

Percentage of salary: The amount of the incentive payout can vary depending on the scope and complexity of the project, as well as the level of contribution and responsibility of the team members. In some cases, the incentive may be a fixed amount or a percentage of the team member's salary.

Other ideas: There may be other creative approaches to incentive payout, such as providing equity or stock options in the company, offering training or professional development opportunities, or providing additional benefits or perks.

Ultimately, the most effective approach to incentive payout will depend on the specific objectives, timeline, and resources of the project, as well as the preferences and motivations of the team members involved.

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