Prepared by: Chief People Officer

Date: March 20, 2025

For: CFO (Sunita Plant), CEO (Mark Donald), Board Remuneration Committee

Executive Summary

This report analyzes FinEdge’s 99-employee workforce, focusing on performance trends, compensation alignment with market benchmarks (New 75th Percentile), and actionable recommendations for promotions and salary adjustments. Key findings include a strong performance base (66% rated 4 or 5), significant overpayment in some roles (32% above market), and underpayment among high performers (15% below market). Recommendations prioritize equity, rewarding top talent, and addressing disparities to ensure competitiveness and retention.

Performance Insights

Distribution of Performance Scores

• Total Employees: 99
• New Performance Scores (1-5 scale):
  • 5 (Exceptional): 22 employees (22.2%)
  • 4 (Exceeds Expectations): 43 employees (43.4%)
  • 3 (Meets Expectations): 30 employees (30.3%)
  • 2 (Needs Improvement): 3 employees (3.0%)
  • 1 (Unsatisfactory): 1 employee (1.0%)
• Insight: 65.6% of our workforce (65 employees) performs at or above expectations (4 or 5), reflecting a high-performing team. However, 4 employees (4%) are underperforming (1 or 2), warranting attention.

Shifts in Performance

• Improvements: 14 employees improved their scores (e.g., James O’Connor: 3 → 4; David Pham: 3 → 5), indicating effective development efforts.
• Declines: 19 employees saw declines (e.g., Isabella Ruiz: 5 → 3; Omar Farooq: 4 → 1), with 5 dropping from 5 to 3 or lower, suggesting potential engagement or role-fit issues.
• Insight: While most maintain or improve performance, declines among previously high performers (e.g., Olivia Grant, Elena Costa) may signal burnout or misalignment post-promotion.

Performance by Department

• Engineering: 27 employees, 70% at 4 or 5 (e.g., Nina Patel, Asher Patel), but notable low performers (e.g., Omar Farooq at 1).
• Sales: 12 employees, 67% at 4 or 5 (e.g., Ryan Kim, Sarah Lin), with consistent strength.