Fixed and variable pay for the whole workforce, calculated and traceable.
AU Rewards brings fixed and variable pay into one engine: it designs and calculates bonuses, commissions and raises for each employee group, with salary bands, internal equity and market and inflation context, and delivers every amount ready for your payroll to process.
This is what it looks like: the agent calculates a person's bonus, explains why and waits for your approval.
Quarterly bonus: Regional Sales Manager
Q3 2026 · Acme Corp · Calculated automatically by AU Rewards
All 4 weighted SMART goals close at 108.6% attainment. Her heaviest goal (quota attainment, 40%) beat target, and customer NPS made up for the miss on collections. We suggest approving the full payout.
| SMART goal (weight) | Attain. | Weighted |
|---|---|---|
| Quota attainment (40%) | 118% | 47.2% |
| New accounts opened (25%) | 92% | 23.0% |
| On-time collections (20%) | 87% | 17.4% |
| Customer NPS (15%) | 140% | 21.0% |
| Total | 100% | 108.6% |
What spreadsheets handle today.
Bonuses and commissions in Excel
Each scheme lives in its own file, every calculation depends on whoever builds it, and the history gets lost between cycles.
Market and equity in separate places
The salary survey, internal bands and peer comparisons get matched by hand before every review.
Raises without simulation
Raises get decided without first seeing their impact on budget, bands and inflation.
Schemes running side by side
Each employee group has its own variable pay scheme and calendar, and someone has to govern all of them.
Every scheme, with its rule, its employee group and its calendar.
AU Rewards models your variable pay policy exactly as it is written, without forcing it into a template: who is eligible, what is measured, how much each component weighs, where payout starts and where it caps.
Calculated on attainment of weighted goals, each with its own threshold, target and cap.Example: a target bonus of 1.5 monthly salaries with three goals (company result 30%, team 30%, individual 40%). If a goal falls below 80%, that component pays nothing; above 100%, it accelerates up to a 120% cap.
Payout is price times quantity: a percentage of sales or collections, or an amount per unit, with tiers and accelerators.Example: 1.5% of collected sales up to quota and 2.5% on the excess.
Combine P×Q commissions, weighted goals, individual goals and a discretionary portion in a single scheme, in the proportions your policy sets. The platform adapts to the combination your company already uses, without rebuilding it.
A pool is set per team or business unit and adjusted for results, and each leader allocates it within ranges, with the rule and approvals in plain sight.Example: a pool equal to 8% of the team's annual payroll, adjusted between 80% and 120% based on business results.
A merit matrix that crosses performance with position in range (compa-ratio), within the approved budget and with inflation in view.Example: with the same high performance, someone paid at 85% of their range midpoint gets a larger increase than someone already at 115%.
Different schemes for each employee group.
Design a different scheme for each employee group in your organization: operations and administrative staff, union and non-union employees, or however your company organizes its workforce.
The cycle your business runs on.
Monthly, quarterly, every four months, semiannual or annual: each scheme measures and calculates on the cycle your company sets, and different cycles run side by side.
Ready for payroll processing.
AddUp does not run payroll or pay out bonuses. It calculates each pay item, routes it for approval and delivers the inputs per person and per item, ready for your payroll system to process.
How variable pay comes together for an account executive on a mixed scheme.
A quarterly close, with illustrative amounts in local currency. Quarterly variable target: $900,000, 70% commission and 30% across two goals.
| Component | Rule | Result | Amount |
|---|---|---|---|
| P×Q commission (70% of target) | 1.5% of collected sales | Collected sales $48,000,000 (114% of quota) | $720,000 |
| On-time collections (15% of target) | Paid in proportion to attainment | 95% | $128,250 |
| Customer satisfaction (15% of target) | Paid in proportion to attainment | 110% | $148,500 |
| Quarter total | 110.75% of target | $996,750 |
What your payroll receives: two inputs for this person, “Commissions” for $720,000 and “Goal bonus” for $276,750, each with its calculation, who approved it and when. Payroll processing, including contributions and withholdings, stays in your payroll system.
How AU Rewards works.
Pay, market and salary band data.
Pulls together payroll data, the salary survey your organization already licenses and your internal bands, and places each person against the market, their peers and their band.
Simulates and proposes raises and variable pay.
Simulates across-the-board or differentiated raises and calculates variable pay based on attainment, before anything is applied.
Gets variable pay ready for payroll.
Every amount goes through approval and reaches your payroll with its calculation, who approved it and when. Payroll processing stays in your payroll system.
Did we retain the people we needed to keep?
Looks back at the outcome to see whether pay supported the people the organization wanted to keep, and uses it in the next cycle.
AI recommends. People decide.
What the agent does
- Calculates each person's variable pay based on their scheme and attainment.
- Proposes the raise matrix and shows its impact on budget and bands.
- Flags compa-ratio outliers and pay equity gaps.
- Prepares the payroll inputs and drafts the explanation of each amount for your review.
What your team decides
- Set pay policy and variable pay schemes.
- Approve every amount and every raise before it reaches payroll.
- Decide on off-policy cases.
- Communicate with each employee.
Connected to the rest of AddUp.
Weighted goal attainment feeds the variable pay calculation.
Explore module AU PerformancePay and performance are read together in the salary review.
Explore module AU Employee ExperienceTeam experience feeds into the retention picture.
Explore moduleWorks with what you already use.
Integrates with the HRIS and payroll systems your organization already uses, via API, SFTP or unified connectors.
What people usually ask about AU Rewards.
Does it handle variable pay for the whole workforce, or just sales commissions?
The whole workforce. AU Rewards calculates goal-based bonuses, P×Q commissions, mixed schemes, discretionary bonuses and raises, with different schemes running side by side in the same organization, and keeps an audit trail for every calculation.
Does AddUp run payroll or pay out bonuses?
No. Payroll processing stays in your payroll system. AU Rewards designs and calculates each variable pay item, routes it for approval and delivers the inputs per person and per item, ready for payroll.
Can I have different schemes and calendars for each employee group?
Yes. You can design a different scheme for each employee group (operations and administrative staff, union and non-union employees, or however your company organizes its workforce), each on its own calendar: monthly, quarterly, every four months, semiannual or annual.
Can I use the salary survey I already pay for?
Yes. AU Rewards works with the market survey your organization already licenses, whether from a global consulting firm or a local survey, for salary bands, positioning and equity. That data is used only for your organization. Before loading it, check that your license allows its use in a third-party tool.
Which countries, currencies and languages does it support?
AddUp can be used in any country. The platform is multilingual and multi-currency: it calculates salaries, bonuses and raises in the right currency and brings local context, such as inflation, into salary reviews.
Does AddUp replace my HRIS or payroll system?
No. AddUp integrates with the system you already use for employee records, org structure and payroll, and adds what that system doesn't cover: designing and calculating variable pay, pay equity, weighted goals, employee experience and performance, all connected.
Tell us how you do it today. We'll show you what it looks like in AddUp.
30 minutes, no strings attached. You'll talk to the people building the product, not a sales rep.
Book a demo