Reward templates, attainment and uncertain expectations

Check the template before applying it

A reward template proposes thresholds, a reward per tier and possibly a separate draw. You can edit the proposal. The period selects from fixed session thresholds; it does not assess employees’ training ability. At least the first two thresholds remain, so a short period can have unreachable tiers. Read warnings and adjust the period, limits or tiers before use. Changing dates can calculate a new proposal; existing tiers are replaced only when you explicitly apply and confirm it. Check the saved summary instead of assuming a date change updated rewards.

A forecast is not proven effect or a reward cap

Recommended frequency and attainment rates are model proposals, not documented historical completion rates. The sources do not support promises of better completion, motivation or reduced sickness absence. You can choose attainment rates within the displayed bounds; a higher tier cannot have a higher rate than a lower one. Save and check the forecast again. Changing a rate changes the expectation, not qualification. Each attained reward tier can create its own claim; do not count only the highest tier. For an unexpected calculation, check the period, all tiers and selected rates before changing commitments.