1.   A manager who reaches or exceeds his or her objectives is eligible for either a bonus or a merit increase in salary.

2.   Ninety percent of the companies surveyed thought that their workers regarded merit increases as an entitlement, usually tied to age and seniority.

3.   The company set side another five percent in raises for merit increases, targeted professions and a special promotion fund.

4.   While most firms still rely on merit increases, a growing number of employers are supplementing or supplanting merit pay with more performance-based compensation.