Performance and compensation

Although your primary reason for working at Luscii might not be the money, it is still nice to get a financial reward for your efforts.

Performance and compensation

Although your primary reason for working at Luscii might not be the money, it is still nice to get a financial reward for your efforts. Our goal at Luscii is to distribute the amount of money available for salaries in a fair and relatively objective way based on contributed value to the company.

Your salary is paid out at the latest before the end of the month, typically on the 25th of the month (but not necessarily). Luscii will make sure all employer premiums, income tax and pension premiums are withheld from the salary. You will get a digital payslip which specifies all the details.

In a lot of companies, salaries are tied to compensation through yearly performance evaluations. We believe this leads to a couple of problems:

  • Making salaries related to performance reduces learning and open conversations about what is not going well.
  • Performance is not tied to an individual alone, it is a function of context, opportunity, individual, colleagues.
  • There is no reasonable/practical way we can assess and compare performance on an individual level for, for instance, developers.
  • There is an overwhelming amount of research that shows that pay for performance is not a good way to motivate employees. It will reduce motivation if there are other (more intrinsic) motivators in place. It will only ever be a short term solution to a motivational issue. People are generally not motivated by a higher salary as long as the salary is fair.
  • Yearly performance appraisals tied to salary are often mentioned as the most demotivating events of the year by both managers and employees.

With this in mind, more and more companies are actively moving away from the pay for performance model. Instead, salaries are fixed for limited set of six levels and grow with loyalty (instead of performance based). We make it the same for everyone performing at roughly the same level of responsibility and added value. And it can grow through the number of years at the company.

Salary = Base salary + (Base salary * Loyalty years * 2%)

Base salary

We have defined six levels, growing in responsibility and added value to Luscii over time. As people grow they will be creating more value for Luscii and take more responsibility for the end results; and this gets rewarded by getting to a higher level in the compensation matrix. In practice, we have people in all levels, from just learning the ropes to leading the entire organization internally and externally; and we have most people somewhere in the middle levels, really being experts in their respective fields.

The compensation matrix is used to asses in which level someone is currently performing. We evaluate this in a session with a peer, the lead link, and a compensation facilitator. In such a session we go through all the expectations we have for someone at a certain level, and decide for each expectation if we think the person shows this behavior or not. Finally, we look at the percentage of behaviors the person is showing to determine at what level they are. This proces not only gives input for the salary, but more importantly, also gives valuable input for the person to see how they can further improve.

Anyone can ask for a compensation review for any person (including themselves) at any point in time. After the rating is done, salaries get adjusted the next month. Salaries are calculated by looking at the base level, which is the highest level in which the person scores at least 70%, and by looking at the percentage in the growth level, which is the level above the base level. The base salary is calculated by taking the salary of the base level and add the percentage of the growth level increase in salary. The salaries for each level are indexed yearly, based on economic growth. We have somewhat higher base level salaries for developers as these are in extremely high demand right now. 


In addition to the base salary increases, salaries will also grow based on the number of years with the company (loyalty). The idea being that someone who is longer with company is more valuable (knows product, tech, business, organization better), that we believe loyalty is important, that we can offset the cost of recruitment a bit with this, and that is fair towards existing employees that when a new person joins in the same role they don’t start off making exactly the same amount.

Increases in salary due to loyalty will be processed monthly. Whenever an employee finished the next 12 months at the company, their salary will be adjusted with 2% per loyalty year. There is a maximum of 5 loyalty years to gain on top of the base salary, although that doesn’t mean Luscii wants you to leave after 5 years.

Other forms of compensation

Next to a monthly salary we also provide an 8% holiday allowance on top of your monthly salary. Holiday allowance is paid out once a year, with your salary in the month of May (or when you leave the company).

Luscii also offers an innovative and fully interactive pension plan. This is handled through the pension provider BeFrank. As a part of this, the employees and Luscii both contribute 3% of the pension base (a formula mostly based on your salary) into the pension plan of the employee.


Next to a phone from us, you have two options to choose from when it comes to your phone subscription:

1) You get a fixed 25 euro reimbursement from us and you get your own subscription. This means you are in control and can keep your own phone number.

2) You get a subscription from us. You can use it for work and private use. But you might loose the number when you leave the company when we cancel the subscription.


Our office is close to the train station of Amsterdam Central and we encourage everyone to use public transport or bikes. Everyone can make use of an NS Business Card that covers all 2nd class train travel, as well as buses, trams, metros, and OV bikes. You are not allowed to use this card for personal use, as this will incur costs for Luscii.

For those that travel at least three days a week on the same line, it is often cheaper to get a subscription with the NS. When you think this is the case for you, talk to the HR Admin about this.

For those travelling more than an hour one way, we offer 1st class travel in case that allows them to work on the train. It is up to everyone’s own discretion to decide if the increased costs are worth the extra luxury of 1st class.

If you occasionally use your own car to travel to and from customers or partners, you can get reimbursed for those kilometers at 31ct / km (of which 19ct / km will be untaxed and the rest will be taxed under the Dutch fiscal system).

If your base level is level 3 or higher in the compensation matrix, and you want to use a car to travel to/from work and customers for at least 20k kilometers a year, you can also opt for a lease car from the changemycar plan from Athlon. Lease car rules apply. Note that parking close to the office is expensive, so when you can, try to avoid it.

Employees have the right to a lease car from changemycar in case they:

  • travel at least 20.000 kilometers per year for Luscii to the office, partners, or customers and/or
  • are base level 5 or 6 in the compensation matrix and;
  • work at luscii for at least 24 hours a week.

Budget is set at 650 euro for employees in level 3 and 4, and at 850 euro for employees in level 5 and 6 (excl. fuel). For fueling a fuel pass will also be provided that can be used by most gas stations in the Netherlands. The same pass can also be used for charging of (semi-) electric vehicles.