Project Gain FAQs

Project Gain is a gain sharing program that provides a means to reward all county employees for contributions to the efficient operation of county government, above and beyond the normal scope of duties. It is a program that compensates employees based on enhanced revenues and cost savings. Project Gain does not replace employee merits and supplements.

How does Project Gain work?

Elected officials/appointed authorities/department heads and staff brainstorm ideas to design a program that will increase department/agency revenues or produce a cost savings. The elected official/ appointing authority/department head submits the program, on the appropriate forms (Submission Form PG-1), to an Evaluation Panel for review. The Evaluation Panel submits the program to the County Administrator for approval. Once approved, the department/agency implements the new program. At the end of the program implementation time period (fiscal year or semi-annual) if cost savings or revenue enhancements are realized, a portion of the savings or revenues realized are distributed to the department/agency involved in the program.

Can all departments/agencies and all employees participate in Project Gain?

Project Gain is open to all departments/agencies and all eligible employees. Some departments/ agencies, however, have funding restrictions that limit the county’s ability to pay employees through a program such as Project Gain. Such departments/agencies are encouraged to recommend alternative programs to the County Administrator for consideration.

Are there rules governing Project Gain?

Each elected official/appointing authority/department head is provided a set of Project Gain Guidelines to establish department/agency gainsharing programs. There is no single, across-the-board strategy that will work for every department/agency. The guidelines were developed by the Project Gain Team, and modeled after successful gainsharing programs in other counties and cities.

How are Project Gain awards distributed?

Project Gain awards are funded from cost savings or revenue enhancements in the department/ agency. When goals are obtained, one-half of the funds resulting from savings or enhancements is shared equally with all employees who actively contributed toward the goals of the program. Individual employee awards must total $100.00 per employee per program, but may not exceed $1,000.00 per employee per program and $5,000.00 per employee per fiscal year.

What are some revenue enhancement ideas? How are cost savings realized?

Revenue enhancements may come from a county department/agency that operates a facility that could be rented to consumers. A department/agency may own a training program that could be offered to others for a fee. Cost savings are usually realized as a result of a department/agency reviewing current procedures. Click here to see successfully implemented programs in Hamilton County.

Which forms must I submit to the Evaluation Panel?

Each program submitted must include a Submission Form (PG-1), a Flowchart (PG-2) mirroring the narrative, and the “before” section of the Cost Tracking Form (PG-3). At the completion of the program, the department/agency will submit the “after” section of the Cost Tracking Form (PG-3) and the Validation Report (PG-6).