1. Raw cases per hour
If you complete 800 cases in five counted hours, your personal raw pace is 160 cases/hour. The formula doesn't tell you whether that's a good number at your workplace. Different jobs and zones have different conditions.
2. Percentage of a known fixed standard
If—and only if—your workplace defines 200 cases/hour as exactly 100% of a fixed standard, then 160 ÷ 200 × 100 = 80% of standard. This is simple ratio math, not a claim about any named employer's system.
3. Employer-reported or engineered percentage
Some operations use assigned times, weighted cases, travel allowances, or changing task expectations to determine percentage scores. Under those systems, the same raw cases/hour can produce different reported percentages. Without the full authorized formula, you should record the percentage your employer reports rather than guessing it.
Same cases per hour, different reported scores
Two workers could each complete 800 cases in five counted hours, producing the same raw rate of 160 cases/hour. If their assignments have different approved times or allowances, their employer-reported percentages may differ. Without those rules, neither percentage can be calculated reliably from cases/hour alone.
Even a fixed-standard comparison needs a confirmed target. For example, 160 cases/hour against a fixed 200 cases/hour target equals 80%. Against a different fixed 160 cases/hour target, it equals 100%. These are illustrative arithmetic examples, not real warehouse standards.
4. Incentive pay is another layer
Productivity pay may depend on eligibility rules, thresholds, different rates of pay, hours, or quality and safety requirements. A 110% performance figure does not automatically mean a 10% pay raise or 10% bonus. Read the actual plan before estimating earnings.
Want a worked pay example? Learn how warehouse incentive programs can work and test only the bonus terms you actually know.
Trying to compare targets between different facilities? Learn what makes a picking rate good for your own job, with a worksheet for comparing similar shifts.
What should I ask my supervisor?
- Is my rate cases, picks, units, lines or weighted work?
- Does the measured clock include breaks, travel, waiting, or setup?
- Is the standard fixed, or adjusted for assignments?
- How is a daily score combined into a weekly or monthly figure?
- If there is an incentive, what triggers it, and what conditions apply?
Use the number without letting it define your whole shift
Track your own raw pace to see trends. Keep safety, hydration, quality and proper pallet building in the picture. If numbers don't match, check unit and time definitions before assuming there's a mistake.
Work through why your rate numbers differ to compare a personal calculation, scanner display and company report side by side.
To work through raw case math, open the free calculator. If breaks are confusing, compare both clock methods.