Freight Forwarder Compensation

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Freight Forwarder Expertise

Freight forwarders’ incentive compensation often differs greatly from most domestic freight brokers. The outside sales role is typically paid on an annuity basis (a catastrophic mistake, by the way) and the operational roles tend to have more emphasis on salary with limited use of incentive compensation. Customs brokers skew a bit the other direction with more focus on incentive pay. Prosperio has worked with several Freight Forwarders on revising their compensation plans to be sure they are both market competitive and aligned with the company goals and objectives.  We understand international transportation and the dynamic market that you are involved with on a day-to-day basis. We have worked with companies who have employees overseas as well, either as expats or domestic nationals, and crafted incentive plans throughout APAC and EMEA that align with local laws and norms while adhering to headquarters compensation strategy and philosophy.

WE CAN HELP

We can help ensure your workers are as motivated as they could be, whether through team or individual incentives, so you don’t lose them to the siren song of more competitive pay.  Also, we can review your outside sales incentive plans to make sure you are not risking your business if the rep decides to leave and/or paying a ridiculous annuity commission for a rep who long ago forgot how to hunt for new customers. We have worked with the most difficult hunters, who have built up their annuity to be their “working retirement” and put them on a plan that motivated them to get back out there selling again. Once they realized they could be paid just as much if they started hunting again, the sparkle came back into their eyes, and they were once again pursuing and landing those big accounts.

EXPRESS PROJECT 

When your needs span several roles, but you have only a few people, our Express Project is your best bet. We’ll spend time with you and your senior leaders understanding your business and working alongside you to develop the plans as quickly as possible. We’ve successfully executed hundreds engagements for small to medium-sized organizations just like yours (typically 5 to 50 employees). 

An Express Incentive Project includes: 
• Strategy and structure assessment  
• Compensation design for up to 5 roles 
• Includes salary bands and incentives 
• Market benchmarking of pay levels for those roles 
• Plan documentation 
• Pro-forma economic modeling (minimal historical testing) 
• Roll-out guidance 
• Development of an incentive calculator via Excel
• Additional automation possible
• 3 months of post-project support 
• Project turnaround is approximately 4-6 weeks 

1P1P PROJECT: ONE PERSON, ONE PLAN 

A 1P1P Project is great for start-ups and small companies! It is our smallest project size, but this makes it ideal for those who need a single plan immediately.  

The 1P1P Project includes: 
• All plan design details 
• Basic market pricing 
• Economic testing 
• Incentive plan documentation 
• Outlining of goals and expectations 
• Assessment of business goals and… 
• Assessment of impact of this role on those goals 
• Role clarification 
• Development of an incentive calculator via Excel
• Additional automation possible
• 3 months of post-project support 
• Project turnaround is approximately 2-3 weeks 

FULL-SERVICE COMPENSATION PROJECT 

When you need to clarify your business objectives, streamline your organization structure, improve employee accountabilities, AND want to develop plans for several interconnected roles, a Full-Service Compensation Project does it all! This project features multiple virtual meetings with our developers and your design team and is often selected by medium-sized to larger companies, as well as small companies undergoing major transformations. 

A Full Service Compensation Project includes: 
• Business goal clarification 
• Incentive compensation plan design for all roles in scope
• Salary bands suitable for job postings 
• Development of career levels for highly populated roles 
• Employee change management 
• Extensive pro-forma and historical economic modeling 
• Goal-setting sharpening 
• Market benchmarking of pay levels for all roles in scope 
• Roll-out support and guidance 
• Organization redesign and role change/definition 
• 12 months post-project support  
• Detailed and automated Excel calculator
• Additional automation possible
• Possible introduction to one of our EIM vendor partners 
• With integration assistance into their platform 
• Turnaround time is at least 90 days 
• May vary depending on size and magnitude of change