Sales Compensation Plan Development

Clear Designs Yield Clear Results

Our core method involves assessing, developing, testing and communicating sales compensation plans (commissions, goal-based bonuses, etc.). Roughly 80% of our projects fall under this category.

Typically, these plans are paid frequently (i.e. monthly or quarterly) and based on specific, measurable objectives that have direct impact on the company's top line revenue. Often, but not always, these plans involve some kind of commission structure (paying the employee a percentage of the revenue or gross margin they have generated).

Prosperio has worked with major companies on their sales compensation in over 50 different industries, and the common roles listed on this page are found in nearly every one of them. We have expertise in transportation & logistics, distribution (including food & beverage), manufacturing (including food ingredients), software and SaaS, as well as banking and insurance; be sure to look at those sections of our website if your company is one of those areas.

Our work in this field follows a tested and reliable process

First, we assess your business to understand what is working or not working about your current plans.
Next, we help define your roles (i.e. hunter, farmer, key account manager, inside sales, etc.) and ensure your sales force role deployment makes sense BEFORE we consider changes to your current compensation plans.
Then we work with your leadership to develop the new plans.
Afterwards, we rigorously test them using your historical data for employee level and overall aggregate cost modeling.
Finally, we support you through the rollout of the plans to your sales force, and in many cases for a full-year after the new plan is implemented to make sure things are going as planned.

Common Roles Include

Outside Sales
Inside Sales
Customer Service Rep

Enterprise or National Sales Rep
KAM, GAM, NAM, SAM

Account Executive
Account Rep
Account Manager
Sales Executive
Sales Rep
Sales Manager
Customer Sales Rep
Customer Account Manager
Call Center Rep
Logistics Coordinator
Operations Manager
Terminal Manager
Carrier Sales

And many others…

Common Project Types

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