Compensation & Incentive Plan Design

Clear Designs Get Clear Results.

Is your incentive compensation plan designed to drive business growth? Are you sure that all your employees understand it and perceive the goals as attainable?

A compensation plan should work as an engine for driving sales and business results – new customers, motivated employees, teamwork, and goal attainment. And it must be widely understood at all levels within your business.

Prosperio Group designs proprietary and customized incentive compensation plans that are externally competitive and internally equitable. With our incentive plan design services, you’ll be able to use compensation to create focus and universal understanding of the goals most important to your business among your employees and management team. With this kind of organizational alignment, imagine what you can now achieve

Common Roles for Incentive Plan Design Include:

• Account Managers
• Appointment Setters
• Back Office Support Roles
• Branch/Terminal Managers
• Brokers
• Customer Service
• Dispatchers
• Driver Recruiters
• Senior Management

• Fleet Managers
• Inside Sales
• Lead Generation Linehaul Managers
• Load Planners
• Operations and Production
• Outside Sales
• Pricing
• Route Salesperson
• Sales
• Senior Leaders
• Truck Drivers
• Fork Lift Operators

1P1P Project: One plan, one role

A 1P1P Project is great for start-ups and small companies, and those with an immediate need for a compensation plan for one person in one role. The 1P1P Project is a virtually delivered program that’s a fast, affordable alternative to big consulting firm fees.

The 1P1P Project includes:
• All plan design details
• Basic market pricing
• Economic testing
• Incentive plan documentation
• Outlining of goals and expectations
• Review of business goals and impact of this role on those goals
• Role clarification
• 3 months of post-project support
• Turnaround is approximately 2-3 weeks

Express Design Project

When your needs span several roles but you have only a few people and will not have much of an issue with change management, our Express Design Project is for you. We’ll spend time with you and your senior leaders in a one-day on-site meeting and complete the rest of the meetings virtually. We’ve successfully executed a number of engagements for small to medium-sized organizations (5 to 20 people) just like yours.

An Express Incentive Design Project includes:
• Compensation plan design for up to 5 roles (salary bands and incentives)
• Market benchmarking of pay levels for the 5 roles
• Plan documentation
• Pro-forma economic modeling (no historical testing)
• Roll-out training
• Strategy and structure review/refinement
• 6 months of post-project support
• Turnaround is approximately 4-6 weeks

Full Service Incentive Plan Design Project

When you need more in-depth assistance in clarifying business objectives, streamlining your organization structure, improving accountabilities and role definition, and are developing incentive plans for several interconnected roles for a large staff, we recommend a Full Service Incentive Plan Design Project. This solution features on-site meetings with our consultant and your design team, and is often selected by medium-sized to larger companies, or small companies undergoing significant transition.

A Full Service Incentive Plan Design Project includes:
• Business goal clarification
• Business strengths assessment
• Compensation plan design for all roles in scope (salary bands and incentives)
• Development of career levels for highly populated roles
• Employee change management
• Extensive pro-forma and historical economic modeling
• Goal-setting guidance
• Incentive plan documentation

• Market benchmarking of pay levels for all roles in scope
• More detailed Excel template for use by your staff for doing plan calculations (variable based on your needs)
• On-site roll-out support
• Organization redesign and role change/definition
• 12 months post-project support
• Four+ on-site days
• Turnaround time is at least 90 days, but may take longer depending on size of organization and magnitude of change

Mergers and Acquisitions

M&A situations create special challenges for compensation plan management. The two companies may have very different cultures, which are often reflected and supported by very different compensation plans. One company may pay much higher amounts than the other company, or may pay using a 100% variable model when the other company uses salary plus bonus. Reconciling these differences is not easy or quick and care needs to be taken on both sides to make sure changes are managed at the appropriate pace to minimize staff turnover.

We address M&A projects within the framework of a Comprehensive Project but add on additional meetings, interviews, focus groups, and change management support as needed to make sure all your needs are met while navigating these treacherous waters.