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CONTACT INFORMATION |
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GENERAL INFORMATION |
Indicate the business, customer, market, product,
channel, sales talent and/or compensation priorities the sales
compensation plan is designed to support
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Indicate the sales channels through which sales
compensation plan participants sell.
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Indicate all the performance measures for a typical incentive-eligible
sale role
(or position title).
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Indicate the targeted (or average performance) incentive payout
for a typical incentive-eligible sales role or position title. (Enter payout in $)
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Please indicate,
by checking a radio button, the extent to which you agree or disagree with the
statements made below. Make your selection based "1" = Completely Disagree and
"5" =
Completely Agree.
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1. Sales compensation plan
features (e.g., incentive opportunities, metrics, goals, incentive formula)
are consistent with the pre- and post-sales process and sales individuals'
influence on results in each sales process stage.
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2. Participants' sales
goals are set based on top-down business objectives and bottom-up,
customer-level profitable revenue opportunities. |
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3. The sales compensation
plan provides enough reward for performance above goal.
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4. The sales compensation
plan is an effective management tool for hiring and retaining high potential/performing
sales personnel.
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5. Plan participants' mix of salary
and incentive opportunity is appropriate for their roles and responsibilities.
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6. The sales compensation
plan provides sufficient penalty for performance below goal.
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7. The sales compensation
plan provides incrementally more incentive for higher levels of performance.
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8. The performance measures
in the sales compensation plan drive the right selling behaviors.
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9. The compensation plan
design focuses on the most appropriate performance level (e.g., individual
contributor, team, district, region, company).
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10. Aggregate incentive payouts are
commensurate with the sales organization's delivered results.
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11. Annually, the majority
of sales compensation plan participants exceed their sales goals.
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12. Participants' actual incentive
payouts are positively correlated to their performance results.
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13. There is an suitable and meaningful
difference between the incentive payouts to high and low performers.
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14. The market competitiveness of participants'
incentive payouts is consistent with their performance.
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15. The sales organization's (or company's)
revenue and profit return per $1.00 of incentive payout and total compensation
spend are acceptable.
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TopMark, LLC will contact you within five business days
of our receiving your completed sales compensation plan questionaire.
Consultations are by phone and are limited to 60 minutes.
Typical consultations address any immediate fine-tuning improvements
or, as needed, more comprehensive revisions for creating
a better linkage to the business, sales talent and/or sales
compensation imperitives you articulated.
Print the completed questionaire
for your records before clicking the submit button.
TopMark, LLC will contact you within five business days.