Condition Types & Calculation Examples (Sales Compensation)

This section provides an overview and calculation examples for types that are distributed in the package.

Condition Types

List of available types with their default setup. Below you will find how to modify the setup.

Type

Name

Quota Type

Inputs (with units)

Notes

Type

Name

Quota Type

Inputs (with units)

Notes

Unconditional

Zero Quota Percent

 

None

Compensation input: %

Simple % compensated to the sales agent, without any quota needed (no minimal amount of sales needed to be eligible for compensation). To be used mainly with SPIFF Compensation Plan.

Conditional

Single Quota Amount

Single

Quota input: $
Compensation input: $

Can be interpreted as: “if you reach X amount, you get Y amount”.

Available also for the SPIFF Compensation Plan.

Single Quota Percent

Single

Quota input: $
Compensation input: %

Available also for the SPIFF Compensation Plan.

Multi

Multi Quota Amount

Multi

Quota input: $
Compensation input: $

Available also for the SPIFF Compensation Plan.

Multi Quota Percent

Multi

Quota input: $
Compensation input: %

Available also for the SPIFF Compensation Plan.

Stepped

Repetitive Quota Amount

Multi

Quota input: $
Compensation input: $

Captures scenario e.g. get 10$ compensation for every 1000$ of revenue. To be used mainly with SPIFF Compensation Plan.

Stepped Amount

Multi

Quota input: $
Compensation input: $

Available also for the SPIFF Compensation Plan.

Stepped Percent

Multi

Quota input: $
Compensation input: %

Available also for the SPIFF Compensation Plan.

Growth

Growth Absolute Amount

Multi

Quota input: $
Compensation input: $

Can be interpreted as: “if you grow by X% from Q1 to Q2, you get Y amount”.

Growth Absolute Percent

Multi

Quota input: $
Compensation input: %

 

Growth Percent Amount

Multi

Quota input: %
Compensation input: $

 

Growth Percent Percent

Multi

Quota input: %
Compensation input: %

 

Bonus

Flat Bonus

Single

Quota input: $
Target Incentive input: $

Available also for the SPIFF Compensation Plan.

Multi Target Bonus

Multi

Quota input: $
Target Incentive input: $
Multi Target Bonus:

  • Target Achievement: %

  • Bracket Bonus Rate: %

Available also for the SPIFF Compensation Plan.

Stepped Bonus

Multi

Quota input: $
Target Incentive input: $
Stepped Bonus input:

  • Target Achievement input: %

  • Bracket Bonus Rate input: %

Available also for the SPIFF Compensation Plan.

Variable Pay

Variable Pay Linear Amount

Single

Quota input: $
Variable Pay input: %

 

Variable Pay Multi Target Amount

Multi

Quota input: $
Variable Pay input: %
Stepped Bonus input:

  • Target Achievement input: %

  • Bracket Bonus Rate input: %

 

Variable Pay Stepped Amount

Multi

Quota input: $
Variable Pay input: %
Stepped Bonus input:

  • Target Achievement input: %

  • Bracket Bonus Rate input: %

 

The dollar $ sign represents a currency in general, not an actual USD.

Calculation Examples

Zero Quota Percent

Inputs in the plan:

  • Compensation – %

Success formula (always success): ( COMPENSATION_INPUT / 100 ) x BASELINE

Example

Compensation [input]

Baseline

Compensation [output]

Compensation [input]

Baseline

Compensation [output]

1%

$110,000

$1,100

1%

$90,000

$900

 

Single Quota Amount

Inputs in the plan:

  • Quota – $

  • Compensation – $

Success formula: COMPENSATION_INPUT

Example

Quota [input]

Compensation [input]

Baseline

Compensation [output]

Quota [input]

Compensation [input]

Baseline

Compensation [output]

$100,000

$1,000

$110,000

$1,000

$100,000

$1,000

$90,000

$0

Example with Volume Based Quota

Let’s assume that for every 10 products sold the Sales Agent gets 10$. Quota can be defined as volume (Quantity field in the Datamart, can be pieces, kg, etc.). Baseline stands for how many pieces the seller sold.

Volume based quota is applicable to all amount/bonus types (types where compensation is not defined as % of baseline).

Quota [input]

Compensation [input]

Baseline

Baseline Value

Compensation [output]

Quota [input]

Compensation [input]

Baseline

Baseline Value

Compensation [output]

10

$10

Quantity

4

$0

10

$10

Quantity

15

$10

 

Single Quota Percent

Inputs in the plan:

  • Quota – $

  • Compensation – %

Success formula: ( COMPENSATION_INPUT / 100 ) x BASELINE

Example

Quota [input]

Compensation [input]

Baseline

Compensation [output]

Quota [input]

Compensation [input]

Baseline

Compensation [output]

$100,000

1%

$110,000

$1,100

$100,000

1%

$90,000

$0

 

Multi Quota Amount

Inputs in the plan:

  • Quota – $

  • Compensation – $

Success formula: COMPENSATION_INPUT

Example

Quota [tiered input]

Compensation [tiered input]

Quota [tiered input]

Compensation [tiered input]

$1000

$100

$1500

$150

Result:

Baseline ($)

Compensation [output]

Baseline ($)

Compensation [output]

$100

$0

$1100

$100

$1600

$150

 

Multi Quota Percent

Inputs in the plan:

  • Quota – $

  • Compensation – %

Success formula: ( COMPENSATION_INPUT / 100 ) x BASELINE

Example

Quota [tiered input]

Compensation [tiered input]

Quota [tiered input]

Compensation [tiered input]

$1000

1%

$1500

10%

Result:

Baseline ($)

Compensation [output]

Baseline ($)

Compensation [output]

$100

$0

$1100

$11

$1600

$160

 

Repetitive Quota Amount

Inputs in the plan:

  • Quota(s) – $

  • Compensation(s) – $

Success formula: COMPENSATION_INPUT x (BASELINE / QUOTA) (Euclidean division)

Example

Definition:

Quota [input] – Step

Compensation [input]

Quota [input] – Step

Compensation [input]

$10,000

$100

Result:

Baseline

Compensation [output]

Baseline

Compensation [output]

$5,000

$0

$15,000

$100

$110,000

$1,100

 

Stepped Amount

Inputs in the plan:

  • Quota(s) – $

  • Compensation(s) – $

Success formula for step 1: COMPENSATION_INPUT_FOR_STEP1

Success formula for step 2: COMPENSATION_INPUT_FOR_STEP1 + COMPENSATION_INPUT_FOR_STEP2

Example

Definition:

Quota [tiered input] – Step

Compensation [input]

Quota [tiered input] – Step

Compensation [input]

$10,000

$100

$50,000

$500

$100,000

$5,000

Result:

Baseline

Compensation [output]

Baseline

Compensation [output]

$5,000

$0

$15,000

$100

$110,000

$100 + $500 + $5,000 = $5,600

 

Stepped Percent

Inputs in the plan:

  • Quota(s) – $

  • Compensation Value(s) – %

Success formula for step 1: (COMPENSATION_INPUT_FOR_STEP1 / 100 ) x (BASELINE - TARGET_STEP1)

Success formula for step 2: ((COMPENSATION_INPUT_FOR_STEP1 / 100 ) x TARGET_STEP1) + ((COMPENSATION_INPUT_FOR_STEP2 / 100 ) x (BASELINE - TARGET_STEP2))

Example

Definition:

Quota [tiere input] – Step

Compensation Value [input]

Quota [tiere input] – Step

Compensation Value [input]

$10,000

1%

$50,000

3%

$100,000

10%

Result:

Baseline

Compensation [output]

Baseline

Compensation [output]

$5,000

$0

$15,000

($5,000 * 1%) = $50

$110,000

($40,000 * 1%) + ($50,000 * 3%) + ($10,000 * 10%) = $400 + $1,500 + $1,000 = $2,900

 

Growth Absolute Amount

Comparison to some previous period – Month, Quarter, Semi-Year, Year.

Inputs in the plan:

  • Quota(s) – $

  • Compensation Value(s) – $

Success formula: COMPENSATION_INPUT_FOR_TIER

Example

Definition:

Quota [input] – Growth Tier

Compensation Value [input]

Quota [input] – Growth Tier

Compensation Value [input]

$10,000

$100

$25,000

$300

$100,000

$10,000

Result:

Growth Baseline (Current – Previous)

Compensation [output]

Growth Baseline (Current – Previous)

Compensation [output]

$5,000

$0

$30,000

$300

$150,000

$10,000

 

Growth Absolute Percent

Comparison to some previous period – Month, Quarter, Semi-Year, Year.

Inputs in the plan:

  • Quota(s) – $

  • Compensation Value(s) – %

Success formula: (COMPENSATION_INPUT_FOR_TIER / 100) x BASELINE

Example

Definition:

Quota [input] – Growth Tier

Compensation [input]

Quota [input] – Growth Tier

Compensation [input]

$10,000

1%

$25,000

2%

$100,000

5%

Result:

Baseline

Compensation [output]

Baseline

Compensation [output]

$5,000

$0

$25,000

$500

$150,000

$7,500

 

Growth Percent Percent

Comparison to some previous period – Month, Quarter, Semi-Year, Year.

Inputs in the plan:

  • Quota(s) – %

  • Compensation Value(s) – %

Success formula: (COMPENSATION_INPUT_FOR_TIER / 100) x BASELINE

Example

Definition:

Quota [input] – Growth Tier %

Compensation Value [input]

Quota [input] – Growth Tier %

Compensation Value [input]

2%

1%

5%

3%

10%

5%

Result:

Baseline

Calculation Baseline

Compensation [output]

Baseline

Calculation Baseline

Compensation [output]

1%

$10,000

$0

2%

$100,000

$1,000

11%

$100,000

$5,000

 

Growth Percent Amount

Comparison with some previous period – Month, Quarter, Semi-Year, Year.

Inputs in the plan:

  • Quota(s) – %

  • Compensation Value(s) – $

Success formula: COMPENSATION_INPUT_FOR_TIER

Example

Definition:

Quota [input] – Growth Tier %

Compensation Value [input]

Quota [input] – Growth Tier %

Compensation Value [input]

2%

$1,000

5%

$10,000

10%

$25,000

Result:

Baseline

Compensation [output]

Baseline

Compensation [output]

1%

$0

2%

$1,000

11%

$25,000

 

Flat Bonus

Inputs in the plan:

  • Quota – $

  • Target Incentive – $

Success formula: (BASELINE / QUOTA) x TARGET_INCENTIVE

Example

Quota [input]

Target Incentive [input]

Baseline

Compensation [output]

Quota [input]

Target Incentive [input]

Baseline

Compensation [output]

$100,000

$100

$110,000

$110

$100,000

$1,000

$90,000

$900

 

Multi Target Bonus

Inputs in the plan:

  • Quota – $

  • Target Incentive – $

  • Target Achievement – %

  • Bracket Bonus Rate – %

Success formula for baseline under tier 1: (BASELINE / QUOTA) x TARGET_INCENTIVE x BRACKET_BONUS_RATE_FOR_TIER_1 / 100

Success formula for baseline under tier 2: (((BRACKET_BONUS_RATE_FOR_TIER_1 / 100 x QUOTA) / QUOTA) x TARGET_INCENTIVE x BRACKET_BONUS_RATE_FOR_TIER_1 / 100) + ((BASELINE - (BRACKET_BONUS_RATE_FOR_TIER_1 / 100 x QUOTA)) / QUOTA x TARGET_INCENTIVE x BRACKET_BONUS_RATE_FOR_TIER_2 / 100

Example

Quota [input] – $1,000

Target Incentive [input] – $100

Tiers definition:

Target Achievement [tiered input]

Bracket Bonus Rate [tiered input]

Target Achievement [tiered input]

Bracket Bonus Rate [tiered input]

120%

3%

140%

5%

250%

10%

Result:

Baseline ($)

Target Achievement (%)

Bracket Bonus Rate (%)

Compensation [output]

Baseline ($)

Target Achievement (%)

Bracket Bonus Rate (%)

Compensation [output]

$1,000

120%

3%

$3

$1,300

140%

5%

$4.1

$2.000

250%

10%

$10.6

$3.000

250%

10%

$20.6

 

Stepped Bonus

Inputs in the plan:

  • Quota – $

  • Target Incentive – $

  • Target Achievement – %

  • Bracket Bonus Rate – %

Success formula for baseline under tier 1: (BASELINE / QUOTA) x TARGET_INCENTIVE x BRACKET_BONUS_RATE_FOR_TIER_1 / 100

Success formula for baseline under tier 2: (BASELINE / QUOTA) x TARGET_INCENTIVE x BRACKET_BONUS_RATE_FOR_TIER_2 / 100

Example

Quota [input] – $1,000

Target Incentive [input] – $100

Tiers definition:

Target Achievement [tiered input]

Bracket Bonus Rate [tiered input]

Target Achievement [tiered input]

Bracket Bonus Rate [tiered input]

120%

3%

140%

5%

250%

10%

Result:

Baseline ($)

Target Achievement (%)

Bracket Bonus Rate (%)

Compensation [output]

Baseline ($)

Target Achievement (%)

Bracket Bonus Rate (%)

Compensation [output]

$1,000

120%

3%

$3

$1,300

140%

5%

$5

$2.000

250%

10%

$10

$4.000

above 250%

0%

$0

Please note that the Compensation drops to zero when the tier is not defined (in the example it is the case of “above 250%” Target Achievement).

Variable Pay Linear Amount

Inputs in the plan:

  • Quota – $

  • Variable Pay – %

Success formula: (BASELINE / QUOTA) x VARIABLE_PAY / 100 x SELLER_SALARY

Example

Quota [input]

Variable Pay [input]

Baseline

Seller Salary (Annual)

Compensation [output]

Quota [input]

Variable Pay [input]

Baseline

Seller Salary (Annual)

Compensation [output]

$1,000,000

10%

$300,000

$60000

$1,800

$100,000

2%

$90,000

$80000

$1,440

In case of Group compensations the salary taken to calculations is the average of all included seller salaries.

 

Variable Pay Multi Target Amount

Inputs in the plan:

  • Quota – $

  • Variable Pay – %

  • Target Achievement – %

  • Bracket Bonus Rate – %

Success formula for baseline under tier 1: (BASELINE / QUOTA) x VARIABLE_PAY / 100 x SELLER_SALARY x BRACKET_BONUS_RATE_FOR_TIER_1 / 100

Success formula for baseline under tier 2: (((BRACKET_BONUS_RATE_FOR_TIER_1 / 100 x QUOTA) / QUOTA) x VARIABLE_PAY / 100 x SELLER_SALARY x BRACKET_BONUS_RATE_FOR_TIER_1 / 100) + ((BASELINE - (BRACKET_BONUS_RATE_FOR_TIER_1 / 100 x QUOTA)) / QUOTA x VARIABLE_PAY / 100 x SELLER_SALARY x BRACKET_BONUS_RATE_FOR_TIER_2 / 100

Example

Quota [input] – $1,000

Variable Pay [input] – 10%

Tiers definition:

Target Achievement [tiered input]

Bracket Bonus Rate [tiered input]

Target Achievement [tiered input]

Bracket Bonus Rate [tiered input]

120%

3%

140%

5%

250%

10%

Result:

Baseline ($)

Target Achievement (%)

Bracket Bonus Rate (%)

Seller Salary ($)

Compensation [output]

Baseline ($)

Target Achievement (%)

Bracket Bonus Rate (%)

Seller Salary ($)

Compensation [output]

$1,000

120%

3%

$10,000

$3000

$1,300

140%

5%

$10,000

$4,100

$2,000

250%

10%

$10,000

$10,600

$3,000

250%

10%

$10,000

$20,600

 

Variable Pay Stepped Amount

Inputs in the plan:

  • Quota – $

  • Variable Pay – %

  • Target Achievement – %

  • Bracket Bonus Rate – %

Success formula for baseline under tier 1: (BASELINE / QUOTA) x VARIABLE_PAY / 100 x SELLER_SALARY x BRACKET_BONUS_RATE_FOR_TIER_1 / 100

Success formula for baseline under tier 2: (BASELINE / QUOTA) x VARIABLE_PAY / 100 x SELLER_SALARY x BRACKET_BONUS_RATE_FOR_TIER_2 / 100

Example

Quota [input] – $1,000

Target Incentive [input] – $100

Tiers definition:

Target Achievement [tiered input]

Bracket Bonus Rate [tiered input]

Target Achievement [tiered input]

Bracket Bonus Rate [tiered input]

120%

3%

140%

5%

250%

10%

Result:

Baseline ($)

Target Achievement (%)

Bracket Bonus Rate (%)

Seller Salary ($)

Compensation [output]

Baseline ($)

Target Achievement (%)

Bracket Bonus Rate (%)

Seller Salary ($)

Compensation [output]

$1,000

120%

3%

$10,000

$3,000

$1,300

140%

5%

$10,000

$5,000

$2.000

250%

10%

$10,000

$10,000

$4.000

above 250%

0%

$10,000

$0

 

Compensation Records Calculation

Payout Value Calculation

The “Annual” target needs a Deposit Scheme. The scheme decides if the calculation is split by the number of periods in the target time span.

 

Input information:

  • Condition Type: [SC] Single Quota Amount

  • Payment Period: Quarterly

  • Quota For: Plan Duration

Target input:

  • Target Input: 100,000.0

  • Compensation Input: 1,000.0

 

As the payment period is each quarter, we have 4 Compensation Records with the following data:

Compensation Record

Period

Period Sale

Cumulative Sale

Compensation Record

Period

Period Sale

Cumulative Sale

COR01

Q1

90,000

90,000

COR02

Q2

11,000

101,000

COR03

Q3

49,000

150,000

COR04

Q4

50,000

200,000

 

Non-Cumulative Example

The calculation is driven by following an execution pattern.

If ( Cumulative_Sale > Target_Input ) then     Compensation_Value = Compensation_Input / 4   end

 

 

Compensation Record

Period

Compensation Value

Compensation Record

Period

Compensation Value

COR01

Q1

0

COR02

Q2

250

COR03

Q3

250

COR04

Q4

250


Cumulative Example

The calculation is driven by following an execution pattern.

If ( Cumulative Sale > Target_Input ) then     Compensation_Value = ( Compensation_Input / 4 ) * Current_Period_Index - Accrual end

 

 

Compensation Record

Period

Current Period Index

Accrual

Compensation Value

Compensation Record

Period

Current Period Index

Accrual

Compensation Value

COR01

Q1

1

0

0

COR02

Q2

2

0

500

COR03

Q3

3

500

250

COR04

Q4

4

750

250