At Checkered Flag, I developed a tiered commission/bonus plan based on outbound calls, appointments made, show rate - the performance elements the ISR controls/influences. This was in addition to an hourly rate.
In my current world, there is a true draw against commission based on the same elements of the individual's performance but, those elements are not tiered. I know how many calls I want each ISR to make every hour, day, month. With their skills, I know the results (appointments made, shows, sold) I can expect. An average performer will earn his/her draw. A star will hit it out of the park and earn a hefty sum.
Two, very different, environments and, two distinctly different pay plans.
I completely agree with Alex in that the pay plan has to be designed to suit the environment - to include the skills and experience of the individuals, as well as the objectives.
Consider your objectives: available opportunities (leads to be contacted), outbound call objectives; apply acceptable rates of performance (appointment rate, show rate, sold rate).
In my current world, there is a true draw against commission based on the same elements of the individual's performance but, those elements are not tiered. I know how many calls I want each ISR to make every hour, day, month. With their skills, I know the results (appointments made, shows, sold) I can expect. An average performer will earn his/her draw. A star will hit it out of the park and earn a hefty sum.
Two, very different, environments and, two distinctly different pay plans.
I completely agree with Alex in that the pay plan has to be designed to suit the environment - to include the skills and experience of the individuals, as well as the objectives.
Consider your objectives: available opportunities (leads to be contacted), outbound call objectives; apply acceptable rates of performance (appointment rate, show rate, sold rate).
