Culpepper Sales Compensation Design Practices Survey

The Culpepper Sales Compensation Design Practices Survey provides data you need to design competitive and effective sales compensation plans. Survey market data and best practices are provided for the following key sales compensation practices:

Pay Mix:
- Cash Compensation Combinations
- Base Salary to Incentive Mix
- Cash Incentive Mix
Leverage
Quotas:
- Quota Distribution Target for Sales Reps
- Dangers of High Quotas
- Approaches to Quota Setting
- Reconciling Quotas with Corporate Objectives
Performance Measures:
- Defining Plan Objectives and Performance Measures
- Most Common Performance Measures for Sales Reps
- Number of Performance Measures for Sales Reps
- Scope of Performance Measures for Sales Reps
- Length of Performance Periods for Sales Reps
Draws:
- Recoverable vs. Non-Recoverable Draws
- Percent of Companies Providing Draws to Sales Rep
- Problems with Draws
- Two Alternatives to Draws
- Factors to Consider when Using Draws
Sales Crediting Rules, Timing, and Assignment
Minimum Performance Thresholds
Commission Structures/Payout Curves and Rates
Performance Bonus Structures
Link Designs
Maximum Incentive Caps and Payout Limiters:
- Percent of Companies using Maximum Incentive Caps and Payout Limiters
- Techniques Used to Limit Earnings
Incentive Payments for Service Contracts & Maintenance Agreements
Cash Profit Sharing Plans
Long-Term Incentive Eligibility
Special Performance Incentive Funds
Recognition and Non-Cash Award Programs

Data cuts and breakouts include:

Number of Employees: 1 to 100, 101 to 500, 501 to 2,500, 2,501 to 10,000, Over 10,000.
Industry Sectors: Technology: Hardware/Electronics/Semiconductor, IT Services, Medical Devices/Equipment, Network/Internet/Telecom Services, Software.
Ownership: Public, Private.

Type of Sales Position: Sales Executives, Sales Managers, Sales Reps, Direct Sales: New Accounts, Direct Sales: Existing Accounts, Direct Sales: New & Existing Accounts, Telesales Inbound, Telesales Outbound, Telesales Inbound & Outbound, Indirect Sales, Sales Product Specialist Overlay, Business Development, Pre-Sales Tech & Engineering Support.

Primary Sales Channel: Direct Sales, Distributor/Wholesaler, Government.

Format: PDF (58 Pages / 36 Data Tables)

Availability of Comprehensive Report

Free to participants in 2009 Culpepper Sales Compensation Design Practices Survey
Free to subscribers of Culpepper Pay Practices & Policies Survey Package
(includes Culpepper Survey Library and Small Company Plus subscribers)
$495 for non-participants and non-subscribers (Order Form)

Data Source: Culpepper Sales Compensation Design Practices Survey of 276 organizations.

Survey Dates: May 5, 2009 through August 5, 2009

Participants by Industry Sector:
Technology: 76%
    • eBusiness/Online Content Services: 4%
    • Hardware/Electronics/Semiconductor: 19%
    • IT Services & Consulting: 13%
    • Network/Internet/Telecom Services: 10%
    • Software: 30%
Life Sciences: 11%
    • Medical Devices/Equipment: 8%
    • Biotechnology: 1%
    • Contract Research & Clinical Lab Services: 1%
     • Pharmaceutical: 1%
Other: 13%

Participants by Number of Employees:
• Up to 100 Employees: 25%
• 101 to 500 Employees: 22%
• 501 to 2,500 Employees: 28%
• 2,501 to 10,000 Employees: 17%
• Over 10,000 Employees: 8%

Participants by Ownership:
* Public: 49%
* Private: 48%
* Non-Profit: 3%

Participants by Primary Sales Channel:
• Direct Sales: 81%
• Distributor/Wholesaler: 7%
• Government: 4%
• OEM: 3%
• Retailer: 3%
• VAR: 2%

Participants by Country:
• United States: 92%
• Canada: 3%
• Other: 5%

Culpepper Sales Compensation Survey
The Culpepper Sales Compensation Survey provides market data for over 100 sales job families covering business development, contract operations, sales operations, sales support, and other sales positions in technology and life science organizations.