Sales Force Compensation : Small Business Plan Template : Lean Business Club, Inc.

MARKETING AND SALES MANAGEMENT
CHECK POINT 98: SALES FORCE COMPENSATION

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But You Can Still Check Out The Menu Below.

1.	steps in a sales force compensation plan process
2.	establish compensation objectives
3.	select compensation methods
4.	straight salary plan
5.	straight commission plan
6.	salary-plus-commission plan
7.	salary-plus-bonus plan
8.	salary-plus-bonus-plus-commission plan
9.	set appropriate pay level for sales people
10.	summarize sales expense account and employee benefits
11.	implement the sales compensation plan
12.	for serious business owners only
13.	the latest information online

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Management Level	Yes	Optional
Level 1: I Am An MBA Student.	V
Level 2: I Am A Professional Manager In A Company.		V
Level 3: I Plan To Start A One-Person Business.		V
Level 4: We Plan To Start A Small Business Without Employees.		V
Level 5: I/We Plan To Start A Small Business With Employees.	V
Level 6: I Am A One-Person Business Owner.		V
Level 7: I Am A Small Business Owner With Employees.	V
Level 8: We Are Small Business Owners Without Employees.		V
Level 9: We Are Small Business Owners With Employees.	V
Level 10: I Am A Management Consultant Or A CPA.	V

MARKETING AND SALES MANAGEMENT
CHECK POINT 98: SALES FORCE COMPENSATION

Please Select Any Topic In Check Point 98 Below And Click.

1.	steps in a sales force compensation plan process
2.	establish compensation objectives
3.	select compensation methods
4.	straight salary plan
5.	straight commission plan
6.	salary-plus-commission plan
7.	salary-plus-bonus plan
8.	salary-plus-bonus-plus-commission plan
9.	set appropriate pay level for sales people
10.	summarize sales expense account and employee benefits
11.	implement the sales compensation plan
12.	for serious business owners only
13.	the latest information online

DO I NEED TO KNOW THIS CHECK POINT?

Management Level	Yes	Optional
Level 1: I Am An MBA Student.	V
Level 2: I Am A Professional Manager In A Company.		V
Level 3: I Plan To Start A One-Person Business.		V
Level 4: We Plan To Start A Small Business Without Employees.		V
Level 5: I/We Plan To Start A Small Business With Employees.	V
Level 6: I Am A One-Person Business Owner.		V
Level 7: I Am A Small Business Owner With Employees.	V
Level 8: We Are Small Business Owners Without Employees.		V
Level 9: We Are Small Business Owners With Employees.	V
Level 10: I Am A Management Consultant Or A CPA.	V

WELCOME TO CHECK POINT 98

TUTORIAL 1 General Management				TUTORIAL 2 Human Resources Management				TUTORIAL 3 Financial Management				TUTORIAL 4 Operations Management				TUTORIAL 5 Marketing And Sales Management
1	6	11	16	21	26	31	36	41	46	51	56	61	66	71	76	81	86	91	96
2	7	12	17	22	27	32	37	42	47	52	57	62	67	72	77	82	87	92	97
3	8	13	18	23	28	33	38	43	48	53	58	63	68	73	78	83	88	93	98
4	9	14	19	24	29	34	39	44	49	54	59	64	69	74	79	84	89	94	99
5	10	15	20	25	30	35	40	45	50	55	60	65	70	75	80	85	90	95	100

HOW CAN YOU BENEFIT FROM CHECK POINT 98?

The main purpose of this check point is to provide you and your management team with detailed information about Sales Force Compensation and how to apply this information to maximize your company's performance.

In this check point you will learn:

• About steps in the sales force compensation plan development process.
• About establishing sales force compensation plan objectives.
• About selecting sales force compensation methods.
• About the straight salary plan.
• About the straight commission plan.
• About the salary-plus-commission plan.
• About the salary-plus-bonus plan.
• About the salary-plus-bonus-plus-commission plan.
• Payroll accounting, cost accounting, and pricing methods.
• About summarizing sales expense accounts and employee benefits. and much more.

LEAN MANAGEMENT GUIDELINES FOR CHECK POINT 98

You and your management team should become familiar with the basic Lean Management principles, guidelines, and tools provided in this program and apply them appropriately to the content of this check point.

You and your team should adhere to basic lean management guidelines on a continuous basis:

•	Treat your customers as the most important part of your business.
•	Provide your customers with the best possible value of products and services.
•	Meet your customers' requirements with a positive energy on a timely basis.
•	Provide your customers with consistent and reliable after-sales service.
•	Treat your customers, employees, suppliers, and business associates with genuine respect.
•	Identify your company's operational weaknesses, non-value-added activities, and waste.
•	Implement the process of continuous improvements on organization-wide basis.
•	Eliminate or minimize your company's non-value-added activities and waste.
•	Streamline your company's operational processes and maximize overall flow efficiency.
•	Reduce your company's operational costs in all areas of business activities.
•	Maximize the quality at the source of all operational processes and activities.
•	Ensure regular evaluation of your employees' performance and required level of knowledge.
•	Implement fair compensation of your employees based on their overall performance.
•	Motivate your partners and employees to adhere to high ethical standards of behavior.
•	Maximize safety for your customers, employees, suppliers, and business associates.
•	Provide opportunities for a continuous professional growth of partners and employees.
•	Pay attention to "how" positive results are achieved and constantly try to improve them.
•	Cultivate long-term relationships with your customers, suppliers, employees, and business associates.

1. STEPS IN A SALES FORCE COMPENSATION PLAN PROCESS

A SALES FORCE COMPENSATION PLAN

Business owners and sales managers must be fully familiar with sales force compensation procedures to ensure successful performance of the organization in a competitive market environment.

The principles of Basic Job Compensation are discussed in detail in Tutorial 2. These principles also provide guidance in developing a suitable sales force compensation plan in accordance with specific organizational objectives.

Development of a Sales Force Compensation Plan requires a number of steps that are outlined below.

THE SALES FORCE COMPENSATION PLAN DEVELOPMENT PROCESS

Step 1: Establish Compensation Objectives.

Step 2: Select Compensation Methods.


Straight Salary	Straight Commission	Salary Plus Commission	Salary Plus Bonus	Combination Plan

Step 3: Set Appropriate Pay Level For Sales People.

Step 4: Summarize Sales Expense Account And Employee Benefits.

Step 5: Implement The Sales Compensation Plan.

ADDITIONAL INFORMATION ONLINE

•	Sales Compensation Plan Training By Jason Miller.
•	Sales Force Compensation - Part 1 By Noel Capon And Dave Cichelli.
•	Sales Force Compensation - Part 2 By Noel Capon And Dave Cichelli.
•	How Sales Compensation Can Drive Sales Force By F. Hobbs And C. Shubrook.
•	How To Create An Effective Sales Compensation Plan By New Business Creator.

2. ESTABLISH COMPENSATION OBJECTIVES

COMPENSATION PLAN OBJECTIVES

Compensation Plan Objectives are commonly established in accordance with the overall organizational plans. The main objectives of an effective sales force compensation plan are outlined below.

STEP 1: ESTABLISH COMPENSATION PLAN OBJECTIVES

1.	To attract and employ most qualified sales people.
2.	To encourage sales people to maximize their efforts toward achievement of specific marketing and sales goals.
3.	To enable the company to meet its overall organizational objectives.

ADDITIONAL INFORMATION ONLINE

•	Sales Compensation Plans By Ian Johnson.
•	Commission Only Sales Plans By Alan Rigg.
•	A Compensation Strategy That Makes Sense By Don Phin, HR That Works.
•	New Insight About Sales Compensation By G. Gschwandtner And C. Cabrera.
•	Secrets For The Right Sales Compensation Plan By Hub Spot And The Huff. Post.

3. SELECT COMPENSATION METHODS

STEP 2: SELECT SALES FORCE COMPENSATION METHODS

Once appropriate compensation objectives are established, the sales manager should select the most suitable method of sales force compensation. Several Sales Force Compensation Methods can be considered at this stage as illustrated below.

SALES FORCE COMPENSATION METHODS


Straight Salary Plan	Straight Commission Plan	Salary Plus Commission Plan	Salary Plus Bonus Plan	Combination Plan

ADDITIONAL INFORMATION ONLINE

•	How To Pay Your Sales Person By Roger Pierce.
•	Sales Person Compensation Ideas By James Leichter.
•	The Best Way To Set Up A Sales Commission By Tony Gattari.
•	Successful Compensation Plans By G. Gschwandtner And C. Cabrera.
•	Profit Zone - Compensating Your Sales Force By Nick Devine, Print Speak.

4. STRAIGHT SALARY PLAN

STRAIGHT SALARY PLAN

Straight Salary Plan represents fixed compensation that is payable to a sales person on a regular basis, usually once a month. The level of compensation is determined in advance in accordance with the amount of time spent on the job. The sales person is also compensated for any "out-of-pocket" expenses from promoting company interests while dealing with customers.

A straight salary plan is most appropriate when it is difficult to measure the contribution of an individual sales person in achieving a particular sale. For this reason, Fixed Salary is more common in industrial product selling than in consumer products. Straight salaries are also frequently paid to sales people who work as a team and deal with products of a specialized or technical nature.

Advantages

Disadvantages

This plan provides better control over total salaries and wages expenditure. Since the amount of compensation is not tied to a specific volume of sales, it is easier to reassign sales people to new territories or instruct them to perform non-selling tasks, like customer liaison or servicing old accounts. Salaried sales people usually develop a strong sense of loyalty toward the company and maintain a high level of morale.

This plan does not allow the company to take advantage of the fluctuating business cycle. During upswings sales people are not sufficiently motivated to maximize their efforts in producing additional sales, and during downswings, fixed compensation to sales people causes further increase of expenditure and reduction in profitability. Straight salary, therefore, is not the most popular method used by small businesses.

ADDITIONAL INFORMATION ONLINE

•	Sales Salary Versus Draw By Alan Rigg8gog
•	Compensation For Sales People - Part 1 By Sandy Steinman.
•	Compensation For Sales People - Part 2 By Sandy Steinman.
•	How To Pay Sales People By Carl Thompson, Activator By Mastermind.
•	Compensation And Incentives By Alysa Lambert, Indiana University SE.

5. STRAIGHT COMMISSION PLAN

STRAIGHT COMMISSION PLAN

Straight Commission represents a compensation plan that is the direct opposite of straight salary. A Straight Commission Plan is based entirely on a sales person's individual performance. The compensation is usually determined by applying a fixed or a sliding percentage rate to the value of sales or profit produced by the sales person.

The design of a straight commission plan requires consideration of three important elements outlined below.

THREE IMPORTANT ELEMENTS IN THE STRAIGHT COMMISSION PLAN

1.	Commission Base. It is necessary to establish a suitable commission base for measuring the performance and computing the commission - net sales, gross margin from sales, or net income.
2.	Commission Rate. It is necessary to determine the commission rate (percentage) and decide whether it is a fixed rate or variable rate. A special commission rate may be established for different types of products or services depending upon their profitability and demand in the marketplace.
3.	Commission Payout Procedure. It is necessary to specify whether the commission should be paid with the first sale or after achieving a predetermined level of sales.

The major advantages and disadvantages of the Straight Commission Plan are outlined below.

THE STRAIGHT COMMISSION PLAN

Advantages

Disadvantages

• This plan provides maximum incentives for sales people.
• Management can use this method in focusing the selling effort on certain products or services in particular market segments or developing new accounts.
• Since selling costs vary with the volume of sales, the company's cash flow is not affected by fluctuation in the business cycle.
• Straight commission is easily understood by sales people and can be administered without difficulty.

• Management has less control and influence over the sales force.
• Since sales people are motivated to maximize their earnings, many "not so profitable" product lines or accounts may become neglected.
• Sales people tend to promote their own interests rather than the company's, and usually demonstrate little loyalty to their organization and its customers.
• Wide fluctuation in earnings may lead to low income security, poor morale and high turnover rate among sales people.

The Straight Commission Plan is generally utilized in situations requiring high personal selling effort and minimal follow-up, or after-sales service. Typical examples of such situations are illustrated below.

EXAMPLES OF THE STRAIGHT COMMISSION PLAN APPLICATION

1.	Door-to-door selling of consumer goods.
2.	Selling of automobiles.
3.	Selling financial products such as life insurance, annuities, mutual funds, stocks, and bonds.
4.	Selling real estate.

ADDITIONAL INFORMATION ONLINE

•	Straight Commission By Steve Watkins.
•	Sales Commission Structure By Alan Rigg.
•	HVAC Sales Commission Methods By Don Bolton.
•	How Easy-Commission Works? By Cellar Stone Video.
•	Commission Concept Explained In ASL By Behm's Math Video.

6. SALARY-PLUS-COMMISSION PLAN

SALARY-PLUS-COMMISSION PLAN

A Salary-Plus-Commission Plan represents one of the widely used methods of compensating sales people.

For example, if management wants to maintain an average incentive level among sales people, the Compensation Package may consist of 80% salary and 20% commission. If a new product or service is being launched, however, the incentive level among sales people should be raised. This can be accomplished by increasing the commission portion in the overall compensation package to 30% or 40% or more.

Moreover, management can adjust the compensation level to achieve a variety of objectives. For example, some companies offer commission with the first sale, while others impose a certain Minimal Level Of Sales before commission can apply. The Salary-Plus-Commission Plan enables management to combine the advantages of both plans discussed in detail in Tutorial 2.

THE SALARY-PLUS-COMMISSION PLAN

Advantages	Disadvantages
• This plan enables management to develop a tailor-made compensation program best suited for specific incentive needs. • The basic salary provides sales people with a secure minimal income. • The additional commission creates the incentive to meet specific organizational objectives.	• This plan is more expensive and more costly to administer. • This plan is more complicated to explain to sales people.

The Commission Rate in a salary-plus-commission plan may vary with the volume of sales on a progressive or regressive basis as illustrated below.

TWO TYPES OF COMMISSION RATES

Progressive Commission Rate.
This rate is used when the volume of sales depends upon the personal selling effort of each individual. In this case, for example, a sales person may earn:

•	3% on the first $20,000 of sales each month.
•	4% on the next $10,000.
•	5% on anything above $30,000.

Progressive commission rates are not always considered desirable because they cause a gradual increase of selling expenses with growth in the sales volume.

Regressive Commission Rate.
This rate is used when the volume of sales depends upon the company's advertising and promotion effort rather than on the personal selling effort of a particular individual. In this case, for example, a sales person may earn:

•	4% on the first $30,000 of sales each month.
•	3% on the next $10,000.
•	2% on anything above $40,000.

Regressive commission rates, on the other hand, are frequently used by companies who pre-sell their products or services through advertising and deal extensively with independent sales representatives.

POPULARITY OF THE SALARY-PLUS-COMMISSION PLAN

The Salary-Plus-Commission Plan is particularly popular in compensating industrial sales representatives. For this reason, this plan is widely used by various companies that specialize in industrial goods such as building materials, chemicals, paper, steel, machinery, and electrical supplies.

Commissions are usually paid to sales people on a monthly basis ensuring immediate acknowledgment of their selling efforts. Sometimes, the payment of commissions is spread out over a longer period of time providing greater income stability to sales people.

ADDITIONAL INFORMATION ONLINE

•	Sales Manager Salary And Commission By Alan Rigg.
•	Commission Rates And Total Income BY Teacher Tube Math.
•	Gross Earning: Piecework And Commission By Leann Spar, ATCMathProf.
•	How To Devise A Sales Commission Scheme By Rob Scott, Sales Recruitment.
•	The Disadvantages Of A Salary Plus Commission By Kevin Bourke, eHowFinance.

7.SALARY-PLUS-BONUS PLAN

SALARY-PLUS-BONUS PLAN

The Salary-Plus-Bonus Plan represents another widely-used method of compensating sales people. This plan enables management, who are concerned about expenses, to provide fair income security to employees in the form of a basic salary, and to stimulate their motivation with a bonus payment.

A Bonus is a discretionary amount paid to an employee for reaching a specific goal. Bonuses are usually paid on an annual basis and vary from 5% to 20% of the sales person's salary.

Advantages	Disadvantages
This plan helps management to control expenses while providing income security and additional incentives to sales people.	Sales people are often disappointed with their bonus and suspect bias and favoritism on the part of management. Since bonuses are often paid long after the specific goals have been achieved, their motivating effect is minimized. Also, bonuses do not provide a long-lasting effect and may encourage some sales people to leave the organization after the bonus is paid.

A typical Salary-Plus-Bonus Plan may entail a bonus payment based on individual sales achievement as outlined below.

THE SALARY-PLUS-BONUS PLAN APPLICATION

No.	Details
1.	Meeting a specific sales quota.
2.	Opening a new account.

POPULARITY OF THE SALARY-PLUS-BONUS PLAN

The Salary-Plus-Bonus Compensation plan is widely used by consumer goods companies and to a lesser extent by industrial goods companies. This plan is more popular with consumer goods companies since they usually resell their products through heavy advertising and promotion. Therefore, it would not make sense to offer Commission that may further increase selling expenses.

The size of the Bonus is determined by the sales manager in accordance with the overall performance of a particular sales person.

WHAT IS A GROUP BONUS PLAN?

Sometimes the bonus is paid to a group of sales people who may be engaged in a team-selling effort. A Group Bonus Plan often provides an effective method of stimulating team work and high morale among sales people.

Management usually computes the value of the Group Bonus by the overall performance of the sales department or by the company's profitability and then distributes appropriate amounts to each participant at the end of the year.

ADDITIONAL INFORMATION ONLINE

•	Sales Incentive Compensation By Alan Rigg.
•	Why Most Bonus Plans Fail And How To Fix That? By Smart Bonus System.
•	Sales Compensation: Driving Performance By Anna Krasniewska Shahidi, CEB.
•	Start-Up Compensation And Hiring By Michael Dearing, Stanford GS Of Business.
•	Compensation Strategies By Lynn Cameron, Helen Robert, MaRS Discovery District.

8. SALARY-PLUS-BONUS-PLUS-COMMISSION PLAN

SALARY-PLUS-BONUS-PLUS-COMMISSION PLAN

A Salary-Plus-Bonus-Plus-Commission Plan, also known as a "Combination Plan", is another method of sales force compensation. This plan enables the sales manager to offer a broad range of benefits related to previous plans and to reward every accomplishment of the sales person.

A typical example of the Salary-Plus-Bonus-Plus-Commission Plan is illustrated below.

EXAMPLE OF A SALARY-PLUS-BONUS-PLUS-COMMISSION PLAN

1.	Basic monthly salary: $1,500.
2.	4% commission on all sales above $30,000 per month.
3.	1% bonus if a sales quota of $180,000 is achieved every six months.

APPLICATION OF THE COMBINATION PLAN

The Combination Plan is not as popular as some of the other plans mentioned earlier. However, this plan is frequently adopted by companies using independent sales representatives and sales brokers. In this instance, the main emphasis is placed on the selling activities irrespective of the nature of products or services.

ADDITIONAL INFORMATION ONLINE

•	Sales Commissions And Bonuses By Tom Stimson.
•	How To Pay Sales People By Activator By Mastermind.
•	Fast And Flexible Sales Incentive Compensation By CallidusCloudVideos.
•	Is Paying Sales People Commission Only A Good Idea? By Evan Carmichael.
•	Is Best To Put Sales Rep On Commission Or Salary? By Michael Carmichael.

9. SET APPROPRIATE PAY LEVEL FOR SALES PEOPLE

STEP 3: SET APPROPRIATE PAY LEVEL FOR SALES PEOPLE

Once the selection of suitable compensation methods is accomplished, it is necessary to set an appropriate Pay Level for sales people. This should not present a particular problem since there are only three options available as illustrated below.

THREE PAY LEVEL OPTIONS FOR SALES PEOPLE

1.	Compensation Based On The Average Current Rate. This option enables management to offer a competitive compensation package to sales people.
2.	Compensation Based On The Above-Average Current Rate. This option enables management to attract highly qualified sales people.
3.	Compensation Based On The Below-Average Current Rate. This option enables management to reduce selling expenses.

The updated information pertinent to the compensation of sales people is provided by several sources.

SOURCES OF INFORMATION ABOUT THE SALES PEOPLE COMPENSATION

1.	The Labor Department.
2.	Sales & Marketing Management publications.
3.	Trade associations.

A typical illustration of annual compensation for industrial sales people in 2014 is presented next.

AVERAGE ANNUAL COMPENSATION FOR INDUSTRIAL SALES PEOPLE IN 2014

Job Title	Positions Paid Salary Only ($)	Positions Paid Salary Plus Incentives ($)
Job Title	Positions Paid Salary Only ($)	Salary	Incentives
Sales Trainee	32,300	27,500	5,000
Sales Consultant	39,200	32,800	8,000
Senior Sales Consultant	48,600	39,300	11,000
Sales Supervisor	53,800	42,300	15,000

CURRENT COMPENSATION RATES FOR SALES PEOPLE

You can obtain additional information about Current Compensation Rates For Sales People and other related information online:

• Payscale - 2014 Compensation Best Practices Report.
• Salary Basics - Compensation Survey
• Compensation Resources
• U.S. Labor Department
• The Ladders

ADDITIONAL INFORMATION ONLINE

•	Gross Profit Incentives By James Leichter.
•	Employee Performance And Compensation By Beqom.
•	Setting Up Commission Plans In Easy-Commission By SellarStone Video.
•	A Compensation Strategy That Makes Sense By Todd Fenn, HRThatWorks.
•	Does A 100% Commission Work? By Kathleen Steffey, Naviga Business Services.

10. SUMMARIZE SALES EXPENSE ACCOUNT AND EMPLOYEE BENEFITS

STEP 4: SUMMARIZE SALES EXPENSE ACCOUNT AND EMPLOYEE BENEFITS

In addition to setting an appropriate pay level, it is necessary to make a decision regarding the Expense Account and Employee Benefits. This is particularly important if the selling activity entails frequent traveling, lodging, and entertaining of customers.

The prime purpose of an expense account is to reimburse sales people for various "out-of-pocket" expenses incurred on company business as outlined below.

OUT-OF-POCKET SALES EXPENSES

1.	Food.
2.	Telephone calls.
3.	Gas.
4.	Automobile rental.
5.	Hotel accommodation.

Three basic types of Expense Plans, commonly used by sales managers, are outlined below.

THREE BASIC TYPES OF EXPENSE PLANS

• Unlimited Repayment Plan.

This plan is frequently used by small and medium-sized companies and it requires each sales person to submit an itemized list of expenses incurred during each month. There is no limit imposed on a sales person. However, management should watch that the expense allowance is not abused.

• Per Diem Plan.

This plan provides a fixed amount designed to cover a sales person's out-of-pocket expenses for every day spent in the field. Although this plan is simple and inexpensive to control, it often motivates sales people to reduce their out-of-pocket expenses to the detriment of the company's interests. Thus, instead of entertaining customers, some sales people would prefer to "save" a part of the allowance for their own needs.

• Limited Repayment Plan.

This is another plan designed to cover sales persons' out-of-pocket expenses. With this plan, however, management imposes specific restrictions on such expenses, for example:

• $0.50 per mile.
• $50 daily food allowance.
• $100 hotel allowance.

The prime purpose of this plan is to motivate the sales person to control selling expenses.

EMPLOYEE BENEFITS

Employee Benefits are another form of compensation and are frequently used to attract suitable sales people. There are several types of employee benefits which can be offered to sales people, depending upon the seniority of their position and their overall importance to the organization. A typical list of employee benefits is outlined below.

LIST OF EMPLOYEE BENEFITS

1.	Medical and hospital insurance.
2.	Dental and vision insurance.
3.	Life and accident insurance.
4.	Retirement plan.
5.	Profit sharing plan.
6.	Stock purchase plan.
7.	Company car and gas.
8.	Traveling and entertainment allowance.
9.	Low interest or interest-free loan.
10.	Subsidized or free educational plan.
11.	Subsidized or free child care facilities.
12.	Subsidized cafeteria.
13.	Moving expenses.

ADDITIONAL INFORMATION ONLINE

•	Compensation And Benefits: Part 1 By HPYCareers.
•	Compensation And Benefits - Part 2 By HPYCareers.
•	Compensation And Benefits - Part 3 By HPYCareers.
•	Compensation And Benefits - Part 4 By HPYCareers.
•	What Google Did To Be No. 1 On Fortune's Best Companies List.

11. IMPLEMENT THE SALES COMPENSATION PLAN

STEP 5: IMPLEMENT THE SALES COMPENSATION PLAN

Once all parameters of the Sales Force Compensation Package are established, the sales manager should evaluate the plan in terms of overall organizational objectives and its acceptance by sales people. Finally, upon its approval by the company’s management team, the compensation plan must be implemented and monitored consistently.

ADDITIONAL INFORMATION ONLINE

•	Compensation Plan Design - Part 1 By Xactly Corp.
•	Salesman Gets New Compensation Plan By Brian Burns.
•	Compensation Plan Strategies By Eric W. Charles, Xactly Corp.
•	What's The Best Sales Compensation Plan? By Chuck, NSCAorg.
•	Effective Launch Of A New Sales Comp Plan By Jim Stoeckmann, WorldatWorkTV.

12. FOR SERIOUS BUSINESS OWNERS ONLY

ARE YOU SERIOUS ABOUT YOUR BUSINESS TODAY?

Reprinted with permission.

13. THE LATEST INFORMATION ONLINE

LESSON FOR TODAY:
Don't Be Afraid To Spend Your Bottom Dollar On Your Top Sales People!