Outline the elements of the sales compensation plan (by role / level) including: Level 1: Inside Sales (IS)[4] Level 2: Territory Managers (TMs) [10] Level 3: Regional Sales Managers RSMs [3]; National Account Managers NAMs [4] NOTE 1: Numbers in brackets above [4] are number of salespeople in each role NOTE 2 : Total Compensation assumptions include: Level 1= $50,000 (OTE) * On Target Earnings Level 2 = $100,000 (OTE) Level 3 = $150,000 (OTE) NOTE 3: For Budget Calculations, assume that on target earnings [OTE] sales plan is $100,000,000. NOTE 4: This will be specific to the Power Tools division of S-BD NOTE 5: Directors/ VP/ CROs will be excluded for this phase of the compensation project but could be part of a follow up committee. (ONLY ONE GROUP MEMBER SUBMISSION REQUIRED) Question #1: [20 Marks] Create the required compensation plan recommendation. When considering the compensation plan include in your thinking: Core Elements could include: [base pay, commissions, bonuses,] Non-Core Elements could include: [Choice of plans; Incentive pay horizon] How much should be Fixed earning Versus incentive pay (for each level). This should be based on the amount of influence each role has on outcomes. Outline (1,2,3 above) By role & Layers If Using commissions in the sales compensation plan- Identify if [Absolute, relative, straight-line, gross margin] and why you selected the one you did. Prepare a budget based on the title, number of peoples at each level and split out by Fixed, Variable and total expense based on Sales plan/quota (ie. OTE at 100% of plan) What would happen to the budget if the company exceed plan by 20% [in total dollars/ in % of Sales] What would happen to the budget if the company had a shortfall to plan by 20% [ In total dollars/ in % of Sales]