Sales staff performance appraisal method (1)
In order to achieve the company's product sales goals and maximize the market sales space, the company implements the following performance appraisal method for sales staff:
1. The sales department has: one manager, four sales staff, and one back-office person in the sales department:
2. Functional division: The sales department manager is mainly responsible for implementing the company's annual product sales plan and this Responsible for the sales market expansion, positioning, task quantification, after-sales assessment and salesperson training of departmental sales employees, organize and arrange exhibitions, and regularly report the company's sales performance to the general manager.
3. Linking sales staff performance:
1. The company implements a marketing model of gradual regional expansion, finds the entry point through market segmentation, and is based on cultivating and establishing agents. sales network, standardize the agent network, and ultimately achieve an efficient e-commerce platform.
2. Sales personnel are bundled with agents by region to achieve the corporate purpose of centering on efficiency. The specific performance evaluation is as follows:
A. Complete the basic sales target of 30,000 yuan/month , signed contracts with 3 agents or dealers, and can receive a basic salary of 600 yuan per month. The difference fee will be implemented according to the company's financial reimbursement standards, and 600 yuan for travel and communication expenses will be reimbursed; those who fail to complete this task will be paid according to the sales target. .
B. Performance wages and bonuses will be calculated based on 2% of the company’s product sales price for excess performance. For the part of the contract that is higher than the company’s price, the company will reward the salesperson 50% after deducting taxes, and will no longer reimburse travel expenses and Other expenses.
C. When major commercial contracts and business negotiations require the company's intervention, the transaction amount can be compared to the above situation, and no reward will be given for the part above the price, and the fee will be deducted. Sales Personnel Performance Appraisal Form D. Sales personnel must do a good job in market development, examination, resource utilization and maintenance. The original data of the sales agent network must be submitted to the company's sales department for filing.
E. The company's finance strictly implements the no-debt sales system. Each sales contract must be fully recovered, financial supervision, filing management, and implementation to the person. If there are actual situations, the company's general manager must sign and agree. Can be implemented as appropriate.
F. The full payment of the contract must be assessed as the first responsibility of the sales staff. In addition to back office statistical management, each person in the sales department must be linked to the performance salary reward method.
G. When conducting examinations and other tasks arranged by the company manager, travel expenses shall be implemented according to the company's financial reimbursement system. The sales year-end bonus is 1% based on the completion of the annual task of more than 400,000 yuan, and 0.5% reward for less than 400,000 yuan. The company evaluates the individual's annual contribution to the company and overall performance.
4. Sales staff must maintain close contact with the company's management department, and must have work reports and performance written reports every week.
5. All information fed back by the sales staff to the company must be true and reliable, and must not be false in order to prepare for contact by the company.
6. Those who have made outstanding contributions and outstanding achievements in the company's sales tasks and market development will be heavily rewarded and promoted after consideration by the company's board of directors.
7. Sales personnel must strictly demand themselves in accordance with the company's rules and regulations and be a good representative of the corporate image. They are not allowed to hold concurrent jobs, seek personal gain from agents, engage in illegal or disciplinary behavior, or infringe upon employees. corporate interests. For sales personnel who change jobs, leak company trade secrets, or harm the company's interests, the company will hold individuals financially responsible in accordance with the employee management system until they are fired.
8. This system is a temporary assessment system for the company’s sales personnel and can be revised and improved according to the development during the implementation process.
October 1, 2007
Sales Personnel Performance Appraisal Method (2)
1. Purpose
To clarify sales Calculation and payment standards for personnel performance wages, promotions and year-end bonuses, and to encourage the enthusiasm, initiative and creativity of sales personnel, specially formulated performance appraisal methods for sales personnel. 2. Scope of application
Applicable to the assessment of sales personnel.
3. Responsibilities
3.1 The Finance Department and Warehousing and Logistics Department provide sales staff performance data to the Human Resources Department.
3.2 The Administration Department calculates performance bonuses and year-end bonuses based on the data provided by each department, and performance bonuses are paid with wages. Year-end bonuses are distributed by the Finance Department.
3.3 The administration department is responsible for providing the data on which sales personnel are promoted and demoted. 4. Work procedures
4.1 Contents of sales staff performance appraisal:
Explanation of sales staff performance appraisal form:
(1) Sales gross profit = sales volume - product Cost - All expenses incurred by the corresponding customer group? All expenses within the company;
(2) The company will set a unified price policy for product selling prices. Low-price sales in special circumstances must be reported to the general manager for approval;
(3) Monthly gross profit commission rate = (monthly performance salary? 60%)/total monthly planned gross profit; (4) Monthly sales commission rate = (monthly performance salary? 40%)/total monthly planned sales;
(5) Commission rate for repayment = If the repayment rate is <60%, the rebate commission will be 0; if 60% < The repayment rate is <70%, the rebate commission will be %;
70 % (6) Repayment rate = (receipt at the beginning of the month + sales of the current month - no repayment at the end of the month) / no repayment at the end of the month * 100% (when it is greater than 1, Calculated as 1) (7) The expenses incurred by the salesperson’s contract shall be based on the principle of who benefits and who bears it, or the distribution ratio shall be clearly stated when reimbursing. For large events such as store shows or dealer meetings, the costs can be averaged over the entire year. Company-level advertising and marketing planning activities are discussed separately; (8) Validity period for new customers: one year. (Products repurchased by old customers after a gap of more than one year are also considered new customers). Additional rewards will be given to new customers independently developed by sales staff. (9) Due to sudden changes in the market or other unexpected reasons, major deviations occur in the annual sales plan. If the actual sales exceed 50% of the plan, the company has the right to cap the gross profit commission and sales commission, with a cap of 1.5 times the annual plan; if the actual sales are lower than 50% of the plan due to non-personal reasons, the salesperson can apply Adjust the plan indicators and adjust the commission rate after approval by the company. For new markets developed independently by salesmen, there is no cap on the commission. (10) The Finance Department will submit the sales staff’s other expenses other than logistics expenses, office expenses, and overdue accounts for the previous month to the Administration Department before the monthly issue, and the Administration Department will be responsible for summarizing. The sales backroom staff will submit the sales data and overdue inventory of the previous month to the administrative department before the monthly issue. The administrative department shall submit the calculation results of the sales staff's actual sales, sales profits, new customer and new product sales, expense summary, overdue accounts, overdue inventory, sales plan, commission coefficient and performance bonus calculation results of the previous month to the general manager before the monthly issue. Reviewed by the general manager. All reported data must be signed and confirmed by the reporting department manager. 4.2 Criteria for promotion and downgrade of sales staff: 4.2.1 Criteria for promotion: (1) Will a new sales staff become a regular employee after passing the comprehensive evaluation by the department manager and leaders in charge during the probation period (1-3 months)? Junior Sales Engineer; (2) The overall plan completion rate for six consecutive months is ?80%, and the overall gross profit for six months is ?Ten thousand? Intermediate Sales Engineer; (3) Continuously The overall plan completion rate for six months is 90%, and the overall gross profit for six months is RMB 10,000. Senior Sales Engineer; (4) The overall plan completion rate for six consecutive months is 100%, and the overall plan completion rate for six consecutive months is 100%, and the overall gross profit for six months is 100%. Overall gross profit? Ten thousand? Special sales engineer; 4.2.2 Downgrade criteria: (1) Overall plan completion rate <50% for six consecutive months? Eliminated (due to major changes in the market or other events If the plan completion rate due to force majeure is <50%, it can be submitted to the general manager for approval to avoid elimination); (2) If the overall plan completion rate is <80% for six consecutive months, the intermediate sales engineer will be demoted to a junior sales engineer; (3) The overall plan completion rate for six consecutive months is <90% and the senior sales engineer will be demoted to an intermediate sales engineer; (1) Sales personnel who meet the promotion standards will be promoted by the department within one month Apply within. Applications that exceed the time limit will not be approved; (2) Those with higher professional quality and literacy can be directly graded after review and approval; (3) Promotions and downgrades can be made consecutively . For example: a junior sales engineer has an overall plan completion rate of 90% for six consecutive months and an overall gross profit of NT$10,000 for six months. Upon approval, he can be directly promoted to a senior sales engineer without going through the intermediate sales engineer stage; (4) For those who cause heavy losses to the company due to serious disciplinary violations or personal reasons, the sales director will decide the downgrade standard. 4.3 Methods for the payment of year-end bonuses for sales staff: 4.3.1 Regarding the payment of 30% performance bonus: Disbursed in cash every six months. Bonuses for January to June of the current year are distributed in September each year, and bonuses for July to December are distributed in February of the following year. 4.3.2 Regarding the payment of year-end bonuses: (1) At the end of January each year, all sales staff will be comprehensively ranked for the previous year, and the top three will be awarded ￥, ￥, ￥ Yuan red envelope reward. Comprehensive evaluation content: The team is responsible for various evaluation items calculated on a per capita basis (2) At the end of January each year, the sales gross profit of each sales group is compared with last year. If the gross profit is higher than last year, the excess part will be calculated as % Group rewards. (3) For major customers independently developed by sales staff, the sales staff will submit specific information. After the company identifies it, the sales staff will be rewarded with a net profit of %-%. (4) Year-end bonus payment time: Calculation and payment will be completed before the Lunar New Year of the following year. If the performance data for December cannot be obtained due to time constraints, the bonuses for the previous 11 months will be paid. (5) The above bonuses are distributed by the Finance Department. More information at: