Employee level
Note: Initially, there are six administrative levels, respectively, general manager level, vice president level, assistant general manager level, manager level, supervisor level and employee level.
Two, the sales company management, business layer, support layer compensation system: ① sales company marketing staff base salary standards:
② sales company marketing
staff base cost subsidies: 1, Anhui regional marketing staff base cost subsidies specific details of the corresponding year "sales company Anhui region
marketing staff base cost standards;
2, out-of-province marketing
staff base cost subsidies;
This is the first time in the world that a sales company has a sales company in Anhui region. Work planning, cost control,
Team management Regional manager
Assistant general manager level
Target sales completion rate, work planning, cost control,
Items Contents
Position
Basic Salary Remarks
Basic Salary Position allowance
General manager of the sales company 1200 180
0
Deputy general manager of the sales company 1000 140
0
Regional manager 1000 100
0
Regional manager 800 800
Specialized salesman
700
500
Exercise of Regional Manager
Officer
700
300
Officer
Officer
600 250
Assistant Operator
600
150
Market Expansion Quality, Team Management
Sales Company Department Manager Manager
Sales Company Department Manager
Manager
Department manager of sales company Manager level Departmental work planning, work completion, team building and evaluation by supervisors
Business level
Regional manager
Manager
Level
Targeted sales volume completion rate, market quality construction, resource utilization, management of personnel under the jurisdiction, other (according to the market situation to issue a key assessment of the monthly)
Indicators) Special salesman Manager level Target sales completion rate, key indicators completion rate, customer
management, market management, internal management, etc. Special salesman Supervisor level Target sales completion rate, key indicators completion rate, customer management, market management, internal management, etc.
Operator
Employee level Target sales completion rate, other key indicators Achievement
(Reported by the regional manager)
Supporting level Supervisors in each department of the sales company Supervisors
Team work completion, work attitude, internal cooperation
degree and evaluation of supervisors, etc. Employees in each department of the marketing company Employee level Work completion, work attitude, degree of internal cooperation and
evaluation of the higher level of supervisors
Note: The specific details are as follows p>
Note: Specific KPI assessment indicators are determined separately.
Three, the sales company performance commission calculation: ①, Description:
Sales company's current compensation system is entirely based on sales commission, regional managers / marketing staff commission
and the actual sales of absolute close link, marketing staff due to their performance and income gap is very large. This makes the good performance of the marketing staff because the income has been able to meet their needs and do not want to pay double the efforts to further expand the market, or even if no effort to develop the market just to maintain the existing sales can also get a higher income; poor performance of the marketing staff because of the income is too low and soon leave the company, or because of historical reasons the market base for a long time not, the new transfer of the regional manager / marketing staff, even if it costs a lot of hard work to double the sales, but also to make a lot of effort. Even if the newly transferred regional manager/marketing staff spends great efforts to double sales, it is also difficult to get the corresponding commission because of the small historical base, and at the same time, the actual operation of the regional manager's personal supervisor will casually raise or lower the distribution coefficient traces are too obvious, and the system itself is obviously reasonable.
According to the group leader a few days ago, the relevant pay system adjustment draft, which for the county-level market management of two or more counties in the marketing personnel only to the annual sales of the highest calculation without adding up the calculation, there are obvious irrationality. On the one hand, now there are less than 10 county markets in Anhui region with large-scale sales volume, under this system, the performance of county-level marketing personnel commission is obviously shrinking, which will inevitably bring about serious resistance; on the other hand, with the accelerated advancement of the flattening of the Blast Furnace Family Wine channels, the development of the county market is particularly important, and undoubtedly requires more excellent marketing personnel to develop the county market, which is even more necessary to encourage the current and potential excellent marketing personnel to the weak market. Potential excellent marketing personnel to develop the weak county market, if only in accordance with the highest sales commission, will lead to these excellent, thoughtful marketing personnel to give up this kind of fruitless input and pay, not to mention that now the sales company's human resources are far from enough to each county market carpet stationed marketing personnel.
Sales company in the implementation of the new compensation system, to combine the sales budget system that has been implemented since 2009, by combining the sales budget will be the principle of adaptability of the compensation system and the principle of equality of effective unity.
②, the new annual performance commission system draft:
Sales Corporation in accordance with the region's sales records in previous years and with the regional sales manager *** with the determination of the market for forecasting, issued a sales budget; the regional sales manager will be budgeted for the breakdown of sales, set the sales quota of the region's sales staff; sales staff to receive a flat rate commission according to the sales quota of the A%, according to actual Completed sales of B% to receive the standard commission; if the completion of sales over the quota, you can receive the excess part of the C% as excess bonus. The new sales commission system can be measured in accordance with the following segmentation function:
Annual performance commission = annual sales commission + annual profit commission;
Annual sales commission = A ‰ × regional annual sales quota + B ‰ × regional actual completion of the amount; (actual completion of the amount of ≤ annual sales quota)
Annual sales commission = A ‰ × regional annual sales quota + B ‰ × regional actual completion + C ‰ × (actual completion - annual sales quota);
(actual completion > annual sales quota) Annual profit commission = regional annual profit × D ‰;
Regional annual profit = sales revenue - costs - expenses -Taxes.
At the same time, in order to prevent marketing personnel in this salary system rely on raising the annual sales quota to obtain higher income or do not work hard, in the cities and sales regions to establish sales rankings, the last marketer in the city, the last marketing staff did not complete the quota of the last region of the marketing staff in accordance with the actual completion of sales accounted for the proportion of sales quota of the base salary, and at the same time still in accordance with the actual completion of the sales of the B per cent. Issue commission. At the same time, the sales company's annual sales of the last five marketing personnel, two regional managers / special salesman did not complete the sales quota of personnel to be dismissed. The corresponding commission can be expressed as follows:
Annual sales commission = (A ‰ × annual sales quota) × actual completion / annual sales quota + B ‰ × actual completion (actual completion Note: regional managers, regional managers and other sales commission, profit commission coefficients A, B, C, D coefficients between 0-1 and A + B ≤ 1. Different tiers of commission coefficients are not the same, through the regional scale of sales/profit and budget adjustments; by the Department of Resource Management is responsible for measuring the specific coefficients and reported to the Group for approval and then adopted. Four, the sales company's other supplementary incentives: ① Quarterly Bonus: Quarterly single-month and quarterly cumulative total sales of 100% completion of the top 3, respectively, to the regional manager / assigned salesman / marketing staff incentives once; incentives XXXXXXXX; ② Semi-annual Bonus: Semi-annual single-month and semi-annual Accumulated total sales of 100% completion of the top 3, were awarded once; incentives XXXXXXXX; ③ annual sales of more than 120% bonus: annual total sales of more than 120% (including 120%) of the completion rate of the market, respectively, were awarded XXXXXXXXXXXX. ④ Special Contribution Award: Annual total sales completion rate of the top three markets, respectively, to give the person responsible for rewarding the cash prize, the first prize of 10,000 yuan, the second prize of 6,000 yuan, the third prize of 4,000 yuan. ⑤ Other individual awards: In the four indicators of organizational construction, market management, new market development and annual total sales, the completion of the outstanding situation to give the corresponding cash awards. 6 Direct sales company key account department performance commission incentives: Direct sales company key account department performance commission in the existing (basic salary ten commission) on the basis of the completed sales and guaranteed sales of fixed gap between the adjustment, Key account department marketing staff will be adjusted according to the standard to get paid. The formula is: Key Account Department marketing staff salary = [basic salary ten (actual sales of a guaranteed sales) × commission rate] × (price coefficient) n (n represents the power function) And the price coefficient and the price of the actual transaction price and the Group's guide price of the ratio between the decision, that is: Price coefficient ≦ (actual sales / guide price sales) Therefore, the remuneration system of key account department can be expressed as follows: Salary of marketing personnel of key account department = [basic salary ten (sales revenue one guaranteed sales volume) x commission rate] x (actual sales ÷ planned price sales volume) n Among them, the quota and commission rate can be determined and adjusted by the Group according to the regional market and the enterprise itself. According to the specific circumstances of the sales price, the enterprise can be adjusted to the power of the price coefficient, such as the adoption of a lenient policy, n can be set at 1, such as the need to take a more stringent policy, n can also be set at 2 or 3 as a way to strictly control the transaction price. ⑦, the sales company's marketing department, resource management department, the Ministry of Supervision, sales logistics department salary system is determined separately. V. Penalties: 1, the annual sales below 80% of the target sales penalty: ① regional manager / regional manager level: timely consideration of appointment by demotion; ② special salesman / salesman level: the use of demotion; ③ assistant salesman directly dismissed 2, other penalties: ① for price cuts in the sale of sales, disguised as a reduction in the sale of penalties ② for the dealers to tamper with goods Penalty provisions ③ for dealers downstream customers tampering with the penalty provisions ④ for violation of sales behavior in the deadline for not reporting the penalty provisions.