Selling 9th Edition by Stephen Castleberry,John Tanner

تمرين 9

Energy Master Controls, a manufacturer of heating and air-conditioning control systems for commercial properties, has the following compensation program. Reps are paid a $3,500 draw per month, with straight commission paid on a point system and a bonus based on quota performance. The SmartMeter, Energy Master's newest product, does much the same thing as the older Flex- Meter but 30 percent faster and with greater accuracy. The point system is shown in Table 1
Table 1

Reps are paid $5 per point, or $5,165 plus a bonus of $500, if they sell quota for each product, for a total of $6,675. The total number of points to reach each month is 1,035, but reps have to reach quota for each product to get the bonus. Tables 2 - 4 show the performance of the district.
Table 2

Table 3

Table 4: Total Sales Calls

The company is planning to create a new position called product specialist. This salesperson will work with territory salespeople and will have a sales quota for SmartMeter only. The product specialist salesperson will work with one sales team (8 to 12 salespeople), and once a territory rep has identified a SmartMeter prospect, the rep will bring in the product specialist. How should the compensation plan be adjusted? Why?