Beginning in the fall of 2008, October, InterClean will launch a new compensation plan for the newly formed sales division. After conducting a formal revamp of the job analysis and tasks, InterClean has also developed classifications of the new positions. Consequently, the company has put together a compensation plan that focuses on bridging the gap between the newly acquired employees from EnviroTech to consolidate both sales forces and provide equity among the internal and newly added external employees.
The key to the success of the new Sales Division is to pay by performance and our new focus will be a “Performance Based” system. InterClean strongly believes that this system, in and of itself, will provide a huge incentive for our sales team to expand existing markets as well as penetrating new markets. Along the same lines, InterClean believes that this system will reward the top performers, who contribute significantly to the overall generated revenue for the company. Our thinking stretched further into the responsibility of the employee, as InterClean can expect that this type of environment will foster better, freer decision making. As the company enters a new marketplace, there will be a need to have our staff use their best judgment on behalf of the company. By offering different levels, the company can anticipate an expanded talent pool of applicants and new recruits.
The pay plans have been approved by the Board, and the breakdown is as follows:
• Sales Associate – 65k to 80k base salary + Commission
• Sales Manager (Regional) – 85k to 110k base salary + Commission
• Director of Sales (Regional) – 175k base salary + Commission
Profit (commission) sharing will use in order to establish a collaborative team efforts, Commissions per pay grade will be paid out as follows:
• Sales Associate – 20% Commission of the total sale
• Sales Manager (Regional) – 6% Commission of the total...