Sales Compensation Plan Cost Estimator - Lite

Adjust the sliders to model how your sales compensation plan design affects expected incentive cost across your team. Results update instantly using SalesGlobe's AUC (Area Under the Curve) methodology. All outputs assume identical pay levels, pay mix, and quotas across all headcount using the simulated performance distribution.

Headcount The total number of sales reps in this role. Used to calculate total incentive cost and team productivity.

Total Target Comp ($000s) Total Target Compensation (TTC) per rep — base salary plus target incentive. Enter in thousands (e.g. 200 = $200,000).

Pay Mix (TI % of TTC) The portion of TTC paid as incentive. A 25% pay mix on $200K TTC means $50K target incentive and $150K base salary.

Avg Annual Quota per Rep ($M) The average annual revenue quota assigned to each rep. Used to estimate total revenue generated and Incentive Cost of Sales.

Pay Curve Design

Threshold %The quota attainment level where payouts begin. Reps who perform below this level earn no incentive for this measure.

Excellence %The expected performance level of the 90th percentile for this role. Reps who reach Excellence earn the maximum accelerated payout rate.

TI Multiple at Excellence (Leverage)How many times their Target Incentive a rep earns at Excellence. A leverage of 2.5x means a rep earns 250% of their TI when they hit Excellence attainment.

Post-Excellence Rate (Slope)The payout rate earned per 1% of quota above Excellence. A slope of 1.0 continues the same rate; lower values taper payouts for overachievers.

Performance Assumptions

Avg Quota Attainment %The average quota attainment across all reps — 100% means the team hits quota on average. This shifts the entire performance distribution left or right.

Performance Std Dev %How spread out your team's quota attainment is. A higher number means more reps at the extremes — both overachievers and underperformers. Typical range: 20–35%.

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Expected Plan CostThe expected incentive payout as a % of your total target incentive pool, accounting for actual performance distribution. Above 100% means your plan will cost more than the sum of all Target Incentives.

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Incentive CoS %Incentive Cost of Sales — your expected incentive spend as a percentage of the revenue your team is projected to generate. A lower number means more efficient selling.

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Total Incentive CostThe total expected incentive dollars paid out across all reps, based on the plan design and assumed performance distribution.

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Expected Cost Per Rep (% of TTC)Expected total comp per rep as a % of their TTC — base salary % plus the incentive portion scaled by expected payout. Above 100% means average reps are expected to earn more than their TTC.

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Comp Cost of Sales (CCoS)Total compensation cost (base salary + expected incentive payout) as a percentage of the revenue your team is projected to generate. Reflects your full people cost to drive revenue.

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Total ProductivityThe total revenue your team is expected to generate — quota × average attainment × headcount. The denominator behind Incentive CoS %.

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