This document provides information on compensation and benefits at a company. It discusses total rewards which includes compensation such as base pay, wages, salaries, bonuses, and incentives. It also discusses benefits such as health insurance, life and disability insurance, paid time off, retirement, and educational assistance. The document then discusses performance and talent management including performance appraisals, goal setting, training, and career planning. It provides examples of different types of compensation plans including commission only, salary plus commission, straight salary, and territory volume plans. It also includes tables comparing pay for performance concepts and competitors' pay plans. The document provides details on building a compensation plan, performance evaluation parameters, and choosing payroll software.

1. Compensation and BenefitsYour Company Name

2. 2
Total
Rewards
Compensation
• Base Pay
• Wages
• Salaries
• Variables Pay
• Bonuses
• Incentives
Benefits
• Health / Medical Insurance
• Life/ disability Insurance
• Paid time off
• Retirement
• Educational assistance
• Work-life Support
Performance & Talent
Management
• Performance appraisals
• Goal Setting
• Training
• Human resource development
• Career & succession Planning
Compensation Breakup
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3. Different Types of Compensation Plan
01 02 03 04
Territory Volume
Territory volume sales compensation plans
are most often used in team-based
corporate cultures. They work through the
calculation of territory volume at the end a
compensation period.
Commission Only
Commission only sales compensation
plans are exactly what they sound
like—you pay your sales people for
the sales they bring in & nothing else.
There is no guarantee of income.
Salary plus Commission
Most commonly plan used. They’re structured
in a way that sales people receive a lower
base salary along with commission pay that
makes up the majority of the total
compensation
Straight Salary
With this type of structure, you’d
pay your sales people a straight
competitive salary like all of your
other employees, & nothing else
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4. 4
Pay-For-Performance Comparison Table
Where it
Would Work
Pay-for-
Performance Concept
Where it
Wouldn’t Work
Most any salary-based company Check out how to
do performance reviews in our guide
Annual Performance Bonus based on
Performance Reviews
Hourly companies like cafes, restaurants, or retail
stores, where turnover is high
Companies where all sales tend to be a similar
amount or have a similar profit margin, like a lead
generation company
Set Dollar Amount
for Each Sale, Appointment Set, etc.
Companies where sales and the profit per sale can
span a wide range; companies where sales are
unstable
Companies where sales and the profit per sale can
span a wide range
Set Percentage Amount for Each Sale/Client
Account
Companies where sales reps do not have the same
opportunities - i.e. certain reps get much larger
accounts than others
Hourly companies like cafes, restaurants, or retail
stores, where turnover is high
Monthly or Weekly Bonus Contests Salary-based companies
4
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5. 5
Building a Compensation Plan
Pay for
Performance
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Communicate
the Plan
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Market
Analysis
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Base
Pay Structure
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Job
Analysis
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Job
Evaluation
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Pay
Policy
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Internal Assessment External Assessment Management
5
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6. 6
Competitors Pay Plan
Job Profile
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Competitor 1 Text Here Text Here Text Here Text Here
Competitor 2 Text Here Text Here Text Here Text Here
Competitor 3 Text Here Text Here Text Here Text Here
Competitor 4 Text Here Text Here Text Here Text Here
Competitor 5 Text Here Text Here Text Here Text Here
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7. 7
Performance Based Appraisal Parameters
On Targeting
Earning
Base
Salary
Plan
Components
Components
Weight
Plan
Mechanic
Cap
Performance
Period
Payout
Frequency
$xx, 000 $xx,000 Qualified Leads 80% Rate Non monthly Monthly
Pay Mix
(Base/Variable
Annual Target
Incentive
Leads Closed 20% Rate Non Annual Monthly
65/35 $xx,000
7
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8. 8
Choose Your
Payroll Software
Software 01
Software 02
Software 03
Software 04
once you have your compensation strategy set, it’s time to make sure you have
the systems in place to successfully implement that strategy.
you will need to set up several components, including state and
federal tax forms and workers compensation coverage
Below is the list of
possible payroll
software which can be
used by our company
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9. 9
Performance Evaluation Parameters
Evaluation Item Service Rating
1. General Quality of Work 5 4 3 2
2. Dependability 5 4 3 2
3. Job Knowledge 5 4 3 2
4. Communication Skills 5 4 3 2
5. Personality 5 4 3 2
6. Management Ability 5 4 3 2
7. Contribution to Group 5 4 3 2
8. Productivity 5 4 3 2
9. Achievement of Goals 5 4 3 2
10. Other: 5 4 3 2
05 04 03 02 01
Excellent Very Good Good Fair Poor
9
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10. 10
Employee Performance
Summary
What are employees key strength areas
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What are employees pain points
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What are the improvement areas
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11. 11
What are the important
accomplishments over the past year?
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What are your supervisors key
strengths & weaknesses?
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Other concerns you would like to
discuss?
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Employee Feedback

12. 12
Let’s Have a Break, We'll Come Back After
30 Minutes
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C ffee
Break!

13. 1313
Additional Slides

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Product 1
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Product 2
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Product 3
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Q1
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Unit Count
Clustered
Bar
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Product 1
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Product 3
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Area Chart
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FY '12 FY '13 FY '14 FY '15 FY '16 FY '17 FY '18
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Product 1
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Product 2
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Product 3
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17. 17
Our Mission
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18. 18
Our Team
18
Name Here
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Designation
Name Here
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Designation
Name Here
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Designation

19. 19
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Target Audiences
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Preferred by Many
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Values Client
About Us

20. 20
Comparison
70% 54%
YouTube
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85%

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Financial
21
Minimum
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Medium
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Maximum
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22. 22
It’s not just about
being better. It’s
about being
different. You need
to give people a
reason to choose
your business.
-Tom Abbott
Quotes

23. 23
Timeline
2016
2017
2018
2019 2020
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24. 24
Our Target
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Awareness
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Quality
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Success

25. 25
Mind Map
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26. 26
Venn
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01
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27. Thank You
Address:
# street number, city, state
Email Address:
emailaddress123@gmail.com
Contact Numbers:
0123456789
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