1, use
In order to clarify the calculation and distribution standards of performance salary, promotion and year-end bonus for salespeople and stimulate their enthusiasm, initiative and creativity, the performance appraisal methods for salespeople are formulated.
2. Scope of application
Applicable to the assessment of sales staff.
3. Responsibility
3. 1 the finance department and the warehousing and logistics department provide the performance data of the sales staff to the personnel department.
3.2 The Administration Department calculates the performance bonus and year-end bonus according to the data provided by each department, and the performance bonus is paid with the salary. The year-end bonus is issued by the Finance Department.
3.3 The Administration Department is responsible for providing the data of sales promotion and demotion.
4. Working procedures
4. 1 Sales personnel performance appraisal content:
Description of sales performance appraisal form:
(1) Gross sales margin = sales volume-product cost-all expenses incurred by corresponding customer groups-expenses shared within the company;
(2) The product price shall be uniformly set by the company. Under special circumstances, selling products at low prices must be reported to the general manager for approval;
(3) Monthly gross profit commission rate = (monthly performance salary ×60%)/ total planned gross profit per month;
(4) Monthly sales commission rate = (monthly performance salary ×40%)/ monthly total planned sales;
(5) commission payment rate = payment rate
70% & lt； return rate
(6) Collection rate = (collection at the beginning of the month+sales in the current month-unpaid at the end of the month)/unpaid at the end of the month * 100% (if it is greater than 1, it will be calculated as 1).
(7) The expenses incurred by the salesman * * * shall be based on the principle of "whoever benefits shall bear the expenses", or the distribution ratio shall be stated in the reimbursement. Large-scale activities such as store exhibitions or dealer meetings can average the expenses to the whole year. Advertising and market planning activities at the company level are discussed separately;
(8) Validity period of new customers: one year. (Products that old customers buy again after an interval of more than one year are also considered as new customers). New customers independently developed by salesmen will be given extra rewards.
(9) Due to sudden changes in the market or other unexpected reasons, there is a major deviation in the annual sales plan. If the actual sales exceed 50% of the plan, the company has the right to cap the gross profit commission and sales commission, with the upper limit being 0.5 times of the annual plan of 65438+; If the actual sales amount is less than 50% of the planned amount due to non-personal reasons, the salesman may apply for adjusting the planned indicators and adjust the commission rate after approval by the company. For new markets independently developed by salesmen, the commission is not capped.
(10) The Finance Department shall submit other expenses, office expenses, overdue accounts of the sales staff in the last month, except the logistics expenses, to the Administration Department before each month 1 0, and the Administration Department shall be responsible for summarizing them. The sales office shall submit the sales data of last month and overdue inventory to the administration department before the th of each month. The Administration Department shall submit the calculation results of actual sales, sales profit, sales of new customers and products, expense summary, overdue accounts, overdue inventory, sales plan, commission coefficient and performance bonus to the General Manager before the 1st of each month. General manager review. All submitted materials shall be submitted to the department manager for signature and confirmation.
4.2 Sales promotion and demotion criteria:
4.2. 1 Promotion standard:
(1) probationary period (1-3 months). After comprehensive assessment by the department manager and the leaders in charge, the new salespeople become formal-junior sales engineers;
(2) The overall plan completion rate is ≥80% for six consecutive months, and the overall gross profit for six months is ≥10000-an intermediate sales engineer;
(3) Senior sales engineer whose overall plan completion rate is ≥90% for six consecutive months, and whose overall gross profit for six months is ≥ 10000;
(4) The overall plan completion rate is ≥ 100% for six consecutive months, and the overall gross profit for six months is ≥ 10000- special sales engineer;
Degeneration criteria:
(1) The overall plan completion rate for six consecutive months is less than 50%-eliminated (due to major market changes or other
The plan completion rate caused by force majeure is less than 50%, which can be reported to the general manager for approval to avoid elimination);
(2) the overall plan completion rate for six consecutive months.
(3) the overall plan completion rate for six consecutive months
(4) the overall plan completion rate for six consecutive months.
(1) For the sales staff who meet the promotion requirements, the department will apply within one month. If it exceeds the time limit, it will not be approved;
(2) Those with high professional quality and accomplishment can be graded directly after examination and approval;
(3) Promotion and demotion can be skipped. For example, the overall plan completion rate of junior sales engineers for six consecutive months is ≥90%, and the overall gross profit for six months is ≥ 10000. After passing the examination, you can be directly promoted to senior sales engineer without going through the intermediate sales engineer stage;
(4) If serious violation of discipline or personal reasons cause great losses to the company, the sales director shall decide the demotion standard.
4.3 Sales staff year-end bonus payment method:
4.3. 1 About the payment of 30% performance bonus: it will be paid in cash once every six months. The bonus of the current year1-June and the bonus of July-65438+February of the following year will be paid every September.
4.3.2 About the issuance of year-end bonus:
(1) At the end of June each year 1, all sales personnel are comprehensively ranked in the previous year, and the top three are given a red envelope reward of RMB xxx, RMB xxx and RMB xxx respectively. Comprehensive evaluation content: the group is responsible for the calculation of each evaluation item per capita.
(2) Compare the sales gross profit of each sales group with the sales gross profit of the previous year at the end of each year 1. If the gross profit is higher than last year, the sales team will reward the excess by%.
(3) For large customers independently developed by sales staff, the sales staff will provide specific information, and after confirmation by the company, the sales staff will be rewarded with%-%of the net profit.
(4) Year-end bonus payment time: the calculation and payment will be completed before the Lunar New Year of the following year. If the performance data of 65438+February cannot be obtained due to time constraints, the bonus for the first 1 1 month will be paid.
(5) The Finance Department is responsible for issuing the above bonuses.