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<p>[QUOTE="Anonymous, post: 2955361"]Here's something I grabbed a copy of from my old manager that explains a managers protocol with thier reps:</p><p>The variance of salary depends on the specific market conditions of the territory as follows:</p><p>- Economic condition of the territory - cost of living</p><p>- The availability of appropriate candidates</p><p>- Their background and experience</p><p>1) There should be a tendency to make the quotas higher in areas in which the salary is higher.</p><p>2) In virgin territories, no minimum will be in place for the first three months (includes training month) i.e. minimums start fourth month. In established territories, minimums will be in place the first month after training i.e. second month.</p><p>3) 4th month = minimums in place – if not reached, placed on POA. If minimums are not reached at Quarter end, place on a PIP. If minimums are not met 2 consecutive Quarters (this could be 5-7 months), give salary reduction or terminate. If reducing salary, evaluate for 30 days and if minimums are not met terminate. Minimums must be met at end of third consecutive quarter or terminate employment.</p><p>4) You may terminate employment at anytime if minimums not being met.</p><p>5) If starting in mid-quarter, bonus will be pro-rated.[/QUOTE]</p><p><br /></p>
[QUOTE="Anonymous, post: 2955361"]Here's something I grabbed a copy of from my old manager that explains a managers protocol with thier reps: The variance of salary depends on the specific market conditions of the territory as follows: - Economic condition of the territory - cost of living - The availability of appropriate candidates - Their background and experience 1) There should be a tendency to make the quotas higher in areas in which the salary is higher. 2) In virgin territories, no minimum will be in place for the first three months (includes training month) i.e. minimums start fourth month. In established territories, minimums will be in place the first month after training i.e. second month. 3) 4th month = minimums in place – if not reached, placed on POA. If minimums are not reached at Quarter end, place on a PIP. If minimums are not met 2 consecutive Quarters (this could be 5-7 months), give salary reduction or terminate. If reducing salary, evaluate for 30 days and if minimums are not met terminate. Minimums must be met at end of third consecutive quarter or terminate employment. 4) You may terminate employment at anytime if minimums not being met. 5) If starting in mid-quarter, bonus will be pro-rated.[/QUOTE]
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Cafepharma Message Boards | Pharma Sales, Device Sales, Lab Sales
Home
Forums
>
Medical Equipment/Device Sales
>
Dynasplint
>
Dynasplint, Dynasplint, Dynasplint
>
Cafepharma Message Boards | Pharma Sales, Device Sales, Lab Sales
Home
Forums
>
Medical Equipment/Device Sales
>
Dynasplint
>
Dynasplint, Dynasplint, Dynasplint
>