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Part 531 Career Development Plan

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Part 531 Career Development Plan
Running Head: CAREER DEVELOPMENT PLAN PART IV-COMPENSATION

Career Development Plan Part IV-Compensation

University of Phoenix

Career Development Plan Part IV-Compensation

To: Human Resource Department Manager
From:
Date: January 9, 2009
RE: Proposal for Sales Department Compensation Plan

InterClean has hired six new employees to work in the sales department. Each employee has been given a job title and a job description. The sales department has an appraisal system in place and a career development plan for each member. I am proposing the following compensation plan to be reviewed and approved by the human resource department manager. Within this proposal, I will explain the new compensation plan for the sales department …show more content…
Compensation Plan The compensation plan for InterClean new sales department will include financial and nonfinancial rewards. The salary for the team will be ranked from the Outside Sales Representative to the Vice-President of Sales. The sales department has three outside sales representatives who are salaried plus commission pay. They will have a starting salary of $37,000 plus commission. The Outside Sales Training Representative will have a base salary of $40,000. The Sales Manager will have a base salary of $48,000 and the Vice-President of Sales will have a base salary of $58,000. There will be a team bonus pay system offered quarterly for employees of the sales department. This bonus system will range from an …show more content…
With this benefits package, employees are being offered competitive incentives that will compete with other companies in the same market. InterClean offers a salary package that is also competitive with other companies. InterClean has a compensation package that is reasonable in relation to the practices of leading competitors (Cascio, 2006). If the employees are satisfied, they will focus on the profitability of the company’s products and services and motivate desired sales behaviors such as new business generation, maximum account penetration and team selling (Rigg,
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