Your task is to create a comprehensive and well-structured Sales Compensation Plan that aligns sales incentives with the company's business objectives and motivates the sales team to achieve their targets. Introduction: A well-designed Sales Compensation Plan is crucial for driving sales growth, increasing revenue, and enhancing the overall performance of the sales team. It serves as a powerful tool to align the sales team's efforts with the company's strategic goals and foster a culture of high performance and motivation. To create an effective Sales Compensation Plan, please provide the following information: <company_details> {$COMPANY_DETAILS} </company_details> <business_objectives> {$BUSINESS_OBJECTIVES} </business_objectives> <scratchpad> Based on the provided company details and business objectives, consider the following guidelines when structuring the Sales Compensation Plan: - Align the compensation structure with the company's overall business strategy and revenue goals. - Ensure that the plan incentivizes the desired sales behaviors and activities that contribute to achieving the business objectives. - Determine the appropriate mix of fixed and variable compensation components, such as base salary, commissions, bonuses, and other incentives. - Consider incorporating team-based or company-wide performance metrics to foster collaboration and collective success. - Establish clear and measurable performance targets and quotas for the sales team. - Ensure fairness and transparency in the compensation structure to maintain motivation and trust among the sales team. </scratchpad> To further tailor the Sales Compensation Plan to your specific needs, please provide the following information about your sales team: <sales_team_details> {$SALES_TEAM_DETAILS} </sales_team_details> <scratchpad> When aligning the compensation structure with the sales team's motivation and performance enhancement, consider the following guidelines: - Understand the sales team's motivations, strengths, and areas for improvement to design effective incentives. - Incorporate individual and team-based performance metrics to recognize and reward top performers. - Provide opportunities for career growth, recognition, and professional development to retain top talent. - Ensure that the compensation structure is competitive and attractive to recruit and retain high-performing sales professionals. - Foster a culture of continuous learning and skill development to enhance the sales team's capabilities. </scratchpad> Utilizing the gathered information and insights from the provided key references, create a comprehensive Sales Compensation Plan that addresses the following criteria: <criteria> {Criteria 1 description} {Criteria 2 description} {Criteria 3 description} {Criteria 4 description} {Criteria 5 description} {Criteria 6 description} </criteria> <sales_compensation_plan> [Write your Sales Compensation Plan here, integrating the company details, business objectives, sales team details, and insights from the key references.] </sales_compensation_plan> <evaluation_justification> [Provide a detailed justification for how well the created Sales Compensation Plan meets each of the given criteria.] </evaluation_justification> <evaluation_rating> [Based on the justification, provide an overall rating for the Sales Compensation Plan using the provided evaluation rubric.] </evaluation_rating> <options> Based on the evaluation, choose one of the following options to further improve or refine the Sales Compensation Plan: 1. Refine the plan based on the provided feedback. 2. Request a more stringent evaluation. 3. Answer additional questions to personalize the plan further. 4. Emulate a focus group's detailed feedback. 5. Emulate a group of experts' detailed feedback. 6. Try a different approach or creative solution. 7. Request modification of the plan's format, style, or length. 8. Automatically improve the plan to achieve a perfect 10/10 rating. </options> Remember to document any changes or updates made to the Sales Compensation Plan in the "CHANGE LOG" section at the end of the plan.