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Visual Analytica 090426 1838

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This document discusses how visual analytics can be used to assess compensation plans. It provides examples of how sales payments data can be visualized based on different groupings like role, geography, and measure. The visualizations show percentages of total dollars and allow viewers to see at a glance where compensation dollars are going. It also discusses how visualizations can show performance distributions, comparisons between plans and companies, and how plans have changed over time. The document is authored by Donya B. Rose from consulting firm The Cygnal Group and promotes their sales compensation plan design services.

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Visual Analytics for Comp Plan Assessment Donya B. Rose Managing Principal, The Cygnal Group, Inc. 1
From data to information 2
Where is the money going? Group sales payments by Role category Comp plan measure Use size to show % of total dollars by category You can tell at a glance Where your comp dollars are going by role and measure 3
Where is the money going? Group sales payments by Geography Comp plan measure Use size to show % of total dollars by category You can tell at a glance Where your comp dollars are going by role and geography 4
Where is the money going? Group sales payments by Geography Comp plan measure Sales role Use size to show % of total dollars by category Use color to show % of dollars in each cell from each geo You can tell at a glance Where your comp dollars are going by role and measure, with a good idea about which geos dominate the spending 5
Who is earning what on which plan component? Group sales payments by Comp plan measure Sales role Quarter Person Use size to show Average payout per person per quarter You can tell at a glance Which sales people are earning the most Which components are delivering the most pay by role All the variations in the prior series can be applied to this one as well (by geo, by role and geo) 6
Which components are payout over/under target? Group total payout % target by Comp plan measure Sales role Person Use size to show Average payout across all participants You can tell at a glance Which components are payout over/under target Which roles are earning over/under target 7
How is performance disbursed around quota? Group actual sales % quota by Comp plan measure Sales role Person Geography Differentiate marks Color for geography Shape for measure Add reference lines & color code them Median 90th percentile 5th percentile You can tell at a glance What the performance distribution is for each column, and how they 8 compare
Payout % Target distributions Group sales people by Role category Geography Actual comp % target Use color to show <100% red Around 100% gray >100% green You can tell at a glance Where the people are Which regions are paying over/under target Which roles are performing over/under target Where there are non- normal distributions 9
Comparing total compensation distributions Group sales people by Role category Legacy company Actual comp total compensation last year Use color to show Legacy company You can tell at a glance The distribution of total compensation by role The difference in compensation practices between companies 10
Understanding the sources of variability in comp Group sales people by Role category Legacy company Use color to show Legacy company Chart Plot actual variable pay vs. base pay Add reference lines at 25th and 75th percentiles You can tell at a glance Where variable pay is the primary source of variability in pay, and where base contributes as much or more 11
The relationships between variable pay and productivity Group sales people by Role category Legacy company Use color to show Sales role Chart Plot actual variable pay vs. quota attainment Add reference lines at 100% You can tell at a glance How much quotas matter to total compensation Whether management discretion is liberally applied 12
Pay mix compared across two organizations Group sales people by Role category Legacy company Use color to show Legacy company Chart Pay mix (Actual incentive % Total Comp) vs. Base, by year Add reference lines at median, 25th and 75th percentiles You can tell at a glance How pay mix compares between companies How stable pay mix has been across years If people with higher bases tend to have higher or lower incentive payouts 13
How consistent is quota performance by person Group sales people by Role category Legacy company Use color to show Each person separately Chart Actual sales % quota for two consecutive years You can tell at a glance If performance against quota is overall up or down year over year If top performers one year are also top performers the next year 14
How consistent is quota performance by person Group sales people by Role category Use color to show Selling roles Chart Actual sales % quota for two consecutive years on an XY plot You can tell at a glance If top performers one year are also top performers the next year 15
How have plans changed over time? Group sales people by Role category Year Use color to show Plan measures You can tell at a glance If variable pay has generally been up or down over the years How much plan measures have changed How consistent plan measures are across selling roles 16
How did you do that? The tool we use is Tableau, personal edition, v4.1 from Tableau Software, www.tableausoftware.com To get the charts you want, you need to stack the data One row for each Person Year (or quarter) Measure (including Base) On each row provide Identifying information (business unit, hire date, employee ID, etc.) Performance goal (quota) Performance actual Target incentive Actual incentive Another favorite reference: The Visual Display of Quantitative Information by Edward Tufte see www.edwardtufte.com 17
About The Cygnal Group The Cygnal Group is a consulting firm specializing in sales compensation plan design. We are based in Chapel Hill, NC and serve clients headquartered all over the U.S., and even some in Europe. Our practice spans large and small companies, public and private, global and locally focused. Clients include very large companies (e.g., Home Depot, Comcast), mid-sized companies (e.g., Valassis, Misys, Thomson), game changers (e.g., Red Hat, Sensus Metering), and smaller companies (e.g., GXS, Prometric), and even some companies hiring their first sales person (e.g., Meritech, Magnet Street). Donya Rose is the Managing Partner of The Cygnal Group. She speaks regularly to audiences of Business, Sales, and HR leaders, and has contributed to numerous articles on the subject of compensating the sales force. Prior to founding The Cygnal Group, Ms. Rose was a consultant in the Sales Rewards practice at Towers Perrin. Learn more about our services, and read our sales comp blog at www.cygnalgroup.com Contact us at info@cygnalgroup.com 929-933-2290 18

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Visual Analytica 090426 1838

  • 1. Visual Analytics for Comp Plan Assessment Donya B. Rose Managing Principal, The Cygnal Group, Inc. 1
  • 2. From data to information 2
  • 3. Where is the money going? Group sales payments by Role category Comp plan measure Use size to show % of total dollars by category You can tell at a glance Where your comp dollars are going by role and measure 3
  • 4. Where is the money going? Group sales payments by Geography Comp plan measure Use size to show % of total dollars by category You can tell at a glance Where your comp dollars are going by role and geography 4
  • 5. Where is the money going? Group sales payments by Geography Comp plan measure Sales role Use size to show % of total dollars by category Use color to show % of dollars in each cell from each geo You can tell at a glance Where your comp dollars are going by role and measure, with a good idea about which geos dominate the spending 5
  • 6. Who is earning what on which plan component? Group sales payments by Comp plan measure Sales role Quarter Person Use size to show Average payout per person per quarter You can tell at a glance Which sales people are earning the most Which components are delivering the most pay by role All the variations in the prior series can be applied to this one as well (by geo, by role and geo) 6
  • 7. Which components are payout over/under target? Group total payout % target by Comp plan measure Sales role Person Use size to show Average payout across all participants You can tell at a glance Which components are payout over/under target Which roles are earning over/under target 7
  • 8. How is performance disbursed around quota? Group actual sales % quota by Comp plan measure Sales role Person Geography Differentiate marks Color for geography Shape for measure Add reference lines & color code them Median 90th percentile 5th percentile You can tell at a glance What the performance distribution is for each column, and how they 8 compare
  • 9. Payout % Target distributions Group sales people by Role category Geography Actual comp % target Use color to show <100% red Around 100% gray >100% green You can tell at a glance Where the people are Which regions are paying over/under target Which roles are performing over/under target Where there are non- normal distributions 9
  • 10. Comparing total compensation distributions Group sales people by Role category Legacy company Actual comp total compensation last year Use color to show Legacy company You can tell at a glance The distribution of total compensation by role The difference in compensation practices between companies 10
  • 11. Understanding the sources of variability in comp Group sales people by Role category Legacy company Use color to show Legacy company Chart Plot actual variable pay vs. base pay Add reference lines at 25th and 75th percentiles You can tell at a glance Where variable pay is the primary source of variability in pay, and where base contributes as much or more 11
  • 12. The relationships between variable pay and productivity Group sales people by Role category Legacy company Use color to show Sales role Chart Plot actual variable pay vs. quota attainment Add reference lines at 100% You can tell at a glance How much quotas matter to total compensation Whether management discretion is liberally applied 12
  • 13. Pay mix compared across two organizations Group sales people by Role category Legacy company Use color to show Legacy company Chart Pay mix (Actual incentive % Total Comp) vs. Base, by year Add reference lines at median, 25th and 75th percentiles You can tell at a glance How pay mix compares between companies How stable pay mix has been across years If people with higher bases tend to have higher or lower incentive payouts 13
  • 14. How consistent is quota performance by person Group sales people by Role category Legacy company Use color to show Each person separately Chart Actual sales % quota for two consecutive years You can tell at a glance If performance against quota is overall up or down year over year If top performers one year are also top performers the next year 14
  • 15. How consistent is quota performance by person Group sales people by Role category Use color to show Selling roles Chart Actual sales % quota for two consecutive years on an XY plot You can tell at a glance If top performers one year are also top performers the next year 15
  • 16. How have plans changed over time? Group sales people by Role category Year Use color to show Plan measures You can tell at a glance If variable pay has generally been up or down over the years How much plan measures have changed How consistent plan measures are across selling roles 16
  • 17. How did you do that? The tool we use is Tableau, personal edition, v4.1 from Tableau Software, www.tableausoftware.com To get the charts you want, you need to stack the data One row for each Person Year (or quarter) Measure (including Base) On each row provide Identifying information (business unit, hire date, employee ID, etc.) Performance goal (quota) Performance actual Target incentive Actual incentive Another favorite reference: The Visual Display of Quantitative Information by Edward Tufte see www.edwardtufte.com 17
  • 18. About The Cygnal Group The Cygnal Group is a consulting firm specializing in sales compensation plan design. We are based in Chapel Hill, NC and serve clients headquartered all over the U.S., and even some in Europe. Our practice spans large and small companies, public and private, global and locally focused. Clients include very large companies (e.g., Home Depot, Comcast), mid-sized companies (e.g., Valassis, Misys, Thomson), game changers (e.g., Red Hat, Sensus Metering), and smaller companies (e.g., GXS, Prometric), and even some companies hiring their first sales person (e.g., Meritech, Magnet Street). Donya Rose is the Managing Partner of The Cygnal Group. She speaks regularly to audiences of Business, Sales, and HR leaders, and has contributed to numerous articles on the subject of compensating the sales force. Prior to founding The Cygnal Group, Ms. Rose was a consultant in the Sales Rewards practice at Towers Perrin. Learn more about our services, and read our sales comp blog at www.cygnalgroup.com Contact us at info@cygnalgroup.com 929-933-2290 18