Regional Sales Rep. Compensation Study
In the voluntary market, distribution is—and will continue to be—the scarce commodity. Companies in the market often compete for the same distributors. In this competitive world, those companies with consistently high growth typically have a “field force” whose job it is to promote voluntary sales among producers/brokers. The purpose of this study was to take a closer look at the sales reps’ compensation practices among various companies in the market.
Data was gathered from 38 companies covering such topics as:
- Base salary/fixed compensation
- Variable compensation
- Other compensation (health benefits, travel reimbursement, retirement plan, etc.)
- Expected production levels
- Size of region handled
The study includes companies that use specialized worksite or voluntary reps as well as those that use generalist reps (promoting both voluntary and other product lines). With this information, companies can compare their own compensation practices for sales reps to that of other companies and take steps to improve their competitiveness.
The report is now available for purchase for $800.
Published 2007.
Table of Contents
1. Executive Summary
A. Key Study Findings
B. Study Background and Objectives
C. Methodology
2. Analysis of Findings
A. Distribution Model
B. Base Salary/Fixed Compensation
1. Variations by Type of Rep
C. Variable Compensation
D. Total Compensation
1. Variations by Type of Rep
E. Other Types of Compensation
F. Expected Production Levels
1. Variations by Type of Rep
2. Penalties for Not Meeting Expectations
G. Size of Region Handled
H. Number of Sales Reps
I. Total Worksite Sales of Respondent Companies
J. Profiles of Two Rep Models
1. Company Employees Promoting Voluntary Only Model
2. Company Employees Promoting Voluntary and Other Lines Model
3. Appendices
A. Frequencies
B. Comparisons of Total Package for Selected Companies
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