JOB CODE:       5651-5655                                 FUNCTIONAL:            Services and Support

JOB TITLE:      Sales Commission Analyst          SUBFUNCTIONAL:     Sales Support

PRIMARY RESPONSIBILITY:

Sales Commission Analyst (Levels 1 through 5): Calculates commission/incentive award payments to sales personnel based on commission plan provisions. Performs staff support activities needed for the development, implementation, communication and administration of sales commission or incentive programs, plans, policies and quotas. Reviews commission payment reports for accuracy and completeness. Able to verify and follow through, ensuring accuracy and timeliness of commission payments as outlined in the plan. Resolves reconciliation issues.  Typically maintains or audits information needed to track revenue. May analyze sales performance results, prepare commission expense reports, presentations and recommendations for sales and/or finance management. Typically uses spreadsheets, ERP systems or dedicated computer programs to gather data for payment calculation or analysis. May contribute to the development or improvement of systems to effectively track or capture data. May perform cost analysis or modeling of alternative commission/incentive plan design or quota levels. Survey Tip:  Individuals providing compensation analysis for non-sales organizations should be matched to Compensation Analyst (6241-6245) in the Human Resources functional area. 

NOTE: This job has been placed in a professional category for orientation purposes only. This placement should not be considered a recommendation from Radford Surveys concerning employee exemption status. Participants are reminded to apply appropriate FLSA salary and duties tests to determine overtime eligibility. Do not rely upon job title or reported market practices for guidance.

LEVELING REQUIREMENTS:

Level 1:

·          KNOWLEDGE: Learns to use professional concepts.  Applies company policies and procedures to resolve routine issues.

·          JOB COMPLEXITY:  Works on problems of limited scope.  Follows standard practices and procedures in analyzing situations or data from which answers can be readily obtained.  Contact with others is primarily internal.

·          SUPERVISION:  Normally receives detailed instructions on all work.

·          EXPERIENCE:  Typically requires no previous professional experience.

Level 2:

·          KNOWLEDGE:  Uses professional concepts; applies company policies and procedures to resolve a variety of issues.               

·          JOB COMPLEXITY:  Works on problems of moderate scope where analysis of situations or data requires a review of a variety of factors.  Exercises judgment within defined procedures and practices to determine appropriate action.  Has internal and some external contacts.

·          SUPERVISION:  Normally receives general instructions on routine work, detailed instructions on new projects or assignments.

·          EXPERIENCE:  Typically requires a minimum of 2 years of related experience.  In some companies, the requirement will be less.

Level 3:

·          KNOWLEDGE:  Uses skills as a seasoned, experienced professional with a full understanding of industry practices and company policies and procedures; resolves a wide range of issues in imaginative as well as practical ways.  This job is the fully qualified, career-oriented, journey-level position.

·          JOB COMPLEXITY:  Works on problems of diverse scope where analysis of data requires evaluation of identifiable factors.  Demonstrates good judgment in selecting methods and techniques for obtaining solutions.  Interacts with senior internal and external personnel.  

·          SUPERVISION:  Normally receives little instruction on day-to-day work, general instructions on new assignments.

·          EXPERIENCE:  Typically requires a minimum of 5 years of related experience.  In some companies, the requirement will be less.

Level 4:

·          KNOWLEDGE:  Having wide-ranging experience, uses professional concepts and company objectives to resolve complex issues in creative and effective ways. Some barriers to entry exist at this level (i.e., dept/peer review).       

·          JOB COMPLEXITY:  Works on complex issues where analysis of situations or data requires an in-depth evaluation of variable factors.  Exercises judgment in selecting methods, techniques and evaluation criteria for obtaining results. Internal and external contacts often pertain to company plans and objectives.

·          SUPERVISION:  Determines methods and procedures on new assignments, and may provide guidance to other personnel.

·          EXPERIENCE:  Typically requires a minimum of 8 years of related experience.  In some companies, the requirement will be less.  At this level, graduate coursework may be desirable.

Level 5:

·          KNOWLEDGE:  Having broad expertise or unique knowledge, uses skills to contribute to development of company objectives and principles and to achieve goals in creative and effective ways.  Barriers to entry such as technical committee review exist at this level.

·          JOB COMPLEXITY:  Works on significant and unique issues where analysis of situations or data requires an evaluation of intangibles.  Exercises independent judgment in methods, techniques and evaluation criteria for obtaining results.  Contacts pertain to significant matters often involving coordination among groups.

·          SUPERVISION:  Acts independently to determine methods and procedures on new or special assignments.  May supervise the activities of others.

·          EXPERIENCE: Typically requires a minimum of 12+ years of related experience.  In some companies, the requirement will be less.  At this level, graduate coursework may be expected.