Admins can use the Modeling tab on the plan details page to predict comp plan performance.

To start, click the Plans page from the left-hand navigation and then click a plan to go to the plan details page. If you have not created a plan yet, you'll need to do that first. In addition, you'll want to ensure that you've added all the necessary components into the plan to capture the compensation plan components (i.e. Quotas, Bonuses, SPIFs, etc.)

The 'Modeling' tab on the plan details page allows you to visualize how your plan will perform for a single member annually, depending on their attainment achievement.

Below is a detailed overview of how to navigate the Modeling tab.

Continue reading below for more detailed information on how attainment data will be modeled depending on the component type.

Components without quotas require you to enter a target value to calculate earnings based on projected attainment. You can update the target and attainment amount anytime; earnings will recalculate after clicking 'Save changes'.

Recurring quota components are the “standard” component cards in modeling. For these components, you can adjust the attainment value using the slider or enter an attainment percentage directly from 0% to 150%. The quota attainment percentage will be set to 75% by default.

For quotas that change over time, the quota periods will summed to annualize the quota. For these components, you can adjust the attainment value using the slider or enter an attainment percentage directly from 0% to 150%. The quota attainment percentage will be set to 75% by default.

Note: If the quotas for only Q1 and Q2 are defined, we would add those to get $3,000 bi-annually and then multiply by 2 to get a $6,000 annual quota. If the component were set up with more than 4 quarters of quotas defined, we would use the first 4 quarters to determine the modeled quota.

For modeling, cumulative quotas don’t impact the calculated annual quota because modeling is not deal-specific. For example, if I have a $1,000 monthly quota for 12 months, the annual quota will still be $12,000, regardless of whether I specify that it’s cumulative.

For shared quotas, attainment will be distributed proportionally across all components since modeling is not based on specific deals but on shared quota attainment. By default, the quota attainment percentage will be set to 75% across all components. For example, if two components contribute to the shared quota, each component's quota attainment percentage will be set to 37.5%.

Note: If there is a milestone bonus component on a shared quota, milestone bonus component earnings that are based on the attainment of other components will be calculated if other component attainment requirements are met. Therefore, you cannot change the attainment model of these components.

The attainment value will be multiplied for components with attainment multipliers based on the component details multiplier. You can adjust the attainment value using the slider or enter an attainment percentage directly from 0% to 150% for these components.

On components with different fields used to measure attainment and calculate earnings, the calculated earnings will be based on the earnings field entry, not the attainment percentage entered. However, you can still adjust the attainment percentage or target value to project an accurate attainment amount.

If the default rates in a component change over time, the average of those rates will be used to model earnings.

Earnings may not appear for components with dependencies unless the conditions are met. To trigger earnings on these components, adjust the attainment values on the component(s) dictating the dependency conditions.