Compensation Resources, Inc.

877-934-0505

310 Route 17 North
Upper Saddle River, New Jersey 07458
Fax: 201-934-0737

www.compensationresources.com

Business Description
Executive Compensation and Human Resource Consultants specializing in Sales Compensation, Performance Management, Board & Compensation Committee Advisory Services, Salary Administration and Litigation Support.

The way a company pays top management plays an important role in motivating the critical performance needed to run the company effectively. Base salary is not the only component of the typical executive's compensation package. Short- and long-term incentives, comprised of cash, often including stock, provide a company with the means to focus the executive's attention on achievement of financial goals. Effective total compensation packages provide the retention tool necessary to keep key individuals on board, while providing those executives with compensation that has long-term growth potential with favorable tax benefits.

Executive compensation packages typically comprise the following components:

Base Salary

Annual Incentive Programs

Long-Term Capital Accumulation

Deferred Compensation Arrangements

Supplemental Benefits and Packages

Retirement Programs

Services

Total Compensation Review

Action Required: Conduct audits to determine if total compensation programs are competitive; determine

Annual Incentive Programs

Long-Term Incentive Plans and Long Term Capital Accumulation

Non-Qualified Deferred Compensation

Supplemental Benefits and Perquisites

Executive Employment Contracts

SALES COMPENSATION

Overview:

How an organization presents itself to its marketplace is often achieved by its sales force. These are the individuals who take an active approach in getting the message out about the company's products and services. How effectively the sales team markets the company, and in turn, how successful the organization is, is directly related to the sales compensation program. A sound sales compensation package enables the organization to focus sales activities towards desired results, and rewards these outcomes with compensation tied directly to the level of achievement.

The key to a successful sales compensation program can be achieved in three steps:

Clearly defining sales goals that are realistic but challenging

Tracking and measuring performance against goals

Rewarding achievement with competitive and motivational compensation

Sales compensation packages typically comprise one or more of the following components:

Base Salary

Periodic incentives tied to short-term goals

Annual Incentives tied to longer-term sales activities

Commission-based incentives

Perquisites to facilitate sales efforts

Services

Sales Compensation Studies

Compensation Programs

Performance Management