This courseNo. 1
Sales Compensation
- Lessons of up to 45 minutes8
- Files for your company8
- Ready-made tools and templates49
- Homework assignments8
- Accredible diplomayes
- Startafter payment
- Access1 year
Total · one payment$500
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01Pritula Academy · Sales Compensation
New course · on demand
Pay salespeople for results quotas, commissions and bonuses without disputes
After the course you build your sales compensation plan yourself: quotas that 60–70% of reps hit, commission rates and accelerators, a plan document with clear rules — and you defend it in front of your team and finance.
- On demand · start right after payment
- 8 lessons of up to 45 minutes
- watch at your own pace
- 1 year of access
- diploma
Payout calculation · AE example AEthe salesperson who closes deals
- Target earnings at 100% of quota OTE
- $190,000
- Annual quota
- $790,000
- Rate = $90,000 / $790,000
- 11.4%
base $100,000 · 53%variable $90,000 · 47%
Annual commission by quota attainment
At 50% of quota and below — half the rate, 5.7%. Above 100% of quota — an accelerator: 17.1% instead of 11.4%.
49ready-made tools and templates
02Who it’s for
The sales plan gets rewritten every quarter “by feel.”
Sound familiar?Reps argue about payouts. The best ones leave because they don’t understand how their pay is calculated.
This course is about paying salespeople by clear rules: how much base salary, how much variable pay, what quota and what the commission is for. All of it in calculations you can show your team and your CFO.
This course is for you if you are
- AIn HR: a compensation and benefits specialist, an HR director or an HR business partnerand you design sales pay together with the head of sales
- BA head of sales, or the person who runs the sales numbers and processesand you own the plan and what the team earns
- CThe owner of a company of 30–500 peoplewith a sales team of 5 to 50 reps
It’s enough to understand
- how a sales funnel and a sales plan work
- how revenue and margin are calculated
After the course you can
- set a quota that 60–70% of reps hit
- build a plan from target earnings, rates and accelerators
- put the plan into a document and defend it in front of reps and finance
What the course doesn’t cover
To save your time, here are the honest limits:
- commission laws in different countries
- stock options and equity for salespeople
- comparing and choosing commission software
- commissions for partners and resellers
- a plan for founder-led sales
- territory design and customer segmentation
03How it works
Numbers first, then rules, then the talk with your team.
8 lessons in three parts. Each lesson ends with a file or document you build for your company and is useful on its own — even if right now you only need one part of the plan.
- lessons 1–3Plan math
What a salesperson’s pay is made of, how to set a quota and how to calculate commission.
- base and variable pay map by role
- quota calculator
- commission matrix
- lessons 4–6Building the system
Bonuses, a separate plan for every role and a document with the rules.
- bonus plan template
- plan matrix by role
- plan document with rules
- lessons 7–8Launch and control
How to present the plan to the team and how to check that it works.
- scripts for 3 conversations
- plan dashboard of 6 metrics
After each lesson
Homework — on your own company, not a made-up one.
- 1Watch the lessonup to 45 minutes, whenever it suits you
- 2Do it for your companya file, a document or a write-up of a conversation
- 3Submit it in your student accountcheck it against the lesson checklist
49ready-made tools and templates on the course slides: formulas, matrices, checklists, scripts
Get the course · $500 →03BTry it
Calculate the commission of your salesperson in one minute.
The calculator follows the rules of lesson 3 “Commissions: rates, accelerators, thresholds”. Enter your numbers — and see the rate and the payout at any quota attainment.
Target earnings at 100% of quota$190,000base 53% · variable 47%
Commission rate11.4%variable pay / quota
Annual commission at 120% of quota $117,000
The rep’s annual earnings: $217,000
| Quota | Revenue | Commission | Chart |
|---|
This is one page of the matrix from lesson 3. In the course you build it for every role in your company and add bonuses, rules and the plan document. A payout cap is usually not needed — and if you set one, make it no lower than 300% of quota.
04Program
8 lessons. 8 files you build for your company.
Open a lesson to see what you’ll be able to do after it and which file stays with you.
- 1–3 Plan math
- 4–6 Building the system
- 7–8 Launch and control
49ready-made tools and templates on the slides
01Plan anatomy: OTE and pay mixOTE — on-target earnings, pay at 100% of quota · pay mix — the split between base salary and variable pay
After the lesson you can
Split the pay of every role into base salary and variable pay, and keep no more than three components in the plan
What stays with you
A base and variable pay map for every sales role in your company
02Quotas: a target 60–70% of reps hitquota — a salesperson’s personal sales target
After the lesson you can
Set a quota that 60–70% of reps hit and check it against target earnings
What stays with you
A quota calculator with three methods: top-down from the company goal, bottom-up from customers and conversion, and by rep capacity
03Commissions: rates, accelerators, thresholdsaccelerator — a higher rate above 100% of quota
After the lesson you can
Calculate the rate from target earnings and quota, set 2–4 tiers and see the payout at 50%, 100% and 150% of quota
What stays with you
A commission matrix with payouts at 50%, 80%, 100%, 120% and 150% of quota
04Bonuses: MBO, team, SPIFFMBO — a bonus for personal objectives · SPIFF — a short bonus contest
After the lesson you can
Launch a 6-week bonus with one goal, a threshold, an amount and a calculation rule
What stays with you
A bonus plan template with three filled-in examples: a contest, personal objectives, a team bonus
05Plans by role: SDR, AE, AM, CSM, managerSDR — books meetings · AE — closes deals · AM — grows existing customers · CSM — keeps customers
After the lesson you can
Build a plan for each role and for the sales manager from components with weights and market rates
What stays with you
A plan matrix for 5 roles: target earnings, base share, weighted components, rates, payout period
06Plan document and rulesclawback — taking a commission back if the customer leaves · windfall — a rule for an unexpectedly huge deal
After the lesson you can
Put the plan into a document — when commission is earned, clawback, windfall deals, territory changes, the dispute procedure — and hand it to reps for signature
What stays with you
A 2–3 page plan document in 10 sections — from role and period to signature
07Plan launch and conversations with reps
After the lesson you can
Present the plan to the team, settle a payout dispute and keep a top rep when the plan changes
What stays with you
Scripts for 3 conversations — presenting to the team, talking to a top rep, a payout dispute — and a 4-week launch plan
08Plan metrics and review
After the lesson you can
Check the plan by 6 numbers every quarter and review it once a year with a checklist
What stays with you
A plan dashboard of 6 metrics with benchmarks and a 10-point annual review checklist
05Pricing
One course or the whole academy for a year.
Take just this course — or the subscription, which already includes it: 175+ courses, 115+ already in English.
SubscriptionNo. 2
The whole academy for a year
- Sales Compensation courseincluded
- Academy courses175+
- Already in English115+
- New coursesevery week
- Homework and diploma in every courseyes
- Access1 year
Total · per year$1,000
Subscribe → About the subscription ↗ For teamsNo. 3
The academy for your team
- People on the teamup to 10
- Courses for each person175+
- Homework and diploma for everyoneyes
- Access1 year
Total · per year$2,500
For teams → About the team plan ↗ Leave your contact first — then card payment opens. Need an invoice for your company? Write to us — the contacts are at the bottom of the page.
06Trusted by
Teaching HR since 2011.
The course is new, so these are numbers for the whole academy — the largest independent HR education platform.
170,000+academy students
Pritula Academymetric
- Courses in the academy185+
- Countries our students come from185
- NPS — how likely students are to recommend us80
- Years of the academy15
- YouTube Silver Play Buttons2×
Graduate reviews — below ↓
The course is new · reviews from COO course graduates
What graduates say about the Chief Operating Officer (COO) course
I used to think like an HR person, mostly on the side of “the people.” Now I think bigger and understand the need for balance — not only for the staff, but for the business too.
We applied a lot of it in the company, and there are improvements.
The homework is essentially your actual job — what your employer will ask of you, and you’ll already have it ready.
I discovered a wide range of useful tools and frameworks that directly support the responsibilities of a COO.
I learned new methods for setting and defining goals and improved the ones I already used.
Reviews come from the surveys graduates fill in when they receive their diploma, translated into English.
Get the course · $50007How you learn
Try the academy before you pay.
Not sure yet? Watch the academy’s English-language YouTube channel for free, see how the academy teaches — and then decide.
Free pass · on YouTube
The academy’s channel in English
200K+ subscribers. Watch for free before you buy the course.
- Course
- 8 recorded lessons of up to 45 minutes
- Access
- right after payment, for 1 year
The course is on demand: start the first lesson right after payment.
- 01
Student account
Lessons, assignments and materials in one place.
- 02
Mobile app
Watch lessons on the go. How to install ↗
- 03
At your own pace
All 8 lessons are recorded. Watch whenever it suits you during your year of access.
- 04
An assignment for your company
After each lesson — a file, a document or a write-up of a conversation. Reviewed against the lesson checklist.
- 05
Student chat
The academy’s English-speaking students in Telegram — ask for advice.
08Diploma
A diploma anyone can verify online.
- 01
Pritula Academy diploma
You receive it after you complete the course.
- 02
Issued on Accredible
The same platform Google, Udacity and Kaplan University use for their certificates.
- 03
Your own link
Add it to LinkedIn or send it to an employer.
09Author
Mike PritulaFounder of Pritula Academy
21years in HR
6companies Mike worked for or advised
3HR certifications
An author who designed bonus systems himself.
Mike has spent 21 years in HR and founded Pritula Academy. At a bank he drafted a pay scheme for sales agents; at a TV channel — an annual bonus table and bonuses for managers. His main conclusion: a plan works when a salesperson can calculate their own payout.
From Mike’s experience
- Alfa-Bank · pay for sales agents
In 2006 Mike drafted a pay scheme for agents at points of sale: a $150 base that grew by $30 every three months, plus a bonus for hitting the plan — from $30 at 90–110% to $180 above 200%.
- STB · base versus bonus
The TV channel ran 20–30 different bonus systems. In some positions base pay was 85% of earnings and the bonus 15%; in similar ones, base was 50% or less. Wargaming, by contrast, had one bonus for everyone.
- STB · from complex to simple
Mike built an annual bonus table with plan, actuals and a cap at three times the target. Later he came to a simple formula: salary × target bonus percentage × attainment factor.
- STB · bonuses from what was earned
Manager bonuses were paid only from results above budget: a 15% audience share for a show instead of the budgeted 13% meant a $2,000 bonus. At budget numbers the bonus was zero, so the company never went into the red.
- Alfa-Bank · the “black box”
The bank’s salespeople didn’t understand how their bonus was calculated: “sometimes we work and get little, and sometimes we get a lot.” That’s why in this course the plan becomes a document a salesperson can read.
Where Mike worked and advised
- Wargaming
- Preply
- iDeals
- Starlightmedia
- Alfa-Bank (Sense Bank)
- PeopleForce
HR certifications
PHRiSHRM-CPHCI sHRBP
HRCI representative in Eastern Europe
10Start
In 8 lessons your reps get a plan nobody argues about.
You build your sales compensation plan yourself: quotas that 60–70% of reps hit, rates and accelerators, the plan document — and you defend it in front of your team and finance.
Questions
When do I get access?
Right after payment. The course is recorded, and access lasts one year.
Can I study at my own pace?
Yes. All 8 lessons are recorded — watch them whenever it suits you during your year of access.
How much time does a lesson take?
A lesson of up to 45 minutes plus an assignment for your company: a file, a document or a write-up of a conversation.
I’m in HR, not a head of sales. Is the course for me?
Yes. The course is for HR and compensation specialists, HR directors and HR business partners who design sales pay together with the head of sales. It also works for a head of sales and for a company owner.
What size of company is the course for?
Companies of 30 to 500 people with 5 to 50 reps in the sales team.
What do I get after the course?
8 files for your company — from a base and variable pay map by role to the plan document and a 6-metric dashboard — and a Pritula Academy diploma on Accredible.
What does the course not cover?
Commission laws by country, stock options and equity for reps, choosing commission software, partner commissions, a plan for founder-led sales, and territory design.
Is the course included in the academy subscription?
Yes. The $1,000 per year subscription includes this course and 175+ academy courses, 115+ of them already in English.
Can I train my whole team?
Yes. The team plan is $2,500 per year for up to 10 people: 175+ academy courses for each person.
How do I pay?
Leave your contact in the form — then card payment opens. Need an invoice for your company? Write to us — the contacts are below.
11Contacts · Sales Compensation
Questions before you start? Write to us.
Ask about the course, payment, the subscription or the team plan in the messenger you already use. We reply during working hours.