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Virtual Conference Webcast
ROI is a critical conversation that invariably arises when designing sales compensation. Executives want to know:

• How much is the sales compensation plan going to cost us?
• Is this a good investment of our money?
• What should we expect back?

Common challenges include:

1. What return should we expect from the sales compensation investment, and how we should look at that return? Is it a flat dollar return, or a flat dollar amount that we pay? If we go over $57 million is that a bad thing, or should we look a percentage of sales?
2. What strategic changes are driving our investment? We have had some changes in the organization and we’re pursuing new strategies that require us to make additional investments.
3. What are the right metrics to use for ROI?
4. How long should we wait to actually see an ROI? How you measure ROI on a job that’s producing zero revenue if it’s a multiyear sales process, but we know they’re doing the right thing? How do we justify that from a financial perspective?
5. How do we get everybody to speak the same language? This is one of the trickier questions. It’s a multifunctional problem, involving sales, HR, sales operations, and finance working together for a return on the sales compensation plan.

This webinar will offer four specific strategies to planning for and measuring the ROI of your sales compensation plan.

Date: Sep 8 2014
Time: 12:00 PM - 1:00 PM
Presenter:
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Rebecca Sandberg
SalesGlobe

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Carrie Ward
SalesGlobe

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SalesGlobe
 
Virtual Conference Webcast
Trends in equity compensation affect many aspects of business, from the incentives faced by key employees to the dilution costs ultimately born by shareholders. This presentation will examine the ways that equity compensation has evolved in recent years, look beyond to where the practice might be headed, and summarize what compensation professionals should know about different equity vehicles. The last several years have seen a shift from stock option grants to full-value shares. Why? How do the trends vary by industry and company size? Equilar’s wealth of data on equity plan features and executive compensation helps illuminate both these questions and many others.
Date: Sep 8 2014
Time: 2:00 PM - 3:00 PM
Presenter:
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Nicholas Baldo
Equilar Inc

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Equilar Inc
 
Virtual Conference Webcast
In this program, Tammy McCutchen, a former Administrator of the U.S. Department of Labor’s Wage and Hour Division, will discuss common reward programs for non-exempt employees and how they impact overtime pay. Often, when considering the cost of incentive pay, employers fail to consider the related cost of the increased overtime pay. For example, a non-exempt employee who worked 150 regular hours and 25 overtime hours during a month in which he received a $200 production bonus is also owed an additional $14.29 in overtime. Although this seems a modest amount by itself, over time and for many employees, the overtime costs quickly mount up – as does the risk of class action litigation if the employer fails to pay this overtime. In addition to providing training on how to calculate additional overtime due on bonuses, incentive pay, prizes and awards, Tammy will also cover reward programs that do not require the employer to calculate and pay additional overtime to non-exempt employees.
Date: Sep 30 2014
Time: 1:30 PM - 2:30 PM
Presenter:
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Tammy D. McCutchen
Littler Mendelson

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Littler Mendelson
 
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