Sales job levelling is the process of determining the level within a role based on breadth and depth of responsibility. A higher level should have responsibility for more complex accounts and products, and a wider footprint; they may or may not have a larger sales quota.
<aside> 💡 Key Point: A job or level is not defined by the person; a person fills a job and level, with specific responsibilities.
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Job Levelling Structure
Levels change when the job changes in scope and span – employees fill a role at a higher level. Pay changes within level depending on performance and time in role.
Key Point: do not use promotions instead of pay progression and end up with top heavy sales organisations.
Quota Responsibility Typically Increases With Job Level
Quota ranges expand with level – up to a 20% overlap in quota ranges across levels can be expected. Quota ranges should be well defined for each Level; minimum quotas are critical to ensure the role is ‘worth having’ financially, and maximum ranges help ensure a role and level is not over burdened.
<aside> 💡 Note: ensure the average, median, high and low quota shift appropriately according to level in the same job family.
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Five dimensions for each category, scored from 1-3
In addition to higher quotas, higher level roles will tend to have greater scope and span responsibilities:
Job Levelling: Breadth and Complexity Scoring