| Same thing is hapening here, at least in the New England area.
It really bothers me to see it happen. We always go all or nothing,
never seem to be able to make fine adjustments.
I had a very clear experience with a major customer.
We were bidding to major projects at about the same time. When they
reached a decision, thay called us in and explained. One project we
got, and was specifically told it was because I had worked closely
with them all thru the sale, and they had confidence I would help them
with the install. The other project we refused to identify our delivery
people until we got an order. IBM got that one, because they put a
pre-sales guy on the job from day one of the bidders conference.
I think the right model is to have a mix of pre-sales and consulting.
In many deals the customer will want the person involved through the
whole process.
Now that sales has a dedicated group under their control again, you can
bet they will not give a minute up to do delivery, and of course the
delivery group, not having a sales budget, wont comit a minute of help
until the order is booked.
Yet again we find a way to shoot our leg off, to satisfy another
re-organization.
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| Opportunity to Become a Sales Rep
Memo from Scott Roeth and Max Mayer
This is to announce an exciting new program opening Sales positions,
exclusively for Sales Support individuals. For a Sales Support person who's
ever thought of joining the Sales profession, this program will pave the way!
The goals of the program are to increase account coverage and Sales
technical excellence by moving 150 Sales Support Consultants to direct
Sales positions. These Sales Support people will come from all PSCs;
Industry, Territory, Competency and Government.
It is important to note that this program will select those candidates best
suited for careers in selling. Therefore, we will recruit and select all qualified
Sales Support individuals interested in a sales career. The selected
candidates will become the Sales Specialist on opportunities in their
technical disciplines.
We request your leadership to support this program. PSC Managers are
requested to advertise the program to all Sales Support individuals,
encourage them to apply and provide recommendations to Sales
Management. Sales District Managers are requested to ask their Branch
Managers to interview and hire the new Sales Specialists. RMC Operation
Managers are responsible for posting of the requisitions and defining the
breakout by Branch and specialty.
When you talk to Sales Support Consultants tell them that NOW is an
excellent time to join DIGITAL SALES. Alpha is on its up-ramp, new
applications are coming on line, the opportunity to win and earn BIG
incentive checks is REAL.
Attached is a Q&A to assist you in answering questions. This program has
been approved by the U.S. Management Team. Implementation will
commence January 17, 1994. If you would like to receive a copy of a set of
slides that can be used in explaining the program, please contact Bill
Horzempa @MKO or MKOTS3::HORZEMPA.
QUESTIONS & ANSWERS FOR
MOVEMENT OF 150 SALES SUPPORT CONSULTANTS TO
SALES SPECIALIST POSITIONS
1. What are the goals of the program?
The goals of the program are to increase account coverage through
additional Sales Representatives and increase Sales technical
excellence.
2. Who is eligible for the program?
All Sales Support individuals in Territory, Industry, and Government
PSCs.
3. What technical skills are especially needed?
While all individuals with technical skills are encouraged to apply,
we strongly need individuals with expertise in:
Workstations PCs
Storage VIPs
Networks POLYCENTER
Workgroup Information Management
CASE TP
UNIX Industry Applications
4. Why should a Sales Support individual apply for one of the new Sales
positions?
- For individuals wanting a career in Sales this is an excellent
program to initiate the change
- With the incentive compensation plan there is the opportunity for
increased earnings
- Sales Support individuals often state that they lead many Sales
opportunities when Sales Representatives are over extended. This
move will allow them to be rewarded for their selling effort.
5. What will the new Sales Specialist be coded and will they be on a
budget?
The new Product Sales Specialist will become "S" coded and they will
be on a budget after completing their training, while budget will be
determined locally the recommendation is $150-200K per quarter,
pro-rated after completion of training.
An Industry Sales Specialist will be "S" coded and assume an
appropriate pro-rated budget after completion of training.
6. Who will receive credit for Sales into existing accounts?
The Sales Specialists will be shadow booked to the Account Sales
Managers.
7. Will the new Sales Specialists be on the new Sales Incentive
Compensation Plan?
Yes, the Sales Specialists will be on the Incentive Compensation Plan.
After completion of their training they will be on a 90 day
recoverable draw.
8. What will the job level be of the new Sales Specialists?
The new Sales job level will be determined by the Branch Sales Manager
based upon an individual's experience. The following are recommended
guidelines:
- Consultant I, II and III with prior Sales experience to Sales
Exec. I
- Consultant I, II and III with no Sales experience to Sales Rep III
- Specialists I - IV to Sales Rep I or II
9. Will there be training for the new Sales Specialists?
Yes, there will be a 30 day training period including 2 weeks of
formal training and 2 weeks of self study/mentoring. Sales Training
will be publishing the schedule.
10. As a Sales Specialists I will need to maintain my technical skills.
Will I be able to attend technical courses?
Yes, most of the training programs that Sales Support participates in
will be available to the new Sales Representatives. This includes:
EY Classes, Symposiums and CBIs.
11. Who will be the Sales Specialist's Manager?
The Industry Sales Representatives will report to an appropriate Sales
Branch Manager. For product areas such as Workstations and PCs that
currently have a dedicated Regional Sales Manager, the new Sales
Representatives will report to that manager. For the software
positions, that do not have a focused manager, the RMCs will be hiring
Sales Managers as appropriate.
12. Are the new Sales Representatives eligible for Sales Recognition
Programs?
The current guidelines for participation in Sales Recognition programs
will be used. Due to their joining Sales late in the year, the new
Sales Representatives will not be eligible for many of the FY94 Sales
programs. To compensate for this we are determining how to bridge an
individual's performance in Digital Consulting, with their selling
performance for FY94 for recognition, and will be communicating the
plan as soon as possible.
13. Who will post the requisitions and what are the specific jobs and
locations?
The requisitions will be posted by the RMC Operations Managers, and
will include details on the job and location. The follow lists the
number of positions by RMC and the name of the RMC Operations Manager.
NUMBER OF SALES
RMC RMC OPERATIONS MANAGER REPRESENTATIVE POSITIONS
Northeast Don Armagnac 29
Mid Atlantic Robin Sloan 21
Central Randy James 32
South Rick Valenzi 23
Western Art Clark 47
14. How does Sales Compensation work?
The FY94 Plan is based on pay commensurate with meeting and/or
exceeding goals. Sales Individuals and Sales Managers are rewarded
for their performance through:
- An annual "Sales Salary" representing compensation for total job
performance.
- "Performance Incentives" and "Over Achievement Incentives" for
meeting and exceeding 100% of their budget.
- "Bonuses" offering rewards focused on specific objectives, for
example, selected services or products.
"Sales Salary" is paid on a weekly basis and is compensation for
total job performance. It is a percentage of a Sales person's total
Target Earnings, typically 70%, 80% or 90%, depending on Sales
Assignment.
"Performance Incentives" are incremental dollars based on a person's
year-to-date achievement of budget and are paid monthly to Sales
people as they achieve 1% to 100% of their annual budget.
"Over Achievement Incentives": are paid to Sales people for
performance above 100% of their annual budget. The value of the Over
Achievement Incentive is a multiple of the Performance Incentive,
paid to the individual monthly.
"Bonuses" could be offered for the sale of targeted products,
services, new accounts, etc. They are unique to particular Sales
Assignments and may be independent of the Performance and Over
Achievement Incentives.
15. What process will be used to fill these Sales positions?
Each RMC will be allocated a number of slots based upon the current
number of Sales Support personnel in PSC's that are in closest
alignment with the RMCs. The Regional Sales VP in conjunction with
geographical Recruiting/HR support will post requisitions and manage
the staffing process.
Back to the NYO Home Page.
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| thanks for the replies. In the UK the SS people will be part of the
Sales organisation, although what level, title, goaling is not yet
defined. They will be geography based, i.e work for a branch, maybe
exclusively to one industry or across them - don't have to wear blue
suits with white shirts yet though - sales have a set ratio of sales
people to support people which I assume means that they have done on
business forecasts etc etc !
Dave
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