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What is Sales Commission + Quota Simulator
Sales commission + quota simulator helps you model payout, attainment, and total pay in seconds. Sales leaders often guess the impact of new rates or accelerators and find surprises on payroll day. The free Sales Commission + Quota Simulator by FlexiTools.io shows commission by tier, on-target commission, and effective rate - plus a clear curve and quota markers. In the next 60 seconds, you will enter quota, sales, and rates to see exact payout and how far you are from plan.
How to Use Our Sales Commission + Quota Simulator
- Enter your currency, quota, and actual sales. Add base salary if you want total pay shown.
- Set the commission schedule: rate to 100% of quota, a threshold (like 120%), and rates for the middle tier and above threshold.
- Click Calculate to see attainment, commission, on-target commission, and effective rate, with a simple chart.
- Copy Summary to share with your team or Download CSV to export the commission curve for your spreadsheet.
Why FlexiTools.io Offers the Best Sales Commission + Quota Simulator
Clear, tiered math
You see how each slice of revenue pays out - up to quota, between quota and threshold, and above threshold.
Fast what-ifs
Change rates or thresholds and recalc instantly. The curve updates so you can compare scenarios in one view.
Private and portable
Everything runs in your browser. No sign-in, no uploads, and copy or CSV export is one click away.
Comparison - FlexiTools.io vs typical alternatives:
- FlexiTools.io: Client-side only, instant chart, keyboard shortcuts, transparent schedule text.
- Typical alternatives: Server forms, hidden assumptions, limited export, slow updates.
A Deeper Look at Commission Plans and Quota Attainment
Tiers, thresholds, and accelerators
Most plans pay one rate up to 100% of quota, then a higher rate above quota. Some add a second threshold - say at 120% - with a bigger accelerator to reward top performance. Our simulator models that structure with three rates: up to quota, between quota and threshold, and above threshold. The math is simple: each part of revenue gets its assigned rate. That clarity is useful in plan design because you can show exactly how each dollar pays.
Effective rate and behavior
The effective rate is commission divided by sales. It tells you the real payout percentage the rep earns at a given performance level. A plan that looks generous at 150% of quota might be stingy at 95%. If your team bunches at 90-99%, goals might be too high or the accelerator above 100% might be too strong. The curve view helps you spot those cliffs or flat spots and smooth them before rollout.
On-target earnings vs. payout at plan
On-target commission (OTC) is the payout at 100% of quota. If base salary is $4,000 per month and OTC is $3,000, on-target earnings (OTE) is $7,000. Some teams set OTE first and work backward to rates and quota. Others start with market pay bands and adjust rates to fit. Both are valid - just make the math visible and consistent across roles so managers can explain it cleanly.
Caps, SPIFFs, and fairness
Caps limit upside to control budget risk. SPIFFs add small, time-bound bonuses to steer focus - new product launches, specific SKUs, or pipeline cleanup. If you add a cap, state whether SPIFFs are outside the cap or included. A cap without clear rules often backfires in morale. Spell it out in the plan doc in plain language. For writing clarity, the federal PlainLanguage.gov guidelines are a helpful checklist.
Attainment and ramp periods
New reps may have reduced quotas during ramp months. Rather than hardcoding special cases, you can simulate ramp by lowering the quota input for those months. That shows payout behavior without changing the plan structure. If you must document compensation details for the board, the SEC’s Compensation Discussion & Analysis overview outlines how companies explain pay drivers and performance links - useful inspiration for internal clarity even if you are not a public company.
Simple example
Quota is $50,000. Rates are 6% up to 100%, 9% to 120%, and 12% above. Actual sales are $62,000, with a $500 SPIFF. The first $50,000 pays $3,000. The next $10,000 (to $60,000) pays $900. The last $2,000 pays $240. Commission is $4,140, total payout with the SPIFF is $4,640. If base is $4,000, total pay is $8,640. Attainment is 124%. The effective rate at $62,000 is 6.68%. One glance at the curve tells the story behind those numbers.
What to watch
- Are steps too steep near quota? Reps might game timing to land in a higher tier next month.
- Is the threshold too high? If few reps cross it, you may be funding accelerators that do not motivate.
- Does the plan pay fairly across territories? Run the same inputs for enterprise and SMB motions to compare.
Editorial note: This page used AI assistance and was reviewed by a human editor for accuracy and clarity.
Pro-Tips for Getting the Most Out of Compensation Modeling
- Pressure-test the plan at 80%, 100%, and 140% of quota. The effective rate should make sense at each point.
- Keep the schedule simple. Fewer tiers mean fewer surprises and easier coaching.
- Lock clear definitions: what counts as revenue, when bookings become payable, and how returns are handled.