An Account Executive sales compensation plan that pays the same single rate commission rate on all deals closed until the rep hits 200% of quota. Upon reaching 200%, the rep is no longer eligible to earn additional commissions for that quota period.

Account Executive

Capped Commission

This capped compensation model may look like a single rate commission plan, which pays a set, non-changing sales commission rate on all deals. However, this plan is actually a multiple rate commission plan because the rep earns a single rate until they achieve 200% quota. Once that occurs, the rep may no longer earn commissions. Unlike your typical multiple rate commission plans, the commission rate doesn’t increase or decrease based on quota attainment, different products, longer contract terms, or any other factor… besides dropping to 0%! Note: We have strong feelings about capped sales commission plans, as in strongly against. An uncapped commission plan will always motivate your reps more than a capped plan.


On-Target Earnings


Quarterly Quota





Model your plan
Forecast Earnings



Quarterly Quota Commission

$1-$30 million



A Quota to OTE Ratio of 4 - 8 is best.



Path 1: Quarterly Quota Commission

Path Description


$175,000 ARR quarterly


Multiple Rates

Earnings Rule

0% to < 200% = 10%
200% = 0%

This plan includes one path and features one flat-rate (Single Rate Commission) that’s paid out until the rep hits 200% quota. After that, the rep earns 0% on new business until the quota period resets.

Plan Examples

Sample Account Executive
Account Executive

Monthly quota:

$33,000 ARR

0-150% quota:

10% rate

150% quota and above:

Sample IT Sales Rep
IT Sales Rep

Monthly quota:

$25,000 ARR

0-200% quota:

12% rate

200% quota and above:

Sample Insurance Rep
Insurance Rep

Monthly resale quota:

$20,000 ARR

0-300% quota:

13% rate

300% quota and above:


How to customize this plan

As with most compensation plans, the two major components that will vary across sales teams are:


First, you need to decide the quota period. This is the frequency at which a rep is held to that sales quota. The most common quota periods are: quarterly (45% of plans), annual (25% of plans), and monthly (25% of plans) with 5% of plans having other frequencies (weekly, bi-weekly, semi-annually, etc.).

Once you decide that, you will need to determine a quota that is both low enough to be attainable and high enough to be valuable for your business. One way to do this is by using our Quota:OTE Ratio Calculator.

Commission Rate

Next, you’ll set your commission rate. This plan features a Single Rate Commission Plan which can be easily calculated.

Take the total variable compensation the rep is set to earn if they hit their target (for example, $60k/year) and divide that number by their annualized quota/target from above (for example, $720k/year). Given those two examples, that would be $60k/$720k = .0833 or 8.33% commission.

Frequently Asked Questions

We think no, and there’s a couple of reasons why you should not cap sales commissions. For starters, it’s demoralizing. If your rep closes the biggest deal the company has ever seen and the commissions don’t reflect that, your rep is going to leave. You should reward your reps for bringing in that sizable revenue and not penalize them by putting a ceiling on their earning potential. Some companies cap sales earnings in an effort to spread out deals consistently throughout the year. However, unless your product has zero competitors and if you can control when your buyers buy, this logic is greatly flawed. For 6 other compensation plan principles, check out this blog.

If you feel you simply must cap your reps’ commissions, you should do it in a way that doesn’t encourage your team to do the bare minimum. Capping at exactly 100% of quota will mean that as soon as your reps hit their quota, they’re hitting the golf course. So what should that cap be? We recommend 200% as a starting point. If your reps are still hitting over 200% of their quota, maybe you should look into increasing their quota!

Most companies cap commissions because they don’t want their reps to have an outrageously large commission check. If that’s your justification (and we can’t talk you out of it!) then consider a decelerator beyond a certain point. So say a salesperson earns 10% commission until they hit 200% of quota, then they earn 5% thereafter. Yes, it’s still discouraging overperformance… but not as much!

Single rate commission plans are the simplest variable compensation plan out there. It’s for that reason that around 10% of all compensation plans follow this rule. The math is simple to calculate and since reps easily understand their compensation plans, they focus on closing deals rather than wasting time thinking about how to maximize their compensation.

The math to find your commission rate is fairly easy! Take the variable compensation that a rep earns for hitting their target (say $50k a year) and divide that number by their target (say $500k a year). Using this example, $50k/$500k, gives you a commission rate of .10 or 10%. Boom. You’re done!

If you’re building out your team and need your first comp plan, the single rate one is a solid one to start with. Additionally, a single-rate commission plan allows you to add complexity to the plan via accelerators, bonuses, or SPIFs later on, which can act as a good test for future sales commission structures.

Sales commissions are a form of variable pay that pay reps based on a percentage of the total revenue from a sale. There are many forms of commissions, including the tiered commission structure, gross-margin commission and single rate. Keep in mind that sales commissions are not the same as bonuses. If a rep collects 10% on every deal closed, that classifies as commissions. However, if the rep takes home $400 on every deal they close, that’s a bonus — a Single Rate Bonus.

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Compensation Hub provides RevOps, Finance, and Sales teams with a free sales compensation plan modeling tool to design meaningful comp plans in a few steps. Built by QuotaPath, a sales compensation and commission software, Compensation Hub includes sales compensation plan examples (including AE and SDR comp plans), a library of commission structure templates, and variable compensation recommendations and use cases for each plan. Each commission plan or bonus structure features adjustable variables so that leaders can create plans aligned with their business goals and historical numbers. These variables include on-target earnings (OTE), annualized quota, average contract value (ACV), annual recurring revenue (ARR), quota frequency, and more. Once a plan is ready, leaders can easily share it within their organizations and save it to see it automated in QuotaPath's free commission tracking software. For additional comp management support, and to learn how QuotaPath is helping teams everywhere bring visibility and accuracy to sales comp, book time with their team for a custom demo.

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