An Account Executive compensation plan that pays the same bonus rate in dollars per-attainment point achieved regardless of quota attainment.

Account Executive

Single Rate Bonus (Revenue)

This bonus format mirrors the Single Rate Commission Plan, except instead of a commission percentage from the deal, the rep earns a set dollar amount tied to their quota attainment progress. Like the single-rate commission, the single-rate bonus does not change. Meaning, if the rep surpasses quota, they will not unlock a higher bonus rate. Note: This plan is both easily explained and understood amongst reps. A single rate bonus sales compensation plan can also be quickly adjusted to drive certain selling behaviors by increasing or decreasing the rate.


On-Target Earnings


Quarterly Quota





Model your plan
Forecast Earnings



Quarterly Quota Bonus

$1-$30 million



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



Path 1: Quarterly Quota Bonus

Path Description


$175,000 ARR quarterly


Single Rate

Earnings Rule

$175 per attainment point

This plan only has one path: Single Rate Bonus (Revenue). The same bonus amount is paid out for every quota attainment point earned.

Plan Examples

Sample Account Executive
Account Executive

Monthly quota:

$33,000 ARR

Per attainment point:

$50 bonus
Sample IT Sales Rep
IT Sales Rep

Quarterly quota:

$60,000 Revenue

Per attainment point:

$100 bonus
Sample Insurance Rep
Insurance Rep

Monthly resale quota:

$20,000 Resale Revenue

Per attainment point:

$33.33 bonus

How to customize this plan

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


To set the quota for your sales team, you should first decide on the quota period or length. This determines when, and how frequently, the quota resets for your reps.

We found more companies follow quarterly quotas when compared to those with annual or monthly quotas.

Once you’ve chosen a quota length, use our Quota:OTE Ratio calculator to define your quota amount.

Bonus Rate

To find the correct bonus rate, you first need to figure out what the available bonus is each period then divide by 100.

So take the total annual bonus, divide it by 1 if you have an annual quota, 4 if your quota is quarterly, and 12 for a monthly quota, then divide by 100.

Say you have a $54k total variable and a monthly quota. Take $54k divided by 12 is $4,500. Divide that by 100 and you get $45 bonus per attainment point.

Frequently Asked Questions

This plan has a set bonus amount per attainment point of quota the rep achieves. For example, a rep might have a $100k quarterly quota and is paid $100 per quota attainment point. That means that if they end at 100% quota, they get $100 x 100 points, or $10k. If they end at 80%, they get $100 x 80 points, or $8k bonus.

Setting a bonus rate is fairly straightforward. First, you would take the total variable portion of the rep’s on-target earnings and divide that by the number of quota periods the rep has per year. So for example, if your rep has a $60k annual variable and a monthly quota, you would divide $60k by 12 (12 months in a year) and get $5k. Then you divide that $5k by 100 and get $50 per attainment point.

A plan that focuses on the quantity of deals pays the same rate regardless of the size of the deals. This plan allows you to compensate the rep based on their quota attainment.

A milestone bonus is earned when the rep meets designated stipulations and is paid a set amount, as a result. These bonuses do not vary if the rep is below or above these requirements. Meaning, anything less than the quota, and the rep earns nothing. Whereas with a single rate bonus (revenue) plan, the rep receives the same per-attainment point bonus regardless of quota attainment.

Sales bonuses differ from commissions in that bonuses are based on a set amount of money for completing a task. Meanwhile, commissions consist of a percentage of the total revenue from a deal. For example, If a rep gets 10% of every deal closed, that’s commission. If a rep earns $300 for every deal they close, that’s a bonus.

When it comes to sales compensation and commissions calculations best practices, the best thing you can do as a leader is clearly communicate the methodology behind your sales compensation model to your team. A close second would be to provide every stakeholder tied to commissions with a single source of truth that democratizes the often siloed commission process.

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Manage compensation & track commissions with QuotaPath

Deliver visibility, automation, and seamlessness across the entire compensation process.

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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