Quota Attainment

Revenue Attainment

Each Participant's Quota Attainment shall be calculated as the quotient of (a) Recognized Revenue credited to the Participant during the Measurement Period divided by (b) the Participant's assigned Revenue Quota for the same Measurement Period, expressed as a percentage and rounded to two decimal places. Recognized Revenue means revenue that has been booked, invoiced, and accepted in accordance with the Company's Revenue Recognition Policy as then in effect. Revenue attributable to orders cancelled or reversed prior to the close of the Measurement Period shall be excluded from the numerator. Quota adjustments approved by Sales Operations prior to the final day of the Measurement Period shall be reflected in the denominator.

Unit Attainment

Participants assigned a Unit Quota shall have their attainment measured as the number of Qualifying Units credited during the Measurement Period divided by the Unit Quota, expressed as a percentage. A Qualifying Unit is defined as a fully executed order for a product listed on the Eligible Unit Product Schedule, with a minimum contract value of $[THRESHOLD] and a contract term of not less than twelve (12) months. Multi-year contracts shall be credited as a single unit at the time of booking regardless of the number of renewal years. Unit Attainment shall be calculated independently of Revenue Attainment and shall not be converted to a revenue equivalent for purposes of accelerator eligibility.

Multi-Measure Weighted Attainment

For Participants subject to a Multi-Measure Compensation Plan, overall Quota Attainment shall be a weighted composite of two or more discrete performance measures as specified in the Participant's Plan Schedule. Each component measure shall be calculated independently as Actual Result divided by Component Quota, expressed as a percentage and capped at [CAP]% prior to weighting. Weighted Attainment shall equal the sum of each Component Attainment multiplied by its assigned weight as set forth in the Plan Schedule, provided that the sum of all component weights equals 100%. Component weights may not be applied retroactively and shall remain fixed for the duration of the Measurement Period absent written approval from the VP of Sales Operations.

Basic Attainment Calculation

// Standard quota attainment formula
ATTAINMENT = (ACTUAL_REVENUE / QUOTA) * 100

// Examples
// Rep A: $560,000 revenue / $500,000 quota = 112%
// Rep B: $380,000 revenue / $500,000 quota = 76%
// Rep C: $500,000 revenue / $500,000 quota = 100%

// With revenue recognition timing adjustment
CREDITED_REVENUE = BOOKED_REVENUE - CANCELLED_ORDERS - RETURNED_REVENUE
ATTAINMENT = (CREDITED_REVENUE / QUOTA) * 100

Weighted Multi-Measure Attainment

// Multi-measure composite: each component capped before weighting
REV_ATTAINMENT   = MIN(ACTUAL_REVENUE / REVENUE_QUOTA, 1.50) * 100
UNIT_ATTAINMENT  = MIN(ACTUAL_UNITS  / UNIT_QUOTA,    1.50) * 100

REV_WEIGHT  = 0.70  // 70%
UNIT_WEIGHT = 0.30  // 30%

WEIGHTED_ATTAINMENT = (REV_ATTAINMENT * REV_WEIGHT) + (UNIT_ATTAINMENT * UNIT_WEIGHT)

// Example:
// Rev: $560K / $500K = 112%  → capped 112% × 0.70 = 78.4
// Units: 8 / 10 = 80%        → capped 80%  × 0.30 = 24.0
// WEIGHTED_ATTAINMENT = 78.4 + 24.0 = 102.4%

Copy & paste into your AI assistant

You are a sales compensation analyst reviewing attainment distribution data for a sales organization. I have [NUMBER] reps with the following attainment profile: - Average attainment: [AVERAGE]% - Percent hitting quota: [PCT_AT_QUOTA]% - Standard deviation: [STD_DEV] percentage points - Top quartile average: [TOP_QUARTILE]% - Bottom quartile average: [BOTTOM_QUARTILE]% Please: 1. Diagnose whether this distribution suggests quota setting problems, a performance distribution problem, or both 2. Identify whether the attainment data suggests top-performer retention risk 3. Recommend 2–3 adjustments to either quota-setting methodology or plan design that could improve the distribution 4. Flag any attainment patterns that suggest gaming or sandbagging 5. Provide a draft attainment health scorecard framework I can run quarterly

Mid-Market SaaS — Single to Multi-Measure Attainment Restructure

A 90-person mid-market SaaS sales org measured all attainment on a single revenue metric. Over three years, reps had learned to concentrate deals in their highest-margin products — which also happened to be the easiest to sell — while neglecting a new platform product critical to the company's strategic roadmap. Revenue attainment averaged 104% annually, but new platform product adoption lagged 40% below the strategic plan. The compensation team worked with Sales Operations and Finance to restructure to a weighted two-measure plan: 70% revenue attainment, 30% platform unit attainment. Component caps were set at 150% each, preventing any single measure from dominating the composite. The first plan year required significant change management, including a training program on the new attainment calculation and a 90-day transition quarter with side-by-side old/new attainment reporting.

Platform unit attainment improved 62% in the first full plan year. Blended attainment distribution tightened, with the percentage of reps hitting composite quota rising from 61% to 71%. Revenue attainment held at 101% — the strategic shift did not impair overall revenue performance. The multi-measure model was extended to the enterprise team in Year 2.