Certified Sales Compensation Professional® | CSCP®

Operative sales compensation programs are critical to the success of an organization. Global expansion and the everyday pressures on businesses today require a deep understanding of organizational and sales strategies in order to design effective sales compensation plans.

Earning the Certified Sales Compensation Professional (CSCP) signifies that you have the knowledge and critical skills in the design, administration, evaluation and management of sales compensation programs that will attract, motivate, engage and retain dynamic sales representatives and teams.

WorldatWork Society recognizes that expertise in sales compensation comes from a broad variety of experience and education. As a competency-based designation, the WorldatWork Society recommends CSCP candidates have more than two years of experience. The CSCP examination covers all topic areas addressed in the Body of Knowledge.

Candidates preparing for the CSCP examination should review the Body of Knowledge (BOK). The BOK represents the complete set of knowledge and skills required for professionals working in the sales compensation field. Set as the industry standard, the BOK was identified by WorldatWork Society via a formal practice analysis completed by hundreds of practitioners. The CSCP examination covers all topic areas addressed in the Body of Knowledge.

The Body of Knowledge is comprised of four main knowledge domains consisting of 66 total tasks representing common skills, knowledge and abilities of the sales compensation professional. You should review the BOK while performing a self-assessment of your individual strengths and weaknesses of the subject matter to be tested. You should review all topic areas with deeper concentration on those in which you have identified as areas of weakness.

Strategic Management of Sales Compensation

Demonstrate business acumen in strategic planning for sales compensation
Determine organizational readiness for sales compensation
Understand the purpose of sales compensation and the importance of sales compensation to the organization’s business, products and services
Determine when sales compensation is an appropriate response to a business need
Understand the human resources strategy and total rewards strategy
Ensure alignment between sales compensation plans and the organization’s compensation and business strategies
Understand the go-to-market strategy and its relationship to the channel strategy
Understand the financial metrics that measure the organization’s success and the sales performance measures that affect them
Understand appropriate uses and general features of all forms of variable pay
Recognize changes in the business environment that affect sales compensation
Track industry trends and practices
Lead the decision-making process with Senior Leadership (Sales and other functions) in the sales planning process
Demonstrate effective influencing skills when interacting with senior management

Design Sales Compensation Plans

Identify the organization’s desired competitive position for jobs covered by the sales compensation plan
Benchmark the organization’s competitive position for jobs covered by the sales compensation plan
Understand key elements of the selling process
Understand sales compensation terms (e.g., target cash compensation, mix, leverage, commission, etc.)
Understand the types of sales compensation plans and payout mechanics
Assess the alignment between sales compensation and other total rewards programs
Identify appropriate members of the sales compensation design team
Partner with the sales compensation design team on plan design
Identify considerations for goal-setting
Identify the linkage between the content of specific jobs and the elements of sales compensation designs
Determine eligibility of job roles for sales compensation
Identify factors that should be included in various sales compensation plan designs
Identify the behaviors that drive sales productivity
Identify appropriate performance measures and weighting of measures
Understand common sales compensation formula types
Determine formulas for commission plans
Determine quotas for commission plans
Determine formulas for bonus plans
Determine quotas for bonus plans
Partner with Finance or the appropriate department on financial modeling of sales compensation formulas to determine earnings impact and affordability of various alternatives
Design a “draw” feature for a sales compensation plan
Utilize special plan designs to address specific selling situations
Identify appropriate performance periods and payout cycles for sales compensation plans
Determine the appropriate mix (salary-incentive ratio) for given jobs
Determine appropriate leverage (incentive upside opportunity)
Understand processes for developing coverage model, account structures/segmentationand territories for sales representatives
Identify and explain potential plan qualifiers
Incorporate clawback/payback features as appropriate
Develop or assist in the development of SPIFFs
Ensure that sales compensation plan designs comply with applicable legislation/regulation
Consult with outside experts on sales compensation plan design
Modify sales compensation plans for multiple countries of operation
Understand the impact of regional/cultural differences on the go-to-market strategy and channel strategy

Administer Sales Compensation Programs

Develop appropriate timelines for programming, communication and training
Communicate business drivers for sales compensation plans to internal stakeholders
Communicate sales compensation plan details to plan participants
Train field sales staff on compensation-related processes and procedures
Collaborate with other internal departments on plan administration
Demonstrate a working knowledge of software/programs used to administer sales compensation plans
Work with the IT Department to set system requirements for tracking plan performance and payouts
Implement business system tools to support the sales compensation program
Work with service providers and/or consultants on sales compensation plan administration
Participate in the review and validation of sales revenue, plan payouts and program exceptions
Communicate effectively with sales staff regarding compensation-related and sales operation issues
Interact effectively with senior management and regional level executives on plan operation and performance

Evaluate Sales Compensation Plan Effectiveness

Use statistical tools and processes to evaluate plan performance
Survey the sales force and other stakeholders for qualitative feedback on plan performance
Develop/complete sales performance reports and ad hoc analysis
Communicate sales compensation plan results to senior management
Evaluate the performance of sales compensation service providers/consultants
Monitor the impact of changes in sales channels and sales coverage
Identify and document unintended outcomes of sales compensation plans
Identify and implement required enhancements to sales compensation plans

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Certification Exam

Computer Based Testing Exam Only

Members: $995 USD

Non-members: $1375 USD

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Please note: You must schedule and complete the computer-based exam within 120 days. Your eligibility expires after 120 days. It is recommended that you complete your exam in a timely manner as exams may be updated without notification. Instructions for scheduling your computer-based exam will be provided at purchase.