Erablue · Methodology sharing

How Erablue calculates
sales team bonuses

A per-product bonus (ERP) for sales staff, and bonuses based on store, area and region results for managers. Based on the current policy, in effect since Nov 2025.

ERP

Bonus points attached to each product, split between the seller and the whole shift

Target

Bonus fund based on converted revenue versus target

Operations & service

Bonuses based on store quality scores

UMK backup

Income floor based on the regional minimum wage and working hours

All numerical examples in this document are hypothetical, used only to illustrate the formulas.

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Overview

What each position receives

Position	ERP + K	Target bonus	Operations	Service	Income floor	Other
SC	✓ 60% seller + 40% team	—	—	—	UMK backup	Spot bonus, sales contests
IASM	✓ same as SC	—	✓	✓	UMK backup	Spot bonus, sales contests
SM	—	✓ SM fund	✓	✓	UMK backup	Spot bonus, sales contests
ASM / ISM	—	✓ ASM fund	✓	✓	UMK backup	Spot bonus, sales contests
AM	—	✓ AM target	✓ store avg × 2	✓ store avg × 2	MAX(3-month avg)	Transport and housing allowances
RSM	—	✓ 70% revenue + 30% profit	—	—	—	Travel allowance, effective-opening bonus

Sales staff are paid mainly through ERP: points for each product sold.

Store managers are paid on store results: converted revenue versus target, plus operations quality.

AM / RSM are paid on the results of their whole area / region. Spot bonuses & sales contests are paid under separate programs.

Overview

Monthly inputs and calculation order

Monthly input data

Revenue by store × categoryConverted target Timekeeping + UMK by work locationSales bonus points (ERP) Quality scores: 8NTTT, CVST, customer service Store allocation (AM / RSM)Store master list Resignations / transfers Two-manager storesSM-IASM stores EOL target upliftStore regionPrevious month’s profit

1

Converted revenue by category

→

2

Store: %Ach, payout rate, final fund

→

3

Working hours, weighted hours, hours ratio

→

4

Split ASM fund / SM fund

5

Each manager’s bonus by working hours

→

6

ERP × K factor

→

7

Sum + UMK backup → payout after backup

→

8

AM (by period) → RSM

The steps depend on each other (the store fund needs working hours, AM needs store results, RSM needs AM results), so they must be calculated in the order above.

Part 1 · ERP bonus

ERP: bonus points attached to each product

Each product code has published points in the ERP system. 1 point = 1 Rp.

① Selling 1 product → generates exactly that code’s published points

② Split: 60% to the seller · 40% to the team on shift

③ Customer returns → deduct return points

④ Add the regional K factor to match the chain’s ERP fund

⑤ Paid to SC and IASM, compared against the UMK backup

Points vary by product type

Product type	Points / unit	% of price
Phones, TVs, laptops, tablets	High	Low
Large appliances (fridges, washing machines)	High	Low
Small appliances (rice cookers, fans, blenders)	Medium	Medium
Accessories (cables, earphones, screen protectors)	Low	High

High-value items earn large absolute points; accessories and small appliances earn a high ratio to price to encourage add-on sales (see payout ratio).

Part 1 · ERP bonus

Each code’s points are built top-down

Total ERP fund — total points planned for payout each month

Category — factor based on consultation time and gross margin, relative to the phone category

Product group — factor relative to the category’s highest-revenue group

Brand — multiply by (brand GM / group GM)^0.5

Product code — ratio × price, clamped to the category floor / cap, rounded to 100

Category factor = (category consultation minutes / phone minutes)^a + (category GM / phone GM)^b − 1
Category fund = Total fund × Qty × factor / Σ(Qty × factor)
Code points = ROUND(MAX(floor, MIN(cap, ratio × price)), −2)

Tool: ERP point planning sheet. The planner only enters gross margins; the formulas produce each code’s points automatically.

Principles

Items with high gross margin and items that need long consultation earn more points.
Points are published in advance for each code → staff know what each sale earns.
A floor keeps low-priced codes worth selling; a cap stops high-priced codes from taking too much of the fund.
Periodically review the ERP payout ratio by product group against gross margin, and adjust any group that pays too much.

Part 1 · ERP bonus

60 / 40 split and deductions for returns

Seller ERP — 60%

The person who makes the sale receives 60% of the product’s published points.

Team ERP — 40%

The remaining 40% is split among everyone on shift at the store at the time of sale — encouraging the whole shift to help each other.

Seller 60%

Whole shift 40%

ERP bonus = Bonus points − Return points (calculated per employee × store)

Illustrative example: a product with 20,000 published points, 4 people on shift → the seller receives 12,000 + a 2,000 team share; the other 3 receive 2,000 each. If the customer returns the item, these points are clawed back.

Part 1 · ERP bonus

K factor: aligning total ERP to a set % of revenue

Fund rate = MIN(1.5%, 0.2 / (chain actual revenue in B IDR)^0.45)
ERP×K fund = Actual revenue × Fund rate
K fund = ERP×K fund − Σ ERP bonus
K_V1 = K fund / Σ ERP · V2..V5 = K_V1 × 0.95 / 0.90 / 0.85 / 0.80
K factor (employee) = K_region × ERP bonus

Chain revenue / month (B IDR)	≤ 310	400	500	650	900
Fund rate	1.50%	1.35%	1.22%	1.08%	0.94%

Rationale: total ERP payout always tracks a percentage of revenue, which declines as the chain grows. If points earned fall short of the fund → the difference is paid out through K; region V1 gets the highest priority.

Try it: chain revenue → K factor

Chain actual revenue (B IDR) 500 Σ ERP bonus (B IDR)

Default values are hypothetical.

Part 1 · ERP bonus

Who is paid ERP

Position	Code	Receives ERP?
Sales Consultant	3	Yes
Intern Assistant SM (IASM)	2	Yes
Store Manager	1	No
Assistant SM / Intern SM	0	No
IASM just transferred to ASM	—	Yes (transfer month)

Position for bonus purposes = position with most hours in the month. No working hours → defaults to SC.

SM / ASM still earn points when they sell, but are not paid ERP — they are rewarded on the whole store’s results.

A person’s ERP bonus = Σ (ERP + K) across all their lines: both seller and team shares, at every store they worked in.

Part 2 · Store staff

UMK backup: an income floor based on working hours

Standard hours = Mon–Fri days × 7h + Saturdays × 5h (e.g. a month with 22 Mon–Fri days and 4 Saturdays = 174h)
Backup = Applicable UMK × MIN(1, Working hours / Standard hours)
Payout after backup = MAX(Total bonus, Backup) — no top-up if resigned
Backup cost = Payout after backup − Total bonus

Applies to SC, IASM, SM, ASM, ISM.
For SC: actual income = MAX(ERP, hours-based UMK) → strong sellers earn above UMK, weak sellers still have a floor.
Staff working far from home also receive housing support (>400 km from home), paid outside the UMK comparison.

Try it: one SC’s income

ERP + K for the month (M IDR) UMK (M IDR) Working hours Standard hours Resigned

Default values are hypothetical.

Part 2 · Store staff

Sales Consultant and IASM

Sales Consultant

= Seller ERP + team ERP + K + spot bonus + sales contests
→ compared against the UMK backup

Intern Assistant SM

= same as SC + operations bonus + service bonus
→ compared against the UMK backup

Operations bonus (max 1M)

= (60% × 8NTTT score / 100 + 40% × CVST score) × 1,000,000 × Hours ratio

Example: 8NTTT 100, CVST 95% → (0.6 + 0.38) × 1M = 980,000

Service bonus (max 500K)

= Customer service score / 100 × 500,000 × Hours ratio

Example: service score 96 → 480,000

Hours ratio = MIN(1, working hours / standard hours). Every manager (SM, ASM, ISM, IASM) receives operations + service bonuses based on their own hours — these are not shared out of a fund.

Part 2 · Store managers (SM / ASM / ISM)

Steps 1–2: Converted revenue and target achievement

Category conversion factors

Category	Factor
SDA (small appliances), Utility Accessories	2.5
AV, HA, SIM	1.5
Other categories	1
Phone, Laptop, Tablet, VAS, Wearable	0.8

CR = Σ revenue per category × category factor
Converted target = converted sales target + EOL target uplift
%Ach = CR / Converted target
%Ach for bonus = 100% if the store opened within the last 3 months

Intent: push hard-to-sell / high-margin categories (appliances, accessories, AV, HA). 1 Rp of small appliances counts as roughly 3 Rp of phones.
New stores have no history, so they are held at 100% for the first 3 months to avoid penalizing managers for an unreliable target.

Part 2 · Store managers

Step 3: Payout rate by %Ach

%Ach 100%

Payout rate100%

= MIN(200%, MAX(50%, 1 + (%Ach − 1) + IF(%Ach > 120%, %Ach − 120%, 0)))

%Ach	Payout rate	Rule
≤ 50%	50%	floor
85%	85%	1% lower → −1%
100%	100%	target met
120%	120%	1% higher → +1%
130%	140%	above 120%: +2% per 1%
≥ 160%	200%	cap

Shared by stores, AM and RSM (RSM applies it separately to revenue and profit).

Part 2 · Store managers

Step 4: The store bonus fund

Standard fund = CR^0.75 × 0.65 × channel factor × region factor + 4,000,000 → Final fund = Standard fund × payout rate

Channel → factor

M2QL (2-SM store)	1.7
L	1.4
M	1.4
S	1.2
S1 / S2	1

Region → factor

V1	1.00
V2	0.98
V3	0.96
V4	0.94
V5	0.92

Standard fund by formula (V1, M IDR)

CR	S1	S	M/L	2 SM
1B	7.7	8.4	9.1	10.2
3B	12.3	14.0	15.7	18.2
5B	16.2	18.7	21.1	24.8
8B	21.4	24.9	28.3	33.6

Exponent 0.75: doubling revenue raises the fund by only ~68%. The fixed 4M ensures small stores still have a meaningful fund.

Part 2 · Store managers

Step 5: Splitting the fund between SM and ASM/ISM

Weighted hours = ASM hours × 0.7 + SM hours (IASM counts as 0 hours)
ASM fund = ASM hours × 0.7 / WH × Final fund × (0.7 if SM hours < 50h) × MIN(1, ASM hours / Standard hours)
SM fund = (Final fund − ASM fund) × MIN(1, SM hours / Standard hours)
Each person = their group’s fund × their WH / Σ group WH in the store

SM-IASM store: the fund is still split as for 1 SM + 1 ASM, but the IASM does not receive the ASM share because they are an intern. Amounts deducted for short hours are not redistributed to anyone else either.

Illustrative example: Store A (channel M, region V2)

CR / Converted target	3.0B / 3.5B
%Ach → payout rate	85.7% → 85.7%
Standard fund	15,431,637
Final fund	13,227,117
SM hours / ASM hours (standard 174h)	180h / 180h
WH = 180 × 0.7 + 180	306
ASM fund = 41.2% × 13.23M	5,446,460
SM fund = 13.23 − 5.45M	7,780,657
+ Operations / service per person	980,000 / 480,000

1 SM + 1 ASM with full hours: SM ≈ 9.24M · ASM ≈ 6.91M. Hypothetical figures.

Part 2 · Store managers

Try it: one store’s target bonus

Monthly CR (B IDR) Channel Region %Ach for bonus 85.7% SM hours (store total) ASM + ISM hours (store total) Standard hours

Defaults = hypothetical Store A from the previous slide.

Part 3 · Areas & regions

Area Manager

Standard bonus = (area CR)^0.4 × 500 + 6,000,000
AM %Ach = average actual %Ach of the stores managed
Target bonus = Standard bonus × payout rate
Operations / service = store average × 2
Income = (target + operations + service) × position factor × days worked / days in month
After backup = MAX(income, 3-month avg) + transport allowance + housing ± adjustments

Position factor: AM 1 · Intern AM 0.85 · AAM 0.7 · IAAM 0.7

Period split: if store allocation changes mid-month → calculate each period by number of days, then add them up.

Illustrative example: 1 AM, 15 stores

Area CR	40B
Standard bonus	14.71M
Avg %Ach → rate	92% → 92%
Target bonus	13.53M
Operations / service (avg 0.95 / 0.48M × 2)	1.90 / 0.96M
Full-month income (AM)	16.39M

The standard bonus grows very slowly with revenue: 10B → 11.0M · 20B → 12.6M · 40B → 14.7M. Hypothetical figures.

Part 3 · Areas & regions

Regional Sales Manager

RSM standard fund = average bonus of the RSM’s AMs × 1.8
Combined rate = 70% × Rate(CR %Ach) + 30% × Rate(previous month’s profit %Ach)
Target bonus = Standard fund × Combined rate
Effective-opening bonus = average bonus of stores opened last month × scale factor
Income = (travel allowance + target + opening) × position factor

Effective opening: new stores reaching ≥ 100% of target earn L 10M · M 8M · S 6M · S1/S2 4M; not reached = 0. Scale factor = MIN(200%, 1 + (number of stores − 1) × 10%).

Position factor: RSM 1 · IRSM (intern) 0.75 · ARSM (deputy) 0.5.
Admin RSM: fixed salary + target bonus at the RSM’s rate + 50% of the opening bonus.

Illustrative example

Avg bonus of the RSM’s AMs	13.0M
Standard fund = 13.0 × 1.8	23.40M
CR %Ach 95% → rate	95%
Profit %Ach 110% → rate	110%
70/30 combined rate	99.5%
Target bonus	23.28M
10 new stores: 3 M + 3 S on target, 4 missed	Avg 4.20M
Effective opening = 4.20 × 190%	7.98M
Income	(Travel allowance + 31.26M) × factor

Hypothetical figures.

Summary

Design principles and operating notes

Design principles

Per-product bonus for sellers: points published in advance, transparent, linked to gross margin and consultation effort.
40% team share so the whole shift sells together instead of competing for customers.
ERP fund tracks % of revenue on a declining scale; the K factor balances it automatically.
Converted revenue steers managers toward the desired category mix.
Exponent < 1 (0.75 store, 0.4 AM): funds grow slower than revenue, so small stores stay motivated.
50% floor / 200% cap by %Ach; new stores held at 100% for 3 months.
UMK income floor by working hours; every component is split by actual working hours.

Operating notes

Match data (resignations, transfers, special store lists) by employee ID / store code, not by name.
Specify clearly whether the K factor may be negative when total ERP exceeds the fund.
Record every factor (region, regional K, ERP fund scale) in the policy document, not only in the calculation file.
Specify clearly how to calculate concurrent roles or mid-month allocation changes.
Periodically review each product group’s ERP payout ratio against gross margin.
Automate the spreadsheets and monthly reconciliation to reduce manual entry errors.

Appendix

How Erablue calculatessales team bonuses

What each position receives

Monthly inputs and calculation order

Monthly input data

ERP: bonus points attached to each product

Points vary by product type

Each code’s points are built top-down

Principles

60 / 40 split and deductions for returns

Seller ERP — 60%

Team ERP — 40%

K factor: aligning total ERP to a set % of revenue

Try it: chain revenue → K factor

Who is paid ERP

UMK backup: an income floor based on working hours

Try it: one SC’s income

Sales Consultant and IASM

Sales Consultant

Intern Assistant SM

Operations bonus (max 1M)

Service bonus (max 500K)

Steps 1–2: Converted revenue and target achievement

Category conversion factors

Step 3: Payout rate by %Ach

Step 4: The store bonus fund

Channel → factor

Region → factor

Standard fund by formula (V1, M IDR)

Step 5: Splitting the fund between SM and ASM/ISM

Illustrative example: Store A (channel M, region V2)

Try it: one store’s target bonus

Area Manager

Illustrative example: 1 AM, 15 stores

Regional Sales Manager

Illustrative example

Design principles and operating notes

Design principles

Operating notes

Glossary

How Erablue calculates
sales team bonuses