1. Acme Automation Incentive plan Review Workshop “Ready-Set-Go” proposal

2. Contents So, it’s time to review the plan – now what? Key success factors for an effective review process The “Ready-Set-Go” framework The RGS Workshop – scope of work Expected benefits and outcomes for Acme Automation Investment summary Client references 2

3. 1) “It’s time to review the sales incentive plan” 3 It’s going to be time consuming Lets start with a blank sheet of paper common thought bubbles for planners – non industry specific! Sales performance & incentive reporting is to blame The business keeps changing the plan The plan is not driving the activity I need

4. 2) Key success factors for an effective review process 4

5. 3) Best practice framework for incentive program development 5 Facilitates >> engagement + scope clarification +shared language + diagnosis + concise documentation Setting the foundations for best practice Designing sales incentive and recognition programs Sales incentive plan and program implementation

7. Test / quantify any key issues

9. Clarify expectations and scope for workshop

10. Their views/requirements/issues (per 10 x modules)

11. Develop custom materials for client

13. Confirm sessions for group work v group discussion

14. One facilitator and a second consultant

15. Finalise workshop deck

16. Review and present to project teamDocument & Present

17. 4) Suggested focus areas for Acme Automation 7 Draw out during analysis phase Available metrics Individual * Team Big deals Timing Data sources Program goals SFE context Eligibility Product mix Impact of hurdles Adds, moves, changes Describe Prioritise Review various model options Calculation frequency Audit trail Market data Positioning statement Payment timing re big deals - milestones Program communication Query handling At risk per role Modeling Communication Change management Key success measures Outliers Leverage Cost of incentive

18. 5) Key benefits targeted for Acme Automation 1) Optimise use of stakeholders time – save time & money This is not new ground. Lets build on the learnings and get the job done in less than half the time it would normally take 2) Ensure program changes are incremental, practical and beneficial Participants are telling us they want stability and minimal change 3) Develop the basis for improved plan documentation for 2012 Clear communication of the Purpose – Principles – etc 4) Develop a common language for incentive program design Stakeholders will have a reference point for issues that may arise during 2012 5) Set clear goals for the program Design a measurement process and identify low hanging fruit to improve program efficacy 8

19. 5) Project documentation 2011 data analysis summary Survey and interview notes from pre meetings with program participants Workshop agenda and presentation materials Printed workshop materials – 1 copy per participant Incentive plan “strategy deck” (workshop materials plus all input from the workshop) Final presentation of outcomes and agreed actions (presented to participants post workshop) 9

20. 6) Investment summary 10 The table below identifies the number of consulting days allocated to each part of the project and who will work on the project from PerformanceCentre (refer bios next page)

21. 6) Project team Page 11

22. 7) Client references KSB Pumps Developed a new incentive plan design during 2 x half day workshops Plan implemented successfully with optimal investment of time of branch and state managers No plan re-work in 2011 Suncorp Retail Bank 2 x day workshop training for HR stakeholders in preparation for FY12 design and review process High survey rating of 8.5 of 10 Aristocrat Leisure Developed a new incentive plan design during 3 x half day workshops Plan documentation completed for launch Plan implemented successfully Optus We have run two sets of RSG workshops for Optus in 2009 and 2010 Optus commissioned PCI to develop a “Targets” best practice framework end 2010 12