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Siebel Incentive Compensation 7 Chicago User Week October 1-3, 2001

Drew Garcia
Product Line Manager

Siebel Incentive Compensation 7 Overview

Siebel Incentive Compensation 7 is a market-leading solution for managing complex, dynamic variable compensation plans for large numbers of people
Enables a company to translate its strategic objectives into actionable compensation plans Accurately calculates compensation and clearly communicates plans and results to participants

Transforms Siebel Incentive Compensation into a strategic selling tool that allows companies to quickly adapt to changing market conditions

Siebel Incentive Compensation Value Proposition

Align sales goals with corporate strategy Communicate quotas/goals and achievement clearly Calculate compensation in an accurate and timely manner Save time and reduce disputes Fully integrated with Siebel eBusiness applications

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Key Functionality

Easy Plan Creation

Easy to setup, modify, administer Make changes as needed and track revisions Design plans, assign participants/divisions

Create default plans & customize for each participant

Flexible Plan Definition

Any Metrics
Predefined to Save Time Easily Added Custom Metrics Target Specific Performance Both Objective & Subjective Measures (integrated with Siebel Performance Management)
Revenue
$100,000 $150,000 $200,000 $250,000

Any Payout Structure

Simple or Tiered Tables Custom payout formulas
% Deal Payout
1.0% 2.0% 3.0% 4.0%

300000

4.0%
250000 200000 150000

3.0% 2.0% 1.0% 3.5%

100000 50000

Flexible Plan Definition

Goal/Quota Definition Team & Individual Plans Compensation Rollup to Managers Draws Payout when Recognized

Flexible Plan Definition

Complex compensation calculations
Linkages Multipliers Accelerators Hurdles Thresholds Advanced multi-currency support Complex formulas

What-If Analysis & Modeling

Financial planning and analysis Compensation Modeling

Period Name Q2 1999 Q2 1999 Q2 1999 Q2 1999 Q2 1999 Q2 1999

Last Name Alacon Conway Marks Miller Silver Stevens

First Name Hector Chris Mary Sue Victor William

Total Compensation 60,681.53 60,681.53 60,681.53 62,281.53 64,681.53 60,681.53

Period Name Q2 1999 TEST Q2 1999 TEST Q2 1999 TEST Q2 1999 TEST Q2 1999 TEST Q2 1999 TEST

Last Name Alacon Conway Marks Miller Silver Stevens

First Name Total Compensation Hector 62,549.66 Chris 61,766.00 Mary 57,967.73 Sue 65,447.23 Victor 64,008.91 William 59,998.44

Compensation Statements for Participants

Comprehensive information on earnings Analyze achievement One-click access to all account, deal and activity information Eliminate the inquisition, hunting and gathering Full disconnected support for payees

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Siebel Incentive Compensation 7 Enhancements

Siebel Incentive Compensation 7 Objectives

Integrate incentive compensation with opportunity management to provide actionable feedback to sales reps before they close deals Improve the quality and acceptance of sales quotas by involving sales managers and reps in the quota setting process Deliver a zero-footprint Web application that provides end users with an easy-to-use highly interactive Web client Improve the communication of compensation plans and objectives to ensure alignment of sales behavior and corporate strategy

New in Siebel Incentive Compensation 2001

Zero footprint web client

Estimating Compensation
Quota Setting Recognition Programs Detailed plan summary Audit Trail

New for Siebel 7: Zero Footprint Web Client

Use: Uses standard web browsers such as IE and Navigator Same rich functionality in mobile and connected clients Benefits: Enhanced performance and flexibility Minimum learning curve for maximum productivity Streamlined administration and ease of use Full disconnected support

New for Siebel 7: Estimate Compensation

Use: Estimate compensation on live deals before they close Benefits: Proactively motivate & direct representatives

Estimate compensation on one or many opportunities

Perform what-if analysis on opportunities

Provides actionable feedback

Focus on strategic opportunities

New for Siebel 7: Estimate Compensation

Estimate quota achievement
Where am I against my quota target? How close does this deal get me to target?

New for Siebel 7: Quota Setting

Use: Apply factors and adjustments to quota target Territory adjustments Account responsibility Market conditions Competitive landscape Benefits: Involve Sales and Sales Management in the quota setting process Sales representatives buy-in to quota target

Spread quota over multiple time periods Period trends Seasonality skews

Roll down quotas through sales hierarchy

New for 2001: Quota Setting

Quota setting and management tool
Assign Top Level Quota Numbers to Managers

Quota Spread Across Direct Reports

Managers Apply Factors to Quota Targets

Spread Quota Target Across Measure Period

Rep Reviews & Approves Quota Schedules

New for Siebel 7: Recognition Programs

Use: Compensate with non-cash rewards such as trips, merchandise and other prizes Pay over a recurring period or as a one-time event Cash and non-cash awards are displayed as a consistent reminder of goal Benefits: Encourage sustained effort and performance

Motivational need for recognition

Presidents Club Million Dollar Roundtable Top Rep of the Year

New for Siebel 7: Detailed Plan Summary

Use: Clearly communicate compensation plans, components, quotas, and recognition programs to reps Accept compensation plan & track acceptance Benefits: Aligns behavior with sales goals Reduce disputes regarding compensation calculation Develops sense of trust between the rep and the compensation process

New for Siebel 7: Complete Audit Trail

Use: Trace Update, Insert, Delete and Copy Trace any fields of any business component User defined auditing scope

Benefits: Enables Compensation Administrators to meet Regulatory Requirements Maintain Data History

New Value Who made a change What buscomp changed Old Value Field that changed

Benefits of Using Siebel Incentive Compensation 7

Increased Revenues/Profitability

Allows companies to quickly change sales behavior in response to changing market conditions Increases revenue by motivating sales reps to close more business Focuses sales reps on the most important deals Provides actionable feedback on selling strategy before an opportunity is closed Flexible plan design can focus reps on more profitable products with smaller discounts

Benefits of Using Siebel Incentive Compensation 7

Higher Employee Productivity

Reduction in manual effort required to maintain plans, track data, and calculate compensation allows compensation administrators more time for analysis and other value-added activities Through easy plan design, compensation administrators can quickly create new plans without the assistance of the IT department Accurate calculations and better communication reduce the time spent disputing payments and resolving errors Visibility into compensation plans and results eliminates need for sales representatives to track deals and calculate compensation in side books

The Worlds Leading Provider of eBusiness Applications Software

Demonstration

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