Store Sales Plan: How to Set Targets and Salesperson Bonuses

Start with sales from several comparable periods: subtract returns using consistent rules, then determine what the store can achieve with its available stock and team schedule. Choose a plan metric. Before the planning period begins, define in writing which sales count, who receives credit for them, and how the bonus is calculated.

Calculate base pay for work performed and the performance bonus separately. Failure to meet a plan does not, by itself, give an employer the right to reduce agreed pay or deduct a fine from wages. The legal rules in this article apply to stores in Ukraine and employees working under employment contracts, including contracts with individual entrepreneurs acting as employers.

1. Prepare data for a realistic plan

Gather sales data for several comparable periods and identify the reasons for significant differences. Compare the same stores, product groups, and accounting methods. If one report shows shipments while another shows only paid purchases, first define a consistent set of transactions for comparison.

• Sales and returns. List sales and return amounts separately, along with the quantities sold and returned. Calculate the difference using rules set in advance; this will be the basis for the plan.
• Business days and hours. Note store closures, shortened shifts, and differences in the number of days off. If needed, compare revenue—the total amount of sales—per business day or hour.
• Team composition. Compare the number of salespeople, hours worked, and training periods for new employees. Assess individual results in light of the shifts available to each employee.
• Season and prices. Determine how seasonal demand, promotions, and price changes affected results. Assess separately the increase in sales value caused by higher prices and the increase caused by more purchases.
• Product availability. Identify popular items that were out of stock and whether supplies for the next period have been confirmed.

Do not add a universal 10–30% to the previous result. Tie every change to the target to a specific reason, such as additional business days, an agreed promotion, replenishment of the product range, or a confirmed change in demand. If the effect of a factor cannot be assessed, mark it as an assumption and review it after the first period.

Illustrative example of calculating the baseline. Over 24 business days, the store sold UAH 630,000 worth of goods, and returns amounted to UAH 30,000. Revenue after returns: 630,000 − 30,000 = UAH 600,000. Average result per day: 600,000 ÷ 24 = UAH 25,000. For 26 comparable business days, the benchmark would be 25,000 × 26 = UAH 650,000. This is approximately 8.33% above the previous result because there are more business days. Before approving the target, compare it with the team schedule, stock, and demand.

2. Choose a metric that salespeople can influence

For the first rollout, choose one primary metric. Use additional metrics to assess the quality of the result; for example, review returns and discounts alongside revenue.

Illustrative examples of calculating plan attainment. If the revenue plan is UAH 650,000 and the actual result is UAH 663,000, attainment is 663,000 ÷ 650,000 × 100% = 102%. If 540 units were sold and 20 returned, the result under the rules for counting quantities after returns is 520 units. Against a plan of 500 units, attainment is 520 ÷ 500 × 100% = 104%.

Illustrative average-check example. If the agreed method divides revenue after returns by the number of sales receipts, then for UAH 600,000 and 1,200 receipts, the average check is 600,000 ÷ 1,200 = UAH 500. A target of UAH 520 with the same 1,200 receipts corresponds to 520 × 1,200 = UAH 624,000 in revenue. This calculation helps align targets; the number of future receipts remains an assumption. Before automating the calculation, compare your method with the program’s algorithm.

If the bonus depends on two metrics, state whether both must be met. Include an example of partial attainment so the salesperson knows in advance how the bonus will be calculated if the monetary target is met but the quantity target is not.

3. Decide who receives credit for the result

Choose the plan level to match how work is organized. A store plan is suitable when employees jointly advise customers and make sales. For a team plan—a plan for a group of employees working together—you need to track shift composition precisely and define how the bonus is allocated. An individual plan requires reliable attribution of every sale to a salesperson.

Before rollout, define in writing who receives credit in disputed situations: one employee advises the customer while another processes payment; two departments serve the same customer; a salesperson works at several locations; or another shift accepts the return. If the agreed model rewards consultation, do not credit the cashier with the entire individual result solely because they completed the purchase.

For a team bonus, specify the allocation method: agreed participation coefficients, which determine each employee’s share, or hours worked. Provide a calculation example and show it to everyone involved before the period begins.

4. Agree on base pay and bonus terms

Article 97 of the Labor Code of Ukraine (LCU) provides for individual and collective pay systems. At an enterprise, bonus terms and amounts are set in the collective agreement in compliance with statutory rules and guarantees, as well as general and sectoral (regional) agreements.

If an enterprise has no collective agreement, the employer agrees on these matters with the elected body of the primary trade union organization or the trade union representative who represents the interests of the majority of employees. If neither such a trade union body nor a representative is present, the employer agrees with another body authorized by the workforce to represent it. An employer, including an individual employer, may not unilaterally worsen pay terms established by law, agreements, and collective agreements.

Set out the bonus rules in a separate document and align them with the employees’ current pay terms. Give each employee the text and record their acknowledgement before applying the rules. An employee’s signature acknowledging that they have read the rules does not replace proper approval of pay terms.

• Define base pay and a separate bonus formula.
• Specify the period, store, team or employee, product group, and target.
• State which report supplies the data, the attainment formula, and the rounding rule.
• Describe how returns, discounts, and corrected documents affect the calculation.
• Define what to do if the store closes, the schedule changes, or a delivery is delayed.
• Assign responsibility for checking the calculation against these rules and specify how employees can raise questions or objections.

Illustrative bonus example. In advance, the store set an additional bonus pool—the total bonus amount for the team—of UAH 6,000 for attaining at least 100% of the plan. The team reached 102%, and the agreed allocation between two employees is 60% and 40%. The bonuses are 6,000 × 60% = UAH 3,600 and 6,000 × 40% = UAH 2,400 before taxes and mandatory deductions. Each employee’s base pay is calculated separately under their terms. For a result below 100%, apply the rule for this bonus that was agreed in advance.

What to do when current pay terms change

As a general rule, Article 103 of the LCU requires an employer to notify an employee of a worsening of pay terms no later than two months in advance. During martial law, Part Two of Article 3 of Law of Ukraine No. 2136-IX of 15.03.2022 provides for notice no later than before those terms are introduced. This special notice period does not cancel the requirements of Article 97 of the LCU.

If you change current pay terms, follow the applicable approval procedure and notice period. Do not change the formula retroactively after results are known.

Why failure to meet a plan is not grounds for a fine

Under Article 127 of the LCU, deductions from wages are allowed only in cases provided by law. Do not impose a monetary penalty for failing to meet a plan or deduct it from earned pay.

Determine an employee’s bonus eligibility under the agreed criteria while preserving proper pay for work performed and statutory guarantees. A fine feature in a program does not create a legal basis for applying fines.

5. How to set up sales plans and bonuses in Torgsoft

Automation requires the paid additional option “Зарплата та мотивація персоналу” (“Salary and Staff Motivation”), code 025. It works with Torgsoft-Ultra, Terminal, and Torgsoft-Online licenses starting from version 7.6.4 with database 354; it is unavailable in Torgsoft-Start. A free 30-day demo version is available.

For individual versions, the option is purchased for each workstation; for a local network, one per network; and for a terminal license, one per server. Before purchasing, check compatibility, current price, and terms on the “Зарплата та мотивація персоналу” (“Salary and Staff Motivation”) option page.

Prepare employee records

1. Activate the option for the required accounting center—the store or warehouse in Torgsoft.
2. Configure positions and pay formulas in line with the agreed bonus terms.
3. Issue personal badges to salespeople; these are employee identifiers in the program.
4. Check that badges are registered before work begins. Without a registered badge, the program will not credit a sale or the corresponding percentage of compensation to the salesperson.

Create a plan and link it to payroll calculation

1. Open “Розрахунок зарплати → Планування → План продажів” (“Payroll Calculation → Planning → Sales Plan”) and create a record.
2. Specify the sales location, the period start and end dates, and, if needed, the product group.
3. In the “Вид плану” (“Plan type”) field, choose “На суму” (“By amount”), “На кількість” (“By quantity”), or “На суму і кількість” (“By amount and quantity”).
4. Fill in “Виторг планований” (“Planned revenue”) and/or “Кількість планова” (“Planned quantity”) according to the selected plan type.
5. If you set an average-check target, fill in the “Сума середнього чека планована” (“Planned average check amount”) field.
6. Specify the “Тип плану продажів” (“Sales plan type”), a designation that links plans to the corresponding payroll calculation methods. Save the record.
7. Open “Розрахунок зарплати → Налаштування → Зарплата за посадою” (“Payroll Calculation → Settings → Position-based Pay”).
8. Choose the corresponding calculation method: “Індивідуальний відсоток” (“Individual percentage”), “Премія за продаж виду товару” (“Bonus for sales of a product type”), or “Доплата від ціни” (“Price-based additional payment”).
9. Specify the “Тип плану продажів” (“Sales plan type”) to be used for this calculation.
10. Review all plans of this type: the program will include them in payroll calculations. Make sure the list matches the agreed bonus terms.
11. Run “Розрахувати план продажів” (“Calculate sales plan”).

Check which transactions are included in the calculation

For an individual plan, configure it separately:

1. At the required sales locations, set the method to “Бригадна робота з урахуванням особистих продажів” (“Team work with individual sales taken into account”).
2. On the “План особистих продажів” (“Individual sales plan”) tab, create a plan: specify the employee, dates, plan type, planned revenue, and product groups.
3. Match the plan type and product group to the sales location plans: the individual result is calculated using the corresponding plans across the entire network.
4. To create an accrual, select “Створити нарахування” (“Create accrual”) and check the result against the agreed bonus terms.

When configuring the system, use the planning guide and check the revenue calculation method in the location settings.

1. For the “За оплаченими товарами” (“By paid goods”) method, open “Параметри → VIP-клієнти” (“Parameters → VIP customers”). VIP is the program’s designation for a special customer category. Set the method to “Часткова оплата з розшифровкою за товаром” (“Partial payment with itemized allocation by product”).
2. For a trial calculation, compare the amounts included with payments for posted sales and payouts for posted returns. Unpaid sales and returns without payouts are not included. Transactions in “Торгівля з випискою рахунка” (“Trade with invoice issuance”) mode are also not included, even after payment or a refund to the customer.
3. For the “По проданих товарах” (“By goods sold”) method, check that sales are included regardless of payment and returns regardless of whether money has been refunded to the customer.
4. If “По проданих товарах” (“By goods sold”) is selected, to include a sale from “Торгівля з випискою рахунка” (“Trade with invoice issuance”) mode, specify the employee on the invoice when creating the “видаткова накладна” (outgoing goods invoice, a shipment document), or register the team in this mode.
5. With “По проданих товарах” (“By goods sold”), to include a return from “Торгівля з випискою рахунка” (“Trade with invoice issuance”) mode, register the team in this mode specifically.
6. Check returns: the program includes returns of sales from this location that were accepted across the entire network.
7. In the sales location settings, check “Віднімати бонуси, які було нараховано клієнту” (“Deduct bonuses credited to the customer”). When this setting is enabled, the program subtracts credited bonuses from plan revenue. The program adds the amount paid using bonuses. Compare both components with the agreed bonus rules.
8. In the plan itself, check “Виключити покупки ВІП-клієнтів” (“Exclude purchases by VIP customers”). If enabled, the program excludes sales to this customer category and associated returns. Before a trial calculation, make sure the bonus rules provide for this exclusion.
9. Check the average check using the program’s formula: divide revenue for the period by the number of sales receipts on days with positive revenue. For this metric, revenue is sales minus returns. Make sure the agreed bonus method uses the same calculation.

Configure salesperson tracking for each product item

If several departments use one cash register and each product item needs to be assigned to a salesperson, a separate paid option, “Зв’язування продажу кожного товару з продавцем” (“Linking Each Product Sale to a Salesperson”), code 003, is available for this purpose. It is available starting from version 7.6.4 with database 354.

For individual versions, the option is purchased for each workstation; for a local network, one per network; and for a terminal license, one per server. See the list of additional options for the current price and commercial terms. Before using the results for bonuses, make a trial sale and check which salesperson receives credit for each item.

6. Check returns and calculations before payment

Before rollout, set a date for checking results and define how to account for returns at the boundary between periods. Separately describe how to handle a return of goods sold in the current period and goods sold in a previous period. Under these rules, the person responsible for the calculation must ensure that no transaction is counted twice.

If a return is processed after a bonus has been paid, do not automatically create an employee debt. Give the accountant the return document, the calculation of the bonus already paid, and the agreed bonus terms. The accountant must determine whether those terms provide for recalculation in this situation and whether there is a legal basis for any recalculation or deduction. A technical adjustment in a report does not, by itself, give the right to deduct money from wages.

Before approving payment, the designated person responsible must take the following steps:

1. Check the parameters against the written terms. Verify the period, sales location, product group, metric, and target.
2. Check the transaction sample. Include a regular sale, a discounted sale, a return, and a transaction at the boundary between periods. If applicable, add a partial payment and a sale involving customer bonuses. For each transaction, determine whether it was included under the agreed rules.
3. Check salespeople and shifts. Verify employee registrations, team membership, transfers between locations, and attribution of disputed sales.
4. Repeat the calculation manually. For the sample, calculate the counted result, attainment percentage, bonus, and allocation. Find the reason for every difference from the program.
5. Show employees the details. Provide the base-pay and bonus calculation, the list of returns included, and explanations of adjustments. Correct confirmed errors before approving payment.
6. Keep the basis for the calculation. Retain the agreed terms, calculation, and list of corrections so the result can be reproduced in the next period.

Start by exporting sales and returns for several comparable periods. Use these data to set the first target, agree on the bonus rules, and check a trial calculation. After the period ends, determine how product availability, the schedule, the number of purchases, the average check, and returns affected attainment. Base the next target on these data and inform the team of the terms before they take effect.