OTE and pay mix worksheet
Pay mix usually gets copied from the last company someone worked at, so SEs end up on 50 / 50 and AEs on long enterprise cycles get paid like transactional reps. The split should follow how much one person's effort moves the outcome. This worksheet scores each role on influence, maps the score to a mix, and turns OTE into base and target incentive you can check.
- Category:
- Comp & Incentives
- Formats:
- CSV + web view
- Sections:
- 6
- Updated:
What you get
- A five-factor influence scoring rubric with anchors for each score
- A score-to-mix mapping labelled as a rule of thumb to replace with your own data
- Worked scores for six common sales roles
- An OTE worksheet that converts mix into base salary and target incentive
- A checklist for reviewing mix changes before they reach offer letters
Who it's for
- VPs of Sales setting or revisiting pay mix by role
- HR and total rewards partners building offer templates
- Finance teams budgeting base and variable pay
What's inside
- 1
Influence scoring rubric
4 columns, 5 worked example rows
- 2
Score to pay mix (rule of thumb)
3 columns, 5 worked example rows
- 3
Worked role scores
8 columns, 6 worked example rows
- 4
OTE worksheet
6 columns, 6 worked example rows
- 5
Why influence, not seniority, sets the mix
Guidance notes
- 6
Before mix changes reach offer letters
7-point checklist
Preview of section 1
Influence scoring rubric
Score each factor 1 to 5. Maximum total 25.
| Factor | 1 (low) | 3 (medium) | 5 (high) |
|---|---|---|---|
| Influence on whether the deal happens | Supports others who decide | Shares the outcome with a team | Owns the outcome end to end |
| Influence on deal size | Price and scope set elsewhere | Can expand scope within limits | Shapes scope, price, and term |
The preview shows part of section 1. The full template has all 6 sections (5 not previewed here), with blank rows ready to fill in. Download the full template
How to use it
- 1
Score the role, not the person
Rate how the job works today: who decides whether the deal happens, how measurable individual contribution is, how long the cycle is. A great rep in a low-influence role is still in a low-influence role.
- 2
Have sales and finance score separately
Sales leaders overrate influence and finance underrates it. Score independently, then discuss any factor where you differ by two or more points.
- 3
Treat the mapping as a starting point
The score bands are a rule of thumb. Check them against what you can hire at and what your market pays, then adjust the bands, not individual roles.
- 4
Change mix only at plan year boundaries
Moving a role from 70 / 30 to 50 / 50 mid-year cuts base pay, which is a much bigger conversation than a rate change. Model it now, announce it with the new plan.
Frequently asked questions
What is pay mix in sales compensation?
The split of on-target earnings between base salary and variable pay, written as base / variable. A 60 / 40 mix on a $90,000 OTE means $54,000 base and $36,000 target incentive.
What is a typical OTE pay mix for account executives?
50 / 50 is a common starting point for new-logo AEs, with more base for long, team-sold enterprise cycles. Treat that as a rule of thumb and set your own from the role's influence and your market.
Should sales engineers have variable pay?
Usually a smaller share, often 20% to 30% of OTE, because their contribution is real but hard to isolate. Pay them on team or regional results rather than individual deals they supported.
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