Web: Setup > Performance Pay
Performance Pay controls how a technician's commission is calculated. Rules never blend or stack. Exactly one rule wins on each line item.
How TeamBuyIn decides a tech's rate
The first rule that applies wins, in this order:
The technician's own flat rate.
The technician's rate tiers.
The service item's rate, if the service is commissionable and has a rate.
The organization default.
Spiff exception: if a service item is marked 'Spiff', its service rate beats the technician's own rate on that line. The rate is split evenly across the commission-eligible technicians on the line.
Step 1: Set per-tech rates
Web: Setup > Performance Pay > Per-tech rates
Find the technician and click 'Edit'. The window asks 'How should (name) be paid?' Choose one:
Inherit -- use the service rate first, then the organization rate. Leave this in place if you do not want a custom rate for this tech.
Custom flat rate -- Fixed, Top Line or Bottom Line.
Custom rate tiers -- the rate depends on this tech's net revenue after discounts over a period you choose.
To remove a custom rate, remove it in the same window. The technician goes back to inheriting the service rate, then the organization rate.
Payout types
Fixed -- a set dollar amount per line item. At $75, a job with 3 line items pays $75 x 3 = $225.
Top Line -- a share of net revenue after discounts and before costs. At 10%, a $1,200 job pays $1,200 x 0.10 = $120.
Bottom Line -- a share of profit after parts and other job costs. At 10%, a $1,200 job with $800 in costs pays ($1,200 - $800) x 0.10 = $40. Bottom Line is only available when profit visibility allows it.
How rate tiers pay out
The payout depends on what is selected under 'Measured over'.
Per job -- each job stands alone. The tier that single job's net revenue clears sets the rate for the whole job. Example: tiers of $0 at 5% and $1,000 at 10%. A $1,200 job pays 10% on the full $1,200, which is $120.
A time period (This week, This month, This quarter, Last 30 days, Last 90 days) -- revenue adds up across every job in the period. The higher rate applies only to dollars earned after the threshold is crossed. It is not retroactive. Example: tiers of $0 at 8% and $10,000 at 10%. A tech who does $15,000 in the period earns 8% on the first $10,000 and 10% on the remaining $5,000, which is $800 + $500 = $1,300.
Thresholds are measured per tech, not per ticket. On a shared $1,500 job, each of two techs is credited $750. Jobs you have already reviewed are not re-priced. See Rate Tiers and Tier Reset Periods.
Step 2: Set your organization default rate
Web: Setup > Performance Pay > Organization default rate
This is the fallback for everyone who has no rate of their own and whose service has no rate. Click 'Set default' (or 'Edit default'). Choose a single rate or rate tiers. If there is no organization default, every tech without a custom or service rate earns $0 until you create one. A saved default applies to future and pending jobs.
Step 3: Set service-specific rates
Set a rate on a service under Setting up services and commissions. A service rate is used after the technician's own rates and before the organization default, except on spiff services.
Sales rates
Use 'Rates for' at the top to switch from 'Service' to 'Sales' to set what salespeople earn. See Sales Commission.
Note: Reviewed payouts never change when a rule changes. Pending jobs use the new rule.