People Tools

Pay Your Team for What Matters

Build a base-plus-bonus plan for a service advisor, paraplanner or client service seat. Pick a few measures, set the bar, and see what the plan pays at every level.

Level 10 Coaching

The Seat and the Pay

One plan per seat. Changing the seat loads sample measures for it.

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The Measures

Threshold is where the bonus starts (pays 50% of that measure's share). Target pays 100%. Stretch pays 150%, the cap. If lower is better — like errors — just set the threshold above the target.

MeasureWeight %ThresholdTargetStretchExpected result
Total Pay at Target
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Bonus at Your Expected Results
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Your Pay Plan

What each measure pays, what the plan costs at every level, and a check on the design.

What Each Measure Pays

At the results you expect this year.

MeasureWeightResultPayoutBonus

The Plan at Every Level

If every measure lands at…BonusTotal payBonus share of pay

Design Check

    The payout curve (50% at threshold, 100% at target, 150% at stretch, straight lines in between) is this tool's default. The design checks are rules of thumb, not legal or compensation advice. Have any plan reviewed before you roll it out.

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    See what each measure pays, the plan at threshold, target and stretch, and a check on how it's built.

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    Reading Your Pay Plan

    A pay plan is the clearest statement a firm makes about what it values in a seat. Base salary pays for showing up and doing the job. The bonus points attention at the few results that matter most. This tool builds a simple plan from a handful of measures and shows what it pays at every level of performance.

    Fewer Measures, Clearly Weighted

    Every measure added to a plan takes attention away from the others. A small number of measures, each with enough weight to matter, is easier to explain and easier to act on. If a measure carries so little weight that hitting it barely changes the check, it is usually better removed.

    Pair Speed With Quality

    A single measure invites shortcuts. Requests closed quickly can be closed carelessly. Reviews held on schedule can be held without preparation. Pairing each speed or volume measure with one for quality keeps the plan honest without adding complexity.

    Set Target at Good, Not at Ordinary

    If expected results hit target on every measure every year, the plan is paying a bonus for the job itself. Target should describe what good work looks like in the seat, with threshold as acceptable and stretch as exceptional. Revisit the levels each year as the team improves.

    Common questions

    How should financial advisory firms pay service advisors and paraplanners?

    Many firms pay a base salary for the role plus a bonus tied to a few measures the person can influence, such as client retention, review preparation, timeliness and paperwork quality. The right mix depends on the seat, the firm and local pay levels, and plans should be reviewed before rollout.

    What is a threshold, target and stretch in a bonus plan?

    Threshold is the minimum result at which a measure starts paying a bonus. Target is the expected result for good performance and pays the planned bonus. Stretch is an exceptional result that pays more than target, usually up to a cap. Results between levels typically pay proportionally.

    How many measures should a team bonus plan have?

    Plans are generally easier to understand and act on with a small number of measures, each carrying meaningful weight. Pairing a volume or speed measure with a quality measure helps keep the plan balanced.