Evaluate Your Incentive Compensation System

An incentive compensation evaluation is a structured assessment that measures how effectively your organization designs, manages, and optimizes its variable pay programs. It examines critical areas such as plan structure, data reliability, rep transparency, governance workflows, and analytics capabilities to identify strengths and improvement opportunities.

This diagnostic is designed for RevOps managers, VP of Sales, CROs, Heads of Sales, CFOs, and anyone responsible for designing, managing, or overseeing sales compensation plans. Whether you manage commissions for a team of 10 or 500, the evaluation adapts to your context.

The evaluation includes 20 questions and takes approximately 8 minutes to complete. Each question offers four answer options, so there is no open-ended writing required.

You receive an overall maturity score out of 100, a visual radar chart showing your performance across five dimensions, and a maturity level rating (Early Stage, Developing, Advanced, or Best-in-Class). By entering your work email, you also unlock detailed, personalized recommendations for each dimension.

The evaluation covers Plan Design & Strategic Alignment, Automation & Data Reliability, Transparency & Rep Engagement, Governance & Payout Process, and Analytics & Performance Optimization. Together, these five pillars capture the full lifecycle of incentive compensation management.

Your email is collected solely to send you a detailed report with your results and recommendations. Qobra does not share your information with third parties. You can review Qobra's privacy policy for full details.

A lower score is not a failure — it is a roadmap. The detailed recommendations you receive after the evaluation highlight exactly where to focus first to get the highest impact. Many organizations start at the Developing or Early Stage level and use these insights to build a business case for modernizing their compensation process.

Yes. We recommend retaking the evaluation every 6 to 12 months, especially after implementing changes to your compensation plans or tools. It is a useful way to measure progress over time.