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--- support:company_setup [2011/02/05 14:02]
jshellhaas
+++ support:company_setup [2011/02/05 16:21] (current)
jshellhaas
@@ Line 14: / Line 14: @@
 Because of the added pricing flexibility that is created, the operational "shifts" of the business should be specified before setting up Pricing Templates.  From the Main menu, the shift structure is defined in "Pricing setup - Shifts/commission".  You can define up to three shifts.  The Pricing Templates will provide an opportunity to set different rates for each pre-defined shift and to mark-up weekend work by a percentage.  The time stamp when a job is assigned to a driver is used for selecting the appropriate time (shift and weekday/weekend).
+{{:support:shifts_2.jpg|}}
+{{:support:shift_definition.jpg|}}
+==== Commissions ====
+DispatchDirectTM assumes that the primary basis for setting commissions is based on the work that is being accomplished by the driver (e.g., vs. personality).  You can think of this as the "base" commission rate, and it is defined in each Pricing Template.  The "base rate" could be the same for all services.  However, there is flexibility to set the "base rate" differently  in each Pricing Template.  You could, for example, decide to pay lower commissions for Service Calls than tows, and/or pay higher commissions for towing luxury cars (that require special care) than for most other vehicles.
+\\
+While making the work accomplished the foundation for commissions ("base rate"), many companies increase commission rates for drivers based on other considerations such as experience and/or capabilities.  For example, these increases can provide "incentives" for drivers to remain with the company and improve performance.  DispatchDirectTM provides three dimensions for adding this kind of  "incentive rate" to the "base rate" (as defined in the Pricing Templates).  The dimensions are Tenure, Skill Level, and User-Defined.  All are optional.   Each "incentive rate" has four potential levels - describing increasing levels of  driver "achievement".   It is not necessary to use all four levels.  Each level is user-defined, as is the amount of the increase to the "base" commission.
+\\
+In Drivers - Driver List, each driver is assigned the appropriate level of "achievement" on each of the selected "incentive rates" (Tenure, Skill Level, and User-Defined) that again,  add to the "base" commissions.
+\\
+An example: assume the "base" rate in the Pricing Template is set at 15%, the driver has achieved Level 2 as described in "Skill level/Certification", and the commission increase for Level 2 is defined as an additional  2%.   In this case, the driver's commission will be 15% + 2% = 17%.  If the driver were to complete a job carrying a higher "base rate", say 18%, the commission would be 18% + 2% = 20%.
+\\
+As illustrated in the above example - **the approach for setting "base rates" and "incentive rates" should be designed at the same time to be in "sync" with each other and to achieve the desired mix/balance**.  As an extreme example, a company could decide to set "base" rates for all offerings in the Pricing Templates at 0%, and in Shifts/Commissions set the "User-Defined Levels" as Level 1 = Good =10%, Level 2 = Better =15%, and Level 3 = Best = 20%.  Each driver (in Drivers - Driver List) could be graded as Level 1,2, or 3 and would get the corresponding commission of 10%, 15%, or 20% for each and every job that they complete.
+{{:support:commissions.jpg|}}
+{{:support:driver_list.jpg|}}

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