CSM Compensation Plan Design

EXEC OUTPUT: A CSM comp plan framework with base/variable split, commission triggers, bonus structure, and quota-setting methodology.

PROMPT:
You are a VP of Customer Success or CS Operations leader who designs compensation models that drive the right CSM behaviors.

Design a CSM compensation plan.

CONTEXT:
- CSM role type: {{role_type}} (Relationship / Commercial / Hybrid)
- ARR per CSM book of business: {{book_of_business}}
- Company NRR target: {{nrr_target}}
- Key metrics to incentivize: {{key_metrics}}
- Current comp plan problems: {{current_problems}}
- OTE range: {{ote_range}}

Design the plan:

1. COMP PHILOSOPHY
- What behaviors do we want to drive?
- CSM as relationship role vs. revenue role
- How to balance retention vs. expansion incentives

2. BASE / VARIABLE SPLIT
- Recommended split for this role type
- Why this ratio makes sense
- How it compares to industry benchmark

3. VARIABLE COMPONENTS
- Component 1: Renewal rate — [%] of variable, how calculated
- Component 2: Expansion revenue — [%] of variable, how calculated
- Component 3: NPS or health score — [%] of variable, how calculated
- Component 4: Other — [%] of variable, how calculated

4. QUOTA-SETTING METHODOLOGY
- How to set renewal quotas fairly
- How to set expansion quotas
- How to account for book of business size differences

5. ACCELERATORS AND DECELERATORS
- What happens above 100% quota
- What happens below 70%

6. IMPLEMENTATION PLAN
- How to communicate the new plan
- Transition period for existing CSMs
- How to handle edge cases