Compensation Structure & Pay Bands
Purpose
Defines how Spartan structures compensation for each role — base pay, commission/bonus eligibility, and the principles that govern pay decisions. ## Who This Applies To
Josh (owner) sets pay bands. the Office Admin (Paylocity admin) executes. All employees are entitled to understand how their pay is calculated. ## Compensation Components by Role
### Service Technicians
- Base: Hourly or salary base (varies by technician level and tenure)
- Commission: Performance-based on job revenue generated
- Bonus: Monthly bonus after 60 days of employment (up to maximum per Whale job posting)
- LTO commission: 3% of LTO job value when a tech sets up a Look To opportunity that closes
From Whale job posting (current): Entry-level service tech base is approximately $41,600/year ($800/week), with bonus potential up to $23,400 annually + monthly bonus (max $1,950) after 60 days. ### Sales Team
- Base + commission structure
- KPI targets: 30% closing rate, $5,000 conversion average, $3,500 GBA
- Commission paid only after the client's payment is collected in full (including upsells)
### Install Technicians
- Hourly base
- Performance bonus tied to install KPIs and quality metrics
### Office / Dispatch
- Hourly or salary
- No commission — performance bonus at Josh's discretion based on call volume KPIs and accuracy
## Commission Rules — All Roles
From Slack:
- Commission payouts are contingent on client payment status — commission is only paid on fully collected jobs
- LTO commission: 3% for setting up a Look To that closes
- Commission split for assisted jobs: when a tech requires assistance, a commission split is negotiated and offered to the assisting tech
- No two lead techs on a job — this prevents commission disputes and payroll complications
## Payroll Administration
- All pay processed through Paylocity (bi-weekly or as scheduled)
- Commission discrepancies investigated by the Office Admin or Jessie — correction applied in the next cycle
- Incorrect time clock entries reported immediately to Payroll for correction
- EWS pay added as a separate line item to the regular check
- Weekend hours count as overtime even if the employee calls off Monday
## Pay Increase Process
- Pay increases are at Josh's discretion based on:
1. KPI performance trending at or above target for 60+ days
2. Tenure and demonstrated reliability
3. Role expansion or promotion
- No automatic cost-of-living increases — all increases are merit-based
- Increases documented in Paylocity and reflected starting the next full pay period
## Important Notes
- Spartan does not discuss employee compensation publicly. Pay is confidential. - Commission disputes go to the Office Admin first, then Josh if not resolved. - The GoodLeap financing payout timing affects commission timing — a job financed through GoodLeap may not generate commission until GoodLeap releases payment. ## Related SOPs
- Promotion Criteria & Process — how pay bands advance
- Performance Review Process — how performance drives pay decisions
- Payroll & Direct Deposit Setup — Paylocity mechanics