Understand your pay.
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Your monthly pay
Before deductionsBase salary is your agreed monthly amount, regardless of performance.
Zoom in: performance bonus
STARTING AMOUNTTarget bonus baseFrom your pay plan
Store coefficientStore GMV achievement
Personal coefficientYour final score band
Actual performance bonusNot the same as your target bonus
How pay is calculated · rules & example
1 Turn sales into a personal coefficient
- AchievementActual ÷ target × 100
- Weighted scoreSum achievement × weight
- Final scoreOperations ± points
Cap 130 · order pending - Personal coefficientLook up the score band
A score is not a multiplier. Example: score 85 → 1.0×, not 0.85×.
Personal GMV40%
Smartphone SO20%
Premium SO*10% / 20%
AIoT GMV20%
SO = sell-out units. *Premium: PDF 10% (total 90%); screenshot 20% (total 100%). HR must confirm. Weights are not normalised.
2 Find the two multipliers
| Multiplier | Store GMV achievement | Personal score |
|---|---|---|
| 1.2× | ≥100% | ≥100 |
| 1.0× | 80%–99% | 80–99 |
| 0.8× | 60%–79% | 70–79 |
| 0× | <60% | <70 |
Store achievement = actual store GMV ÷ monthly store target × 100. Store uses GMV only. A confirmed zero coefficient means no bonus. Fractional gaps such as 99.5 need HR confirmation.
See it with the PDF example
£1,000Target bonus
×0.8Store at 65%
×1.0Confirmed score 85
=£800Actual bonus
Then add your base salary and separate commission. This example does not resolve the weight conflict.
3 Operations: add or deduct points
+ Approved sales casesPoints after review · no award limit
− Operations & inventorySeparate deduction caps below
| Event | Deduction |
|---|---|
| Exam participation <100% | 2 points |
| Miss 2+ training sessions / month | 2 points |
| Falsified training records | 2 points |
| Missed daily cash count | 2 each |
| Makeup cash count | 1 allowed; then 1 each |
Operations max 10+Inventory max 5=Total deductions max 15
Enter the manager-confirmed net points, after separate caps. Final score cap: 130. Cap-before-deduction order, per-KPI cap, lower floor and inventory event rules remain unconfirmed.
4 Commission is separate
Sale price × applicable rateEnter your own total estimate below.
| Category | Rate |
|---|---|
| Smartphones | 0.5% |
| Tablets | 1.5% |
| TVs & major appliances | 3.0% |
| AIoT & wearables | 1.5% |
| Factor | Adjustment |
|---|---|
| Premium / mid tier | +0.3% / +0.1% |
| High / mid specification | +0.3% / +0.1% |
| Stock DOS ≥200 | Up to +0.4% |
| Stock DOS <40 | Down to −0.4% |
| Clearance / new product | +0.2% / −0.2% |
HR confirms eligibility, applicable rates and adjustments. No product-level commission is calculated here.
HR confirmation needed
| Weights | Premium 10% or 20%; total 90% or 100%? |
|---|---|
| Score caps | Before deductions too? Per-KPI cap or minimum score? |
| Rounding | Fractional band edges; score and currency rounding? |
| Scope | Premium models, AIoT eligibility, GMV adjustments and inventory penalty events? |
UK Store Staff Salary Breakdown · August 2026 · pp. 1–3. Product Consultants, UK direct stores. Supporting performance screenshot. Current HR policy takes precedence.
Premium-phone weighting needs HR confirmation. Achievements work below; final score and pay remain Pending confirmation.