XBS/GIS, Direct and Production (essentially all sales) commission plans changing on July 1.
No details out yet. New compensation plan “leadership” in Norwalk Corporate, not in Webster or Tampa
12 replies (most recent on top)
From 2016 through early 2018, Xerox brought in some serious talent to help ‘centralize’ and ‘harmonize’ it’s back-office functions, including HR. While there were some global ‘mandates’, such as the new HRIS system as the current systems were a nightmare; there was significant effort and coordination between Xerox HR and GIS HR to focus in market best practices, minimize employee disruption, and to take advantage of the combined size of the two organizations which would allow Xerox to save money a whole save money overall or at least reduce per employee costs. Of course, there would still be ‘winners’ and ‘losers’ with this effort, but there always is.
Then, Deason and Icahn and their little kindergarten playground fit and launched a coup. I had one final coffee with an HR friend before that person was shown the door within weeks of the new severance plan went into effect. It was depressing. Everything was now top down driven with Icahn Enterprises basically dictating what Xerox’s new HR policies would be (GIS/XBS was never discussed). While Johnny V was talking publicly about transforming Xerox into a ‘Technology Powerhouse,’ massive cuts were demanded to HR in terms of people and programs (compensation, severance, retirement, health) that would make it impossible for Xerox to attract, retain, and manage the reward programs needed to get this talent. All smoke and mirrors. The only serious Talent strategy seemed to be for the C-Suite.
So, is it a surprise that a lot of this talent has left? A majority of the roles that were vacated voluntarily or by force will never be filled as they were posted for a day and then closed, which is a way to get around certain employment notification rules. Good comp talent is very difficult to find right now due to the economy and who on earth would work for Xerox in this environment if he/she had options. Unless, of course such a person got a $20 Million sign-on bonus with almost no long-term incentives.
The sales compensation job is still posted as of this morning.
That job was open on the Xerox careers site for, I would say, about 2 months. It's now down off the Xerox site, so I would say it's filled. I'm not in the company anymore but I would expect an org announcement about the new person in the near future.
To "dia", glad you find this on Indeed
Director, Global Sales Compensation(Job Number: 18005338)
The Director, Global Sales Compensation will drive the strategy, design, and implementation of all sale compensation matters.
Scope:
Functions as a thought leader and business advisor on sales compensation matters.
Provides analytical and thought leadership in support of our "go to market" sales strategy; developing, designing and implementing sales incentive plans and structures that align to our strategy, with application of best practice to design, administration, governance and communication of sales incentive programs.
Interfaces globally with Commercial Excellence and Compensation professionals to ensure consistency and collaboration relative to programs & processes.
Interactions frequently involve attempting to influence senior level leaders regarding matters of significance to the organization and function.
Manages a team of 10+ resources.
https://www.indeed.com/m/viewjob?jk=5d05a14b710ce1ad&from=serp15
Does anyone have any idea of the new comm structure? What about P club no word of that either :( that s---s !
Sales have been increasing organically at my core. I'm sure there are some cores who are struggling, but that is not the case across the board.
Read it again. JULY 1.
XBS sales in my core have not been declining definitely more competitive but we are still selling and no word of our comp changing.
Fake news
Sales have been declining for years.
Sales must be declining.