The module manages incentive compensation end to end. It holds the commission plans that govern how people are paid: base rates, tiered schedules, accelerators that lift the rate once quota attainment passes a threshold, decelerators and caps that contain runaway payouts, and bonus components tied to specific targets. It manages quotas at every level, from an individual seller's monthly number to a region's annual target, and the territories that determine who has claim to which accounts, products and geographies. When a deal closes it credits the outcome to the right earners, splitting a single booking across multiple contributors by percentage or by role, and applying overlay credit to sales engineers, specialists and managers who share in the result without owning the primary line.

On the calculation side it computes variable pay precisely and repeatably, resolves splits and overlays, applies clawbacks when a deal is cancelled, refunded or a customer churns inside a recovery window, and produces a transparent statement for every earner. It runs draws, guarantees and true-ups, handles mid-period plan changes and proration, and closes each period with figures that finance can rely on without a spreadsheet in sight.

At the centre sits the earner: a person or team eligible for variable pay, carrying a role, a start date, a territory and one or more plans in effect over time. A plan is a versioned agreement describing how performance becomes money, valid for a defined period and made of components, each with its own measure, rate structure and target. Because plans change and people move between them, the module treats eligibility as time-bound rather than fixed, so a statement always reflects the terms that actually applied on the day a deal closed.

The second pillar is the crediting event: the moment a booking, invoice or renewal becomes something an earner can be paid on. A single commercial transaction can generate several credits, shared across contributors and weighted by their part in the outcome, which is how the module represents splits and overlays without distorting the underlying revenue. Each credit carries its own attainment contribution, so a seller's progress against quota and a manager's roll-up are the same facts viewed at different heights.

Around these sit quotas, which express expectation over a period and against which attainment is measured, and adjustments, the deliberate corrections that keep pay honest: clawbacks when revenue reverses, disputes raised by an earner, manual accruals and one-off bonuses. Every calculated figure is anchored to the rule and the source transaction that produced it, so the relationship between a booking, a credit, a rate and a final payout is always traceable in plain terms.

Plan administration begins the cycle. Compensation designers build plans from reusable components, model their cost against historical and forecast bookings, and publish them to earners, who acknowledge their terms so there is a record that the deal was understood and accepted. Quotas and territories are set and, where necessary, revised mid-period, with proration handling starters, leavers and role changes cleanly.

Through the period, crediting runs continuously as deals close. Sellers watch attainment climb in real time, see projected earnings under their current plan, and raise a dispute directly against any credit they believe is wrong. Disputes route to the responsible manager and to compensation administration for resolution, and every step is logged. At period close the module calculates final figures, applies accelerators and caps, resolves outstanding adjustments, and generates statements. Managers review and approve their teams' results, finance reviews the aggregate, and only approved numbers pass to payroll and to the ledger. Clawback monitoring then continues beyond close, reversing pay automatically when a booking is later cancelled or a customer churns inside the recovery window.

Accuracy in variable pay comes from handling the awkward cases correctly, and this module is built around them. Tiered rate schedules are evaluated on a marginal basis, so attainment in a higher band earns the higher rate only on the portion above the threshold, with retroactive recalculation of earlier credits when a seller crosses a tier late in the period. Accelerators and multipliers compound in a defined order, and caps are applied as an explicit rule rather than a silent truncation, so an earner can always see why a payout stopped where it did.

Splits are enforced to total correctly across contributors, and overlay credit is kept distinct from primary credit so that team cost is never double counted. Clawbacks respect the recovery terms written into each plan, reversing only the affected portion and leaving an audit trail of the original credit and its reversal. The module maintains segregation between plan design, approval and payout, holds an immutable history of every calculation, and supports the shadow accounting and true-up logic that revenue teams need when plans change mid-flight. Every statement reconciles to the penny against both the source bookings and the amounts posted to finance, which is what makes the figures defensible in an audit or a dispute.

The module is fed by Marketing & Sales, which is the system of record for opportunities, bookings and renewals. When a deal is marked closed, the crediting event is created from the same transaction the sales team worked, so there is never a reconciliation gap between what was sold and what is paid on. Quota attainment and pipeline coverage are therefore two views of one dataset rather than two competing spreadsheets.

Downstream, Accounting & Control receives the module's output as commission accruals during the period and as approved payouts at close, posted to the correct cost centres and periods so that the expense is recognised when the revenue is, not when the cheque clears. The module also draws organisational structure, roles and effective dates from the suite's people and HR records, so that starters, leavers and transfers flow into eligibility automatically. Governance, permissions and the full audit trail are shared suite services, which means the segregation of duties around who may design a plan, who may approve a payout and who may release funds is enforced consistently with every other financial control in Nashua 360.

AI Workers are first-class users of the module. A seller or manager can ask, in plain language, why a particular deal paid what it did, how much of quota remains, or what a hypothetical deal would earn under the current plan, and the Worker answers from live data, tracing the figure back through the rate, the split and the source booking. Compensation administrators delegate real actions: recalculating a period after a correction, generating statements, or applying an approved adjustment, each carried out inside the same permission and audit framework a human operates under.

Workers monitor continuously for anomalies and exceptions, flagging a split that does not total correctly, an accelerator that produced an outsized payout, a credit assigned outside a seller's territory, or a clawback that has fallen due. They extract structured terms from signed plan documents and contracts so that new agreements are captured without manual rekeying, and they surface decision support to plan designers by modelling the cost of a proposed change against real bookings. Within the review and approval flow a Worker acts as a formal node: it validates a period's figures against the plan rules before a manager signs off, holds any result that breaches a control, and passes clean figures through, so that routine approvals move quickly while genuine exceptions always reach a person.