Territory and Quota Plan Template
Planning assumptions, capacity model with ramp and attrition, gap options, territory balance on potential, quota allocation, adjustments
Cara menggunakan: Use it before the plan year, alongside the budget, to turn a bookings target into capacity, territories and quotas. Build the capacity model with ramp and attrition first and compare it with the target. The main pitfall is dividing the target by headcount without counting ramp time.
Pratinjau
Territory and Quota Plan: [Sales organisation] [Plan year]
The annual plan that turns a bookings target into sales capacity, territories and individual quotas: a capacity model with ramp and attrition, the gap to target and options to close it, territory design balanced on potential and workload, and the quota allocation rules. Based on common sales planning practice. Replace every
[bracketed]value and every row marked Example.
Document control
| Field | Value |
|---|---|
| Plan ID | [TQP-YYYY] |
| Plan year | [2027] |
| Scope | [Segment, region, roles] |
| Version | [1.0] |
| Status | [Draft / Approved] |
| Owner | [@sales-operations-lead] |
| Approvers | [@chief-revenue-officer], [@cfo] |
| Data cut-off | YYYY-MM-DD |
| Last updated | YYYY-MM-DD |
Revision history
| Version | Date | Author | Change |
|---|---|---|---|
| 1.0 (Example) | 2026-11-30 | Sales operations | Plan approved with option C (section 3) |
1. Target and planning assumptions
| ID | Assumption | Value (Example) | Source |
|---|---|---|---|
| ASM-01 | Company new ARR target | 9,600,000 | Board-approved plan |
| ASM-02 | Full-productivity quota per account executive (AE) | 800,000 | Last two years' bookings of ramped AEs |
| ASM-03 | Expected average attainment | 85% | Last three years' attainment |
| ASM-04 | Ramp | Months 1 to 3: 0%. Months 4 to 6: 50%. Month 7 on: 100% | Time to first booking of last 12 hires |
| ASM-05 | Attrition | 1.0 ramped AE-year lost | Prior-year regretted and other leavers |
| ASM-06 | Hiring | 3 AEs start January, 2 April, 2 July | Recruiting plan |
2. Capacity model
| Group | Headcount | Ramped AE-years each | Ramped AE-years (Example) |
|---|---|---|---|
| Existing AEs | 10 | 1.000 | 10.000 |
| January hires | 3 | 0.625 | 1.875 |
| April hires | 2 | 0.375 | 0.750 |
| July hires | 2 | 0.125 | 0.250 |
| Attrition | -1.000 | ||
| Total | 17 | 11.875 |
A January hire has 0 months at full productivity in months 1 to 3, 3 months at 50% and 6 months at 100%: (1.5 + 6) / 12 = 0.625 ramped AE-years.
| Measure | Value (Example) |
|---|---|
| Capacity at quota (11.875 x 800,000) | 9,500,000 |
| Expected bookings at 85% attainment | 8,075,000 |
| Target | 9,600,000 |
| Gap | 1,525,000 |
| Ramped AE-years needed at 85% (9,600,000 / (800,000 x 85%)) | 14.12 |
3. Options to close the gap
| Option | Change | Ramped AE-years | Expected bookings | Meets target? |
|---|---|---|---|---|
| A (Example) | Plan as in section 2 | 11.875 | 8,075,000 | No |
| B (Example) | Hire 3 more AEs in January | 13.750 | 9,350,000 | No |
| C (Example) | Option B plus a retention programme that halves attrition | 14.250 | 9,690,000 | Yes |
| D | [Lower target, raise productivity through enablement, add partner channel] | [Value] | [Value] | [Yes / No] |
Decision: [Option C approved by CRO and CFO on YYYY-MM-DD, with hiring budget for 6 January starts] (Example).
4. Territory design
Territory potential is [estimated annual new ARR opportunity from the account scoring model]. Example region with four AEs:
| Territory | Accounts | Potential (Example) | Deviation from mean | Owner |
|---|---|---|---|---|
| TER-01 North | 220 | 3,100,000 | +3.3% | [AE] |
| TER-02 South | 180 | 2,900,000 | -3.3% | [AE] |
| TER-03 Central | 260 | 3,300,000 | +10.0% | [AE] |
| TER-04 Coastal | 150 | 2,700,000 | -10.0% | [AE] |
| Region | 810 | 12,000,000 | Mean 3,000,000 |
Design rules:
- Each named account is in exactly one territory, recorded in the CRM.
- Strategic accounts with an account plan (
sales/account-plan) stay with their owner unless the CRO approves a move. - Accounts moved after the plan start follow the quota relief rule in the compensation plan.
5. Quota allocation
| Rule | Value (Example) |
|---|---|
| Method | Region quota split in proportion to territory potential, rounded to 10,000 |
| Overassignment | Sum of AE quotas = [110%] of target |
| Manager quota | Sum of the team's AE quotas, or [100% of target for the team] |
| Ramp quota | New hires: prorated, with ramp as in ASM-04 |
| Territory | Share of potential | Quota (Example) |
|---|---|---|
| TER-01 North | 25.8% | 830,000 |
| TER-02 South | 24.2% | 770,000 |
| TER-03 Central | 27.5% | 880,000 |
| TER-04 Coastal | 22.5% | 720,000 |
| Region (4 x 800,000) | 100% | 3,200,000 |
6. Review and adjustments
| Date | Change | Reason | Approved by |
|---|---|---|---|
| YYYY-MM-DD | [Change] | [Reason] | [Name] |
Related templates: Pipeline Forecast Review
(sales/pipeline-forecast-review), Sales Management Card
(mba/mba-sales-management-card) for the economics of capacity and pay.
Standard and licence note
Based on common sales capacity and territory planning practice. No standard governs this document; all assumptions and figures are illustrative. All text and examples are original. Template licence: MIT.
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