This unit requires senior sales personnel or team leaders to set, manage and review sales team targets, performance and territory management in accordance with business policy and relevant legislation. | |
Nil | |
ELEMENT | PERFORMANCE CRITERIA | ||
1 | Review sales team performance and procedures. | 1.1 | Obtain reports from sales teams in relevant detail, format and at agreed times. |
1.2 | Analyse and action sales team reports. | ||
1.3 | Review sales team visit procedures. | ||
1.4 | Determine sales team service procedures. | ||
1.5 | Analyse sales, costs and profits by territory, sales team and customer group. | ||
1.6 | Review performance using business procedures for assessing an individual's progress against performance indicators, career plans and development plans. | ||
2 | Manage sales team territory coverage. | 2.1 | Analyse current business position in territory and communicate to sales teams. |
2.2 | Ensure territory coverage plan delivers sales and service targets detailed for each territory. | ||
2.3 | Devise sales structures within and across territories. | ||
2.4 | Determine staff and resource requirements for territory coverage. | ||
2.5 | Set service levels for territories. | ||
2.6 | Allocate sales representatives to meet market needs. | ||
2.7 | Conduct regular reviews of territory coverage plans (including staff levels, targets and frequency of visits). | ||
2.8 | Communicate amendments and changes to territory coverage plans to relevant personnel. | ||
3 | Organise sales staff according to legislative obligations. | 3.1 | Determine legislation and requirements affecting sales staff. |
3.2 | Correctly describe provisions under industrial relations acts and legal requirements that affect day-to-day management of sales teams. | ||
3.3 | Ensure management of sales teams complies with industrial relations requirements and business policy and procedures. | ||
3.4 | Stimulate performance by using reward and compensation packages developed for sales teams. | ||
4 | Monitor product or service price and cost structures. | 4.1 | Collect information on competitors' pricing. |
4.2 | Report pricing activity to relevant personnel. | ||
4.3 | Communicate adjustments or changes required to current price or performance objectives and projections to relevant personnel (in-company, suppliers and customers). | ||
5 | Monitor and reset sales team objectives. | 5.1 | Set and review budgets and quotas for sales teams and individuals. |
5.2 | Support and coordinate sales team meetings. | ||
5.3 | Action outcomes from sales team meetings according to business policy and procedures. | ||
5.4 | Conduct regular reviews to monitor implementation of sales team meetings outcomes. | ||
5.5 | Report back to sales teams on actions completed. | ||
5.6 | Review sales and pricing strategies to support revised sales and service objectives. | ||
This section describes the essential skills and knowledge and their level, required for this unit. |
The following skills must be assessed as part of this unit: interpersonal communication skills to: manage sales team territory coverage communicate pricing activity and adjustment or changes to relevant personnel support and coordinate meetings, including making presentations, through clear and direct communication ask questions to identify and confirm requirements share information give instructions use language and concepts appropriate to cultural differences use and interpret non-verbal communication numeracy skills in regard to: interpreting and maintaining data reviewing budgets and quotas calculating costs and pricing arrangements planning leadership skills, including ability to supervise and delegate tasks to sales teams. |
The following knowledge must be assessed as part of this unit: principles and techniques in interpersonal communication principles and techniques in leadership group facilitation relevant performance indicators and requirements within: sales plans promotional plans marketing plans business plans strategic plans existing staff and associated sales team resources industrial and employee relations principles and techniques in performance analysis and assessment principles and techniques in strategic and procedural development and implementation OHS aspects of job relevant commercial law and legislation. |
The Evidence Guide provides advice on assessment and must be read in conjunction with the Performance Criteria, Required Skills and Knowledge, the Range Statement and the Assessment Guidelines for this Training Package. | |
Critical aspects for assessment and evidence required to demonstrate competency in this unit | Evidence of the following is essential: prepares action plans for sales teams based on achievable sales targets manages sales team resources and requirements to budget demonstrates ability to work with team leaders, staff and managers to achieve priority tasks and strategic responsibilities affecting sales teams manages sales teams to achieve market, product or service, and territory targets in accordance with business policy and relevant legislation reviews and reports on sales team activity and feedback accurately and effectively communicates summary information from work outputs to senior and junior colleagues. |
Context of and specific resources for assessment | Assessment must ensure access to: a sales workplace environment relevant documentation, such as: policy and procedures manuals sales and service delivery targets and plans records of sales and service legislation and statutory requirements industry codes of practice OHS legislation and codes of practice sales teams. |
Methods of assessment | A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit: observation of the candidate in the workplace third-party reports from a supervisor customer feedback written or verbal questioning to assess knowledge and understanding review of portfolios of evidence and third-party workplace reports of on-the-job performance. Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended. |
Assessing employability skills | Employability skills are integral to effective performance in the workplace and are broadly consistent across industry sectors. How these skills are applied varies between occupations and qualifications due to the different work functions and contexts. Employability skills embedded in this unit should be assessed holistically in the context of the job role and with other relevant units that make up the skill set or qualification. |
The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording in the performance criteria is detailed below. | |
Sales team reports may contain information on: | purchase requests and orders records of supplier performance competitor activities recalls product problems display disputes business customer requests end consumer complaints sales contact history. |
Sales teams may include: | full-time, part-time, casual or contract staff people from a range of social, cultural and ethnic backgrounds people with varying degrees of language and literacy levels. |
Territory may be defined by: | size, type and location of customers demographic parameters territory size, location and geographic spread account customers. |
Customer groups may include: | new or repeat contacts external and internal contacts customers with routine or special requests people from a range of social, cultural and ethnic backgrounds and with varying physical and mental abilities end consumers business customers. |
Communication may include: | verbal individuals or groups formal or informal meetings written correspondence, memos email, fax, telephone. |
Territory coverage plan may take into account: | relevant business policy and procedures relevant legislation and statutory requirements types of products and services provided size, type and location of business business merchandise range characteristics of the specific products or services customer demographics customer confidence and expectations. |
Resource requirements may include: | people materials equipment and technology budget time training and development relevant information. |
Relevant personnel may include: | supervisor and manager team members. |
Legislation and requirements affecting sales staff may include: | equal employment opportunity (EEO) Australian apprenticeships disciplinary procedures awards and agreements wages and conditions Trade Practices and Fair Trading Acts environmental protection legislation OHS requirements transport, storage and handling of goods pricing procedures, including GST requirements privacy laws sale of second-hand goods. |
Business policy and procedures in relation to: | employee relations and staff development sale of products and services strategic planning and evaluation pricing. |
Reward and compensation packages may include: | positive feedback presentation to junior colleagues, peers and management prizes certificates financial bonuses sales commissions positive reinforcement through articles on performance in newsletters. |
Review of budgets and quotas for sales teams may be based on: | feedback performance forecasts. |
Sector | Cross-Sector |
Sales | |
The required outcomes described in this unit contain applicable facets of employability skills. The Employability Skills Summary of the qualification in which this unit is packaged will assist in identifying employability skills requirements. | |
Not applicable.