Settings > Bonus Plans is where an admin builds a reusable bonus template — a target metric, who it applies to, how often it resets, and what it pays at each rung reached. A plan on its own doesn't pay anyone: an admin assigns it to a specific person from that person's employee profile, and that assignment is what starts their progress. This is a separate layer from commissions — see How your commission is resolved for the per-deal rules a bonus plan doesn't replace.
Choosing a metric
A plan tracks exactly one metric:
- Contracts executed — a count of contracts.
- Deals closed — a count of deals, counted either when a deal Closed or when it was Funded (you pick which under "Counts when").
- Gross Profit and Net Deal Profit — dollar totals, using the same figures shown on a deal's Financial tab.
- Deals sold from their book — a count of closed or funded deals whose buyer was a contact the person owned in the Contact Hub when the deal closed (the deal's buyer, else the buyer on its closed buyer contract). It's attributed to the buyer's owner, whatever seats they hold on the deal, so it has no Credit goes to choice. A deal counts in the period of its closing date (below) — the same date the Book numbers on Reports use. Credit locks to the buyer's owner on the day the deal closed or funded: moving a book later (Transfer book or Change owner) never changes a past deal's credit or a bonus already paid. Only deals that close after the move credit the new owner.
Deals closed, Gross Profit, Net Deal Profit and Deals sold from their book count a deal in the period of its Actual Closing Date — filled in for you the day it's marked Closed or Funded — else the date it funded or closed, else its expected closing date. That's the same date Reports and the dashboards use, so a deal funded today counts this month even if it was planned to close next month.
Only Gross Profit and Net Deal Profit can pay a percent rung (a percent of a count doesn't mean anything) — Contracts executed, Deals closed and Deals sold from their book pay flat dollar amounts only.
Choosing a scope
- Individual — credited to whoever holds a specific seat on the deal. Set Credit goes to: Any seat, Owner, Transaction coordinator, Disposition agent, or Originated by (the seat that credits whoever brought the deal in — for lead-gen or call-center staff who aren't otherwise staffed on a deal).
- Department — every deal with a seat holder in the department you choose counts toward the total, regardless of which individual is on it. For Deals sold from their book, it's every deal whose buyer is owned by someone in the department.
- Whole company — every deal on the team counts (for Deals sold from their book, every deal whose buyer has an owner).
A department- or company-scope plan is still assigned to one specific person (for example, a manager) — the scope decides which deals count, the assignment decides who gets paid.
Period and payout timing
Period resets progress Monthly, Quarterly, Annual, or never (Lifetime). You can run more than one plan on the same metric at once — a monthly and a quarterly plan can both track Contracts executed without conflicting.
Payout timing decides when a reached rung turns into a payable line:
- The moment a rung is crossed — a payout appears as soon as someone reaches it, without waiting for the period to end.
- At the end of the period — payouts appear once the period is over, using the highest rung reached during it.
Rungs
A plan's rungs are a ladder of thresholds, each with its own payout — for example, $2,000 at 5 contracts, then $6,000 at 10. The highest rung reached wins: hitting 10 contracts pays the $6,000 rung, not both rungs added together. Enter the total earned at each rung, not the amount on top of the one before it. A rung's payout is either a flat dollar amount or a percent of the metric (dollar metrics only, capped at 100%).
Assigning a plan to someone
A plan on its own doesn't pay anyone — an admin turns it on for a specific person from that person's employee profile, in the Bonus plans section below their commission rules.
- Select Assign Plan.
- Choose the plan from the list — only active plans this person isn't currently on are shown (a plan they were on before, but that's since ended, still shows up — see below).
- Confirm Starts on (defaults to today; it can't be set in the future). A plan started partway through a period still counts the whole current period, not just the days remaining in it.
- Select Assign Plan to confirm.
Once assigned, the same section shows this person's progress toward their next rung, updating as deals close. Select End assignment from a plan's menu to stop it — this doesn't touch anything already paid or pending, it just stops the plan from starting new periods for this person going forward. An ended assignment shows an Ended badge instead of the End assignment option for the rest of the day it was ended — the card disappears from this section the next day.
If the earlier assignment ended in the same period as the Starts on date you pick — or any later period — TED picks that assignment back up instead of starting a brand-new one — you'll see "Plan reassigned — picks up where it left off" rather than "Bonus plan assigned," and the original start date is kept. This keeps a quick end-then-reassign from accidentally paying the same achievement twice. Reassigning after the assignment ended in an earlier period than the one your Starts on date falls in starts a genuinely new one as usual.
Marking a bonus paid
Once a rung is reached and turns into a payout line, it shows up in the same Bonus plans section on the person's employee profile, alongside their history. An admin selects Mark Paid once the money has actually gone out (payroll, a manual transfer — TED doesn't move money itself, it just tracks whether the line has been paid). If a line was marked paid by mistake, select Undo to put it back to pending; TED keeps a record of both the payment and the reversal on the person's activity log so there's a trail if a payout gets corrected later.
An adjustment line (a correction against an already-paid award — for example, a deal that later fell out of a closed count) shows its amount with a sign: +$250 or −$250.
Mark Paid and Undo are disabled (with an explanation on hover) when the action would leave the ledger in an inconsistent state:
- An adjustment can't be marked paid until its own award is paid first — pay the award, and the adjustment's button opens up.
- An award can't be undone (un-paid) while it has a paid adjustment against it — undo the adjustment first.
Voiding an award
If a pending award shouldn't be paid at all — for example, someone left partway through a period and their assignment was never ended — an admin can void it. Select Void on the pending line in the person's Bonus plans section. A confirmation explains what happens ("Void this award? Dana won't be paid $2,000 for Q3 2026…"); select Void Award to confirm, or Void Adjustment for a pending correction line.
- A voided award is permanent: TED won't bring it back, even if the person's numbers for that period change later. It can't be undone.
- Voiding an award also voids any pending correction against it.
- Only pending lines can be voided. A paid line shows Undo instead — select Undo first to put it back to pending, then void it.
- TED never voids an award on its own. The void is recorded on the person's activity log ("Voided bonus: …").
Editing, duplicating, and archiving a plan
Every field is editable except Period once a plan has any payout history — changing how often a plan resets after money has already gone out would double-pay the same stretch of time, so TED locks it. The period also locks while anyone has been assigned the plan more than once (for example, ended and later assigned again): a longer period could fold both stints into one period and pay it twice. Select Duplicate on the plan's row menu to start a fresh copy with the period you want; the original keeps its history untouched.
Archive removes a plan from the active list. TED blocks archiving a plan while anyone is still on it — including someone whose assignment ends today or later. End their assignment from their employee profile first; you can archive the plan the day after the last end date.
Archiving stops new assignments. Awards for periods people already earned are still calculated and paid: if someone's assignment ended partway through a period, they still get that period's award after you archive — including one that only appears once the period is over. TED stops checking the plan on its own once those last periods are done, and never pays an archived plan for a period that started after you archived it. Once a plan is archived, it can't be assigned to anyone again — use Duplicate first if you want a copy to keep using.
Where you see your progress
Progress toward a rung shows up all through the period, not just once something pays out:
- My Dashboard — a Bonus Progress card lists every plan you're personally assigned to, with a progress bar toward the next rung, what that rung pays, and when the period ends. Select View in Pay & Time to see the full picture alongside your commissions.
- Employees > Team Overview — a manager or admin sees a table of every active assignment on the team, ranked by how close each person is to their next rung, with a chip showing whether a row is an individual, department, or whole-company plan.
- Pay & Time > Earnings — once a rung is reached and pays out, it shows up as a bonus line alongside your commissions. See Viewing your earnings for how that page totals up.
When a plan covers a department or the whole company
A department or whole-company plan is measured on everyone's deals, so its running total is a team figure. You see that total — "$62,000 of $100,000" — only if you're an admin or your role includes Reports. Otherwise the same row shows how far the team is from the next rung instead — for example "$38,000 to the next rung" — along with the progress bar, what that rung pays, and when the period ends. Once every rung is reached it reads "All rungs reached". An individual plan always shows your own total, whatever your role.
The same goes for a payout once it lands. On Pay & Time > Earnings and in the Bonus plans section of an employee profile, the metric figure on a department or whole-company bonus line shows as a dash unless you're an admin or your role includes Reports. The payout amount, its status, and the paid date are always shown.
If Bonus Plans isn't available yet
Bonus Plans is available on plans that include it — if yours doesn't, the page shows an upgrade card instead of the plan list. An account owner can upgrade from there; anyone else sees a note to ask their account owner. See Choosing a plan and billing for what each plan includes.
Common issues
- "Select a department" — appears if you choose Department scope without picking a specific department.
- "Each rung must be higher than the one before it" — enter rungs lowest to highest; the form rejects a rung that isn't strictly higher than the one before it, so two rungs can't share the same threshold either.
- "% of metric only applies to a dollar metric" — a percent payout only makes sense on Gross Profit or Net Deal Profit; switch that rung to a flat dollar amount, or change the plan's metric.