1. Driving Sales Growth With Oracle Incentive Compensation Indy Bains, Senior Oracle Solution Consultant

2. Agenda Introductions Oracle Incentive Compensation Management
Product Overview
Design incentive programs that align with corporate strategy
Measure achievement against performance metrics
Reward sales & partner behavior
Analyze impact of incentive program on financial and sales goals
Question & Answer Period

3. Key Pain Points Finance Decision Maker IT, Operations Sales, Executive
Financial Control
Lack of control & visibility into large sums of cash payouts for incentive-based programs
Fear of/actual loss of millions of dollars in overpayment & comp errors
Inability to account for variable compensation effectiveness
Decision Maker
IT, Operations
Adaptability
Difficulty modifying comp plans based on strategy changes
Difficulty releasing comp plans quickly for new fiscal years & new product releases
High cost of administration of homegrown solutions
Sales, Executive
Alignment
Sales targets don’t make sense with respect to broader corporate objectives
Failure to consistently meet key performance targets… & really understand why
Selling channels under-motivated or performing
Influencer

4. OIC Solution Overview With best of breed capabilities…
Enterprise solution…
Complete end-to-end compensation solution from order to pay
Integrated design, administration, & sales execution
Total compensation visibility including both variable and non-variable pay
Robust Global capabilities (languages, currencies, etc.)
Flexible design to adapt to complex plan requirements
Open architecture for ease of integration with legacy & external systems
Scalable, high performance rules engine

5. Oracle Incentive Compensation
Resource Manager
Territory Mgr
Quoting
HR Comp
Employees
Partners
Resellers
Vendors
Agents
Resources
Roles
Groups
Teams
Territories
Quotes
Total Comp
Order Management
ORACLE INCENTIVE COMPENSATION
Payroll
Orders
Employees
Receivables
Payables
Invoices
Billing
Resellers
Vendors
Partners
Agents
Collect, Calculate, Pay
Discoverer & out-of-the-box Reports
Oracle Business Intelligence
Commission Statements
Performance Reports
Year to Date Summary
Administrative Reports
+ End User Layer Seeded Workbooks
Compensation Data mart
Role based Dashboards
Flexible personalization
OIC provides comprehensive breadth in EIM.
Integrated solution essential for lower TCO; Oracle has a fully integrated enterprise suite.
Collection from OM and AR.
Increased Sales Effectiveness by SFA integration, Projected Compensation.
Total Compensation Visibility - Integration with HR Compensation Workbench.
Formatted output files for Payroll and AP.
Seeded reports, customized reporting, and of course… with the acquisition, Siebel Business Analytics and Dashboards.
Transition: Not only is OIC fully integrated, but it’s also open and flexible

6. OIC Analyst Recognition
“Oracle “best-of-breed enterprise class solution” has “the advantage of offering a strong enterprise incentive compensation solution that [can be deployed as] part of a larger suite of functionality … [or] standalone”
Liz Herbert, Forrester, 2006

7. OIC Analyst Recognition
“Oracle has managed to support clients with high scalability requirements in terms of number of payees (in the thousands) and transactions (more than 1 million per month).”
Clients “should consider OIC on their shortlists”
Michael Dunne, Gartner, 2007

8. Successful Customers Select Oracle!IT
Telecom
Retail
Manuf.

9. Successful Customers Select Oracle!
Finance
Healthcare
Other

10. End-to-End Incentive Compensation
Design
Analyze
Measure
Reward
Design & communicate incentive programs that align with corporate strategy
Measure achievement against performance metrics
Reward sales & partner behavior
Analyze impact of incentive program on financial and sales goals

11. Designing Incentive Compensation
Flexible compensation plan definition
Role-based plan assignment
Top-down plan creation and checklists
Flexible expression builder & multi-dimensional rate tables
Interdependent plan elements to support linked objectives
What-if analysis
360-degree view of resource

12. Measuring Behavior Collection of orders & invoices
Out-of-the-box integration with Oracle Order Capture and Oracle Receivables
Open Interface for Transaction, Product, Customer, Quota imports
Excel Imports
Classification rules categorize transactions into relevant performance measures
Flexible crediting rules & rollups
Flexible, date-effective Territories
Mass transaction & credit adjustments

15. Rewarding Behavior Multi-threaded, scalable calculation process
Retro-processing and incremental calculation
Research Assistant
Integrated payment process
Out-of-the-box integration with Oracle Payroll and Accounts Payable
Open Payment interface
Draws, Recovery and Cap
Payment Approval Hierarchy
Complete Audit Trail

18. Analyzing Compensation
Standard out-of-the-box reports for tracking performance
XML publisher for easy report modification and extensibility
Oracle Business Intelligence Standard Edition End User Layer for ad-hoc reporting
Sophisticated Analytic capabilities using Oracle Business Intelligence Enterprise Edition (Siebel Analytics)
Integration with Compensation Workbench for Total Comp Statement and Analysis
Integration with Sales for Line of sight projections

26. Next Steps
URL: launch.oracle.com
PIN: OICinfo

27. Key Takeaways
Oracle Incentive Compensation is #1 in the Enterprise Incentive Management market
OIC is the only enterprise solution with best-of-breed functionality
OIC drives cost-effective management of incentive-based compensation programs
OIC leverages Oracle technology, eliminating the need for third party solutions
OIC provides the most scalable and secure architecture
OIC delivers pre-built integration to Oracle EBS applications
Largest Customer Base in EIM
560+ customers, 180+ production customers, 50 actively implementing
Broad industry coverage: 39% Hi Tech/Mfg; 11% Retail; 10% Comms; 6% Fin
Global deployments & support – EMEA, APAC, Americas
H&les complex plans with high volume transactions across large range of industries
550,000+ payees; 400,000+ in production
Largest # of payees: 40,000 (Retail)
40% implementations actually standalone
Links corporate goals to sales execution
Planning & Budgeting, push to sales force
Projected compensation, SFA integration