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2026 Manager Compensation Calculator

Strive Pharmacy · Sales Operations · Manager View
🔒 Manager Only

🎯 AE Manager Inputs

10% override on team variable comp
Team Composition
?Direct reports on your team. Your override is calculated on the total variable comp generated by all reps combined. Larger teams amplify your override income proportionally.📄 Ref Guide § 6 — AE Manager Override
?Model your team's performance across three scenarios. Conservative = ~70% of target. Target = planned performance. Stretch = ~130% of target. You can also enter custom assumptions below.📄 Ref Guide § 3.2 — AE Activation Targets
Avg Rep Performance (per AE)
?Average number of new clinics each AE activates per month across your team. At 8/month AEs hit the $500 velocity kicker tier. Higher activation rates compound your override earnings significantly.📄 Ref Guide § 3.2 — Activation Bonus + Velocity Kicker
Velocity kicker: <5=none · 5–7=$300 · 8–10=$500 · 11+=$750
?Retention rate of activated clinics still ordering at the 90-day mark. This is a key quality metric for AE performance. Low Day-90 retention also increases clawback exposure across your team.📄 Ref Guide § 3.3 — Day-90 Trailing Payment
?Average gross profit above the 5-script baseline in the 30-day Day-90 window per qualifying clinic. AEs earn 10% of this. Your override is 10% of their variable, so you earn 1% of this GP indirectly. Pricing integrity on your team directly affects this number.📄 Ref Guide § 3.3 — Day-90 Trailing Payment
?Average number of clinic clawbacks per AE annually. Clawbacks reduce each rep's variable comp — and therefore reduce your override earnings as well. Monitoring 90-day clinic health is a manager-level responsibility.📄 Ref Guide § 3.5 — Clawback Policy
?Average velocity kicker that was paid on clinics now being clawed back. Each clawback recovers the $250 base + this amount from the rep's earnings — and reduces your override base accordingly.📄 Ref Guide § 3.5 — Clawback Policy
Manager-Only: Pipeline Health
?New hire AEs typically ramp at reduced activation rates for their first 1–3 months. This field adjusts your team output to account for any AEs currently in ramp. Enter 0 if your team is fully ramped.📄 Ref Guide § 3.1 — AE Compensation Structure
Months each new hire spends at ~50% activation rate
?Number of AEs hired (or planned) this year who will have a ramp period. Their output during ramp months is calculated at 50% of your average rep performance, reducing total team variable — and your override — accordingly.📄 Ref Guide § 3.1 — AE Compensation Structure

Manager Estimated Annual Earnings

Override = 10% of total team variable comp · before taxes
Team Size
6 AEs
direct reports
Avg Rep Variable
—
per AE annually
Total Team Variable
—
combined output
Your Override Rate
10%
of team variable
Team Variable Breakdown (avg per rep)
Activation bonuses —
—
Velocity kickers —
—
Day-90 trailing payments —
—
Clawback deductions —
—
Ramp discount (new hires) —
—
Your Override Income
Total team variable comp —
—
Your override (10% of team variable) Paid by Strive — does not reduce rep earnings
—
Total Variable (Override) —
Your Estimated Annual Variable Comp —
Override is paid on all variable comp your team generates — activations, kickers, Day-90 payments. Clawbacks and ramp periods reduce the base. Strong retention and fast ramp are your highest-leverage levers.

📈 AM Manager Inputs

10% override on direct team variable comp
Team Composition
?Direct reports. Your override is 10% of the total variable comp across all AMs you manage. AM variable is driven primarily by GP commission — growing clinic volume is the key lever for both reps and managers.📄 Ref Guide § 6 — AM Manager Override
?Conservative = ~70% of target GP growth. Target = planned performance. Stretch = ~130% of target. Use Custom to manually set all AM performance assumptions below.📄 Ref Guide § 4.2 — AM GP Commission
Avg Rep Performance (per AM)
?Average number of active clinics in each AM's book of business. More clinics = larger variable base for the AM = larger override for you. Target territory size and book health are key management levers.📄 Ref Guide § 2.1 — Territory Assignment
?Average monthly script volume per clinic across your AMs' books. The AM earns commission on scripts above baseline — so growing volume above the baseline is the key activity to coach. Your override amplifies every incremental script your team drives.📄 Ref Guide § 4.2 — AM GP Commission
?Average baseline across all clinics in your team's books. The gap between this and the scripts field above is the incremental volume generating commission. Baselines reset at handoff_date and rebaseline on a schedule — managing baseline timing is an AM coaching opportunity.📄 Ref Guide § 5.2 — Activation Date vs. Handoff Date · § 5.3 — Baseline Rebaseline
Commission = scripts above baseline × GP × rate
?Average gross profit per script across your team's books. Preferred SKU mix improves this number. Your override is 10% of GP commission — helping AMs shift clinics toward preferred SKUs is a direct lever on your income.📄 Ref Guide § 4.2 — AM GP Commission
?Blended commission rate across your team's SKU mix. Standard = 10%, Preferred = 12.5%. Use 11.2% if your team has an even mix. Encouraging preferred SKU adoption improves both rep and manager income.📄 Ref Guide § 4.2 — AM GP Commission
?Clinics below 10 scripts/month earn $0 commission for the AM — and $0 override for you. This is also a leading indicator for drop-out: 2 consecutive months below a 10-script trailing 3-mo avg flags a clinic for the CSM bucket (via TSM-6), removing it from the AM's earning book. Monitor this rate closely.📄 Ref Guide § 4.2 — AM GP Commission · § 9 — CSM Bucket
These generate $0 commission and are stagnancy risk
SLA Activity (avg per AM)
?Average number of new SLA contracts each AM closes this year. SLA signing bonuses are a significant variable comp driver — your 10% override applies to these too. Coaching AMs to identify and close SLA-eligible clinics (≥250 scripts/month) is a high-leverage activity.📄 Ref Guide § 4.3 — SLA Contract Bonuses
?Average MOQ committed in new SLA contracts. Higher MOQs = larger signing bonus per contract = more override for you. The signing bonus is MOQ ÷ 100 × $500. Coaching AMs toward higher MOQ commitments when appropriate is directly beneficial.📄 Ref Guide § 4.3 — SLA Contract Bonuses
?Average renewal events per AM. Year 2 renewals pay 50%, Year 3 pay 25%, Year 4+ pay nothing on same MOQ. Helping AMs close MOQ increase renewals (which always pay 100% on incremental) is the key renewal coaching opportunity.📄 Ref Guide § 4.3 — SLA Renewal Taper
?The year of the contracts renewing this year. Year 2 = 50% taper, Year 3 = 25%, Year 4+ = 0% on same MOQ. For blended books, pick the most common renewal year or use multiple scenarios.📄 Ref Guide § 4.3 — SLA Renewal Taper
Manager-Only: Team Health
?Clinics that have been moved to the CSM bucket after 2 consecutive months below the 10-script trailing avg. These clinics are no longer in the AM's earning book — they generate $0 GP commission and $0 override for you until they're reactivated. This is a direct measure of book health under your management.📄 Ref Guide § 9 — CSM Bucket & Stagnancy
Clinics in CSM bucket earn $0 GP commission
?Total number of clinics successfully reactivated from the CSM bucket back into AM ownership across your whole team. Each reactivation earns the CSM a $100 kicker — not you — but reactivated clinics do return to your AM's earning book, restoring GP commission and your override income.📄 Ref Guide § 9 — CSM Reactivation Kicker
Restored to AM book — resumes GP commission earnings

Manager Estimated Annual Earnings

Override = 10% of total direct team variable · before taxes
Team Size
8 AMs
direct reports
Avg Rep Variable
—
per AM annually
Total Team Variable
—
combined output
Your Override Rate
10%
of team variable
Avg Rep Variable Breakdown
GP commission (non-SLA) —
—
GP commission (SLA clinics) —
—
SLA signing bonuses —
—
SLA renewal bonuses —
—
CSM bucket impact —
—
Your Override Income
Total team variable comp —
—
Your override (10% of team variable) Paid by Strive — does not reduce rep earnings
—
Total Variable (Override) —
Your Estimated Annual Variable Comp —
CSM bucket clinics are excluded from GP commission. Minimizing stagnancy and coaching fast reactivation directly protects your override income.

🤝 Partnership Manager Inputs

10% override on team variable comp
Team Composition
?Direct reports. Your 10% override applies to the combined variable comp of all reps. Partnership variable is driven by MOQ signings — a lumpy but high-value comp driver. Team size × avg deals per rep is your key earnings lever.📄 Ref Guide § 6 — Partnership Manager Override
?Conservative = ~70% of MOQ deal targets. Target = planned deal flow. Stretch = ~130%. Partnership variable is deal-driven and can vary significantly — model all three to understand your range.📄 Ref Guide § 7 — Partnership Comp Structure
Avg Rep Performance (per rep)
?Average number of new group-level MOQ contracts each rep closes. This is the highest-value activity in the partnership rep comp plan — your override is 10% of the signing bonus, which is MOQ × $1 per committed script. Coaching pipeline development and deal quality is your primary lever.📄 Ref Guide § 7.1 — Telehealth MOQ Signing Bonus
?Average total script volume committed per deal across your team. The signing bonus formula is MOQ × $1 per script. Larger MOQ commitments — driven by larger telehealth groups — significantly increase rep (and manager) earnings per deal closed.📄 Ref Guide § 7.1 — Telehealth MOQ Signing Bonus
GPO Activity (avg per rep) ⚠ PENDING STAKEHOLDER APPROVAL
GPO rates ($2,500 signing fee · $100/provider) are not yet finalized. These inputs produce estimates only — do not commit to reps until Finance approves the GPO model.
?Average number of new GPO or franchise network deals each rep closes. Each network earns a flat signing fee plus per-provider activation bonuses. Your 10% override applies to both. GPO pipeline is typically longer-cycle — coaching rep prioritization across telehealth and GPO is a key management decision.📄 Ref Guide § 7.3 — GPO & Franchise Network Comp
?Average individual providers activating within each GPO network. Each activated provider earns your rep $100. Your override is 10% of that — so each provider is worth $10 to you. Large networks with many activating providers are high-value for both rep and manager.📄 Ref Guide § 7.3 — GPO & Franchise Network Comp

Manager Estimated Annual Earnings

Override = 10% of total team variable · before taxes
Team Size
4 Reps
direct reports
Avg Rep Variable
—
per rep annually
Total Team Variable
—
combined output
Your Override Rate
10%
of team variable
Avg Rep Variable Breakdown
Telehealth MOQ signings —
—
GPO network signing fees —
—
GPO provider activations —
—
Your Override Income
Total team variable comp —
—
Your override (10% of team variable) Paid by Strive — does not reduce rep earnings
—
Total Variable (Override) —
Your Estimated Annual Variable Comp —

📊 Director / VP Inputs

AE Director 4% · AM Director 4% · VP of Sales 2% · VP of Partnerships 4%
Your Role
?Override rates differ by level. AE Director = 4% of total AE org variable. AM Director = 4% of total AM org variable. VP of Sales = 2% of combined AE + AM field variable. VP of Partnerships = 4% of total partnership org variable.📄 Ref Guide § 6 — Management Override Structure
AE Org (if applicable)
?Total number of AE reps across all AE managers in your org. Your override applies to the combined variable comp of all AEs — not just a single team.📄 Ref Guide § 6 — AE Director Override
?Expected average annual variable comp per AE. Use the AE Manager tab to model individual rep scenarios, then enter the resulting figure here for org-level roll-up.📄 Ref Guide § 3 — AE Compensation Structure
Use AE Manager tab to model this figure
AM Org (if applicable)
?Total number of AM reps across all AM managers in your org. For VP of Sales this includes all AMs. For AM Director this is your direct org only.📄 Ref Guide § 6 — AM Director Override
?Expected average annual variable comp per AM. Use the AM Manager tab to model per-rep scenarios, then enter the average here.📄 Ref Guide § 4 — AM Compensation Structure
Use AM Manager tab to model this figure

Director / VP Estimated Annual Earnings

Org-level override · before taxes
Role
AE Director
Override Rate
4%
of org variable
Total Org Variable
—
combined output
Org Variable Roll-Up
AE org variable —
—
AM org variable —
—
Total org variable in scope
—
Your Override Income
Override —
—
Total Variable (Override) —
Your Estimated Annual Variable Comp —
Director/VP override is calculated on all variable comp in scope — including signing bonuses, renewal bonuses, and GP commission. Growing the org's aggregate variable is the single most impactful earnings lever at this level.