New salary system for salespeople

I am currently in the process of developing a suggestion for a new salary system for my directs and their directs. Any input on the below would be greatly appreciated! [i]I realize this is going to be a very long post. I'll try to keep it as short and accessible as possible and hope that someone has the stamina to skim it through and give me some input. I am very junior in my role and have so far failed to identify any solid resources on this subject.[/i] [b]Things I am looking to adress:[/b] Inconsistency and inaccessabilty in the current system Employee retention Employee motivation Overall resultsorientation Reduce salarycost of low performers [b] Organizational background[/b] I work as a manager for a team of salespeople/recruiters. My direct reports consists of a number of teamleaders in charge of teams of 4-12 recruiters spread across the country. We work in the streets of sweden with aquiring direct debit donors for a major NGO. [b]Current system:[/b] Salary consists of a baseline depending on how long a recruiter has worked for us. As the time worked for us increases their hourly pay increases regardless of results. (this happens three times. After 3 months, 6 months and 9 months) To this we add a bonus/commission based on donors recruited/hour(this is /hour spent on the street. Meeting hours, travelling hours etc does NOT affect salary). Meaning 0,5 donors/hour equals one payrate, 0,6 donoes a higher, 0,7 donors another and so forth Teamleaders earn a somewhat higher salary, same base regardless of time worked for us with a possibilty of a significantly higher hourly rate if exceeding budget severly. [b]Problems with the current system:[/b] 1. The system is very hard for most people to get their head around. Most of our recruiters don't think about it on the street or when calculating next months salary. The bonus is a welcomed surprise. Thus it fails to be a motivator whilst recruiting. 2. Low performers that aren't dealt with swiftly are quite costly in the long run, despite not delivering. 3. Teamleaders earn less than medium and high performers. In some cases this is of course the way it should be, in other cases (with experienced high performing teamleaders) quite the opposite. 4. If you as a recruiter perform extremely good in the beginning of the week, it might be profitable to stay home at the end of the week to not lower your average. 5. Reducing hours spent on streets means increasing overall profitabilty since the average will be calculated against less recruiting hours. 6. There is a limited careerpath for a recruiter. Basically the only way to go is =>teamleader=>manager=>fundraising director with no steps in between, or try to move to a completely different department within the organization, a position that is likely to require a completely different skillset. [b]New system?[/b] Base salary remains the same for [u] all [/u] recruiters. Bonus is a set number/new donor recruited. As the recruiters time (number of supporters aquired? Something else?) increases he/she moves up the organizational ladder, from for example junior recruiter to recruiter to senior recruiter (any suggestions here is very welcome) and with that increases the bonusrate PER SUPPORTER. [b]Pros with suggested system[/b]: This would make the payrate more visibly performance related, increase the financial incentive to spend time on the street rectruiting. It would also give us the benefit of making an alternative careerladder for those who are not suitable to go into management. We would be able to hold special conferences and trainings for recruiters that has been with us for a while, give them special business cards and in other ways show them that they are special to us. Putting the payment increase on the bonus instead of the baseline would also further increase financial incentives + reduce the risk of overpaying low performers that has been with us for a longer period of time. [b]New teamleader salary system[/b] Is a significantly harder one since different team leaders have teams of different sizes and operate in cities with very different conditions. I'm still looking for a good way to adress this, any input would of course be more than welcome. [b]Thanks[/b] If you read this far, I am a great admirer of your intellectual stamina ;) What are your thoughts? Is my reasoning valid? I might be way off since I have no experience whatsoever in developing systems like this. Any advice/comments/input is greatly appreciated thanks for your time and thoughts /Rasmus[i][/i]