Actuals - Things that have actually happened. These are usually represented with metrics, and examples include booked revenue ($) and closed opportunities (number).

Attainment & Attainment Factor (AF) - The % of Street Quota that needs to be closed-won for the company to meet its revenue goals.

For example, if total Street Quota is $1,000,000 and the company target is $800,000 the Attainment Factor is 80%. We calculate this by taking a team/company’s revenue target and then dividing it by the corresponding budgeted/forecast/actual quota on the street (team/company) to get the % attainment for budget, forecast or actual.

Attrition - Loss of an employee from an organization.

Budget - Represents the company’s revenue plan for the year. It includes the sales target, pipeline needs, and teams & headcount required to deliver on plan.

Capacity aka Sales Capacity - Maximum possible revenue able to be generated by a Sales person, team, or company in any given period of time.

Capacity planning - A way to define a number of critical inputs for your business - such as employees, quota on the street, and pipeline coverage - required to hit sales targets.

Coverage / Coverage Ratio (Pipeline) - The ratio of open pipeline to revenue target.

Employee - A person within your revenue organization. They are members of a team in Revcast, may carry a quota (a Sales quota, Pipeline generation quota, or both) and are represented within your capacity plan.

Employee Type - The type of employee in the system, usually their role within your organization. Used to organize employees of similar roles for ease-of-modeling and quota assignment, and tracked over time to offer a historical view into the journey of a person through their employee life cycle. Data within Revcast will be able to be sliced-and-diced by Employee Types.

For example, an organization might create different employee types to represent the different levels of salespeople and/or those with different responsibilities. This could include sales roles such as “Enterprise AE” and “Commercial AE” to represent folks across segments, or “Senior AE”, “Junior AE” and “BDR” to represent seniority of role and difference of responsibility. You also might add “Manager” types to represent people - even those without a quota - who are vital to model within your headcount plan. You can name employee types them whatever you’d like to match the structure of your organization.