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Split your sales target into quotas

Your annual target, your team, its start dates, its time off and your seasonality: each rep’s quota, month by month, adding up exactly to the target. Method explained, Excel export.

Twelve real months, not twelve equal ones

Your assumptions

Quotas update with every change

The target

What the team must deliver over the fiscal year, and how to round it.

Target unit
Currency

Display only, no conversion.

$

Over the twelve months of the fiscal year.

$

Average revenue per deal, to translate quotas into deals. 0 to skip.

%

Assign more than the target to absorb risk: 10% assigns 110%. 0 for none. The total stays exact: rounding differences are redistributed.

The calendar

Fiscal year and public holidays: quotas follow real working days.

Fiscal year January 2027 to December 2027

12 weekday public holidays in the fiscal yearSee the dates
  • Jan 1, 2027New Year’s Day
  • Jan 18, 2027Martin Luther King Jr. Day
  • Feb 15, 2027Presidents’ Day
  • May 31, 2027Memorial Day
  • Jun 18, 2027Juneteenth
  • Jul 5, 2027Independence Day
  • Sep 6, 2027Labor Day
  • Oct 11, 2027Columbus Day
  • Nov 11, 2027Veterans Day
  • Nov 25, 2027Thanksgiving Day
  • Dec 24, 2027Christmas Day
  • Dec 31, 2027New Year’s Day

National public holidays only: regional or state holidays, bridge days and one-off holidays are not included. Add them as time off if your team takes them.

The team

One block per rep: weight, start date, end date, time off.

  1. Alex

    In post
    Optional
    %

    100 for an experienced rep, 80 for a junior, 120 for a senior, for example. Empty if already in post and fully ramped. Last working day, empty if none.

  2. Blake

    In post
    Optional
    %

  3. Casey

    Starts Mar 1, 2027
    Optional
    %

  4. Drew

    Leaves Sep 30, 2027
    Optional
    %

Quotas updated: $1,200,000 assigned.

Your quota plan

Fiscal year January 2027 to December 2027, 4 reps

Total assigned

$1,200,000

Target $1,200,000, over-assignment 0%

Monthly quota of a fully ramped rep

$28,687

versus $25,000 by simply dividing by headcount and by twelve

Real capacity

3.2 / 4

productive FTEs, for 4 people

Check

100%

Quotas add up exactly to the total.

Busiest month

September 2027

$136,000

What your numbers say

  • Your 4 reps are worth 3.2 productive full-time equivalents over the fiscal year. What is missing: 0.1 to ramp-up, 0.3 to time off and 0.4 to start and end dates.
  • Dividing the target by headcount and by twelve would give $25,000 per month. A fully ramped rep has to carry $28,687 on average, 15% more, to make up for the missing capacity.
  • Busiest month: September 2027 ($136,000). Lightest: August 2027 ($62,900).
  • By the end of month six (June 2027), the team should have delivered 54% of the assigned total: that is the checkpoint for your mid-year review.
  • At your average deal size, the target is about 80 deals, or 1.9 per month for a fully ramped rep.

The target month by month

Team quota each month, split by rep. Under each bar, the share of the total reached by the end of that month.

AlexBlakeCaseyDrewCumulative %

Quotas by rep and by month

Fiscal quarters, totals and team cumulative. Export it as is to Excel or Google Sheets.

Scroll the table sideways →

Quotas by rep and by month · Fiscal year January 2027 to December 2027
RepJanFebMarAprMayJunJulAugSepOctNovDecQ1Q2Q3Q4Total
Working days19192322202121222120202161636461249
Alex$35,200$35,200$44,700$35,200$37,000$38,900$25,200$18,900$40,800$38,900$35,000$28,100$115,100$111,100$84,900$102,000$413,10034.4% · ≈ 27.5 deals
Blake$29,300$29,300$37,300$29,300$30,900$32,400$21,000$15,700$34,000$32,400$29,200$23,400$95,900$92,600$70,700$85,000$344,20028.7% · ≈ 22.9 deals
Casey00$9,300$14,700$23,100$32,400$21,000$15,700$34,000$32,400$29,200$23,400$9,300$70,200$70,700$85,000$235,20019.6% · ≈ 15.7 deals
Drew$23,500$23,500$29,800$23,500$24,700$25,900$16,800$12,600$27,200000$76,800$74,100$56,600$0$207,50017.3% · ≈ 13.8 deals
Team$88,000$88,000$121,100$102,700$115,700$129,600$84,000$62,900$136,000$103,700$93,400$74,900$297,100$348,000$282,900$272,000$1,200,000
Team cumulative$88,000$176,000$297,100$399,800$515,500$645,100$729,100$792,000$928,000$1,031,700$1,125,100$1,200,000
Cumulative %7%15%25%33%43%54%61%66%77%86%94%100%

How the calculation works

  1. 1For each month, the tool counts working days: Monday to Friday, excluding public holidays of the chosen country.
  2. 2For each rep, it keeps the days they are in post, between their start and end dates, and removes their time off.
  3. 3Each day counts at the ramp-up rate of the moment: a rep who starts on March 15 is on the first step until April 14, then on the second.
  4. 4Remaining days are multiplied by the rep’s weight, then by the month’s seasonality index: that is the weight of each cell of the table.
  5. 5The total to assign (target plus over-assignment) is shared in proportion to those weights, then rounded to the chosen step using the largest remainder method: the sum lands exactly on the total.

With your assumptions, one working day of a fully ramped rep with weight 100, in a month indexed 100, is worth $1,543 of quota.

What next?

A quota is checked against activity and paid through variable pay.

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$28,687

per month, fully ramped rep

3.2

productive FTEs

Sales quota planning: from the annual target to this month’s quota

An annual sales target cannot be managed as is: it has to be broken down into individual quotas, month by month, that each rep can track and that the manager can compare with actual results. Sales quota planning means doing that breakdown without losing a dollar along the way, and without loading a rep with what the team cannot produce that month.

The most common method, dividing by headcount and then by twelve, assumes a full team all year, identical months and interchangeable reps. None of these holds. A new hire is not productive on day one, a rep who leaves in September does not sell in October, and in the United States a month has between 19 and 23 working days once federal holidays are removed, depending on the month and the year.

This quota calculator starts from real capacity instead: the days each rep actually works, at their ramp-up productivity, multiplied by their weight and by the month’s seasonality. The target is then shared in proportion to that capacity, and rounding is redistributed so the quotas add up exactly to the target.

Top-down, bottom-up or territory potential: three ways to set quotas

There are three broad ways to set a sales quota. The best plans combine all three.

  • Top-down: from the company target to the reps

    Leadership sets the annual target, which is then broken down by team, by rep and by month. This is what this tool does, taking each rep’s real capacity into account.

    Consistent with the budget and the hiring plan, quick to produce.

    Does not tell you whether the target is achievable: check it against the field.

  • Bottom-up: from activity to the target

    You start from what each rep can produce: pipeline, activity (calls, conversations, meetings) and conversion rates, then add it up.

    Grounded in the team’s reality, useful to check a quota is attainable.

    Repeats the past, and everyone has an incentive to sandbag.

  • By territory or book potential

    The quota follows the potential of what each rep covers: number of accounts, company size, last year’s revenue in the segment.

    Fair when territories are very different.

    Needs reliable market and account data.

In practice: set the target top-down with this calculator, translate the monthly quota into activity with the prospecting calculator to check it is attainable, and reflect each territory’s potential through the individual weight (for example 120 for a rich book, 80 for a segment still to open).

Ramp-up: the capacity everyone forgets

A new hire does not produce like an experienced rep in their first months: they learn the product, build their lists and fumble their first calls. Ramp-up describes that reduced productivity, for example 25%, 50% then 75% over the first three months, before 100%. Those rates are an example: the right ramp time depends on your sales cycle and your onboarding, and is measured on your own hires (time to first meeting, to first deal, to first month at 100% of quota).

The arithmetic is blunt. With that profile, a rep who starts on April 1 is in post for nine months of a calendar fiscal year, but only produces the equivalent of 7.5: their first three months add up to 25 + 50 + 75 = 150% of one month. The quota they cannot carry has to go somewhere: either to the reps already in post, which is what this calculator does, or nowhere, and the target is missed before the year starts.

The same reasoning applies to a known departure. A rep who leaves at the end of September has a quota until the end of September; if a replacement starts in November, they begin on the first ramp step. Entering those dates in the tool immediately shows what a hiring gap costs in selling capacity.

Seasonality, time off and public holidays: twelve real months

Seasonality says what a working day is worth depending on the month: in B2B, decisions often slow down in summer, and many teams close more at quarter end or year end. The profiles offered in the tool are starting examples. Yours comes from your past sales: for each month, revenue closed divided by the monthly average of the year, over two or three years if you have them, multiplied by 100.

Time off and public holidays say how many days are worked. They combine with seasonality without double counting: time off removes days from a rep, seasonality scales the value of the days left. An August when half the team is on vacation and buyers are away combines both effects, which is exactly what happens.

National public holidays are computed in your browser for ten countries, including the United States (federal holidays, observed dates) and the United Kingdom (England and Wales, substitute days). State or regional holidays, bridge days and one-off holidays are not included: if your team takes them, add them as time off.

Over-assignment: assigning more than the target, and how much

Over-assignment means handing reps a total of quotas higher than the company target, so the target is met even if not everyone hits quota. The arithmetic is simple: with a 10% over-assignment, quotas add up to 110% of the target, and the team meets it as soon as average attainment exceeds 100 ÷ 110, about 91%.

Over-assignment has a cost. An inflated quota nobody hits is demotivating, and a variable pay plan pegged to that quota costs more when the team beats it. It should be disclosed, and sized on the gap you actually observe between quotas and results, not set out of habit. To see what it changes in compensation, the variable pay simulator shows what a rep earns at each attainment level.

From the table to the team: four steps

A quota only works if it is understood, accepted and tracked.

  1. 1

    Check the monthly quota of a fully ramped rep against the activity it takes: calls, conversations, meetings, win rate. If the numbers do not add up, the target or the headcount needs revisiting, not the table.

  2. 2

    Walk each rep through their quota month by month, with the method: their ramp-up, their time off, their weight. An explained quota is discussed on facts; a quota out of nowhere gets disputed.

  3. 3

    Track cumulative attainment rather than the isolated month: the “cumulative %” row of the table says where the team should be at each month end, seasonality included.

  4. 4

    Revisit the plan at each event (a hire, a departure, a long absence) by updating the dates: past months stay as they are, coming months are recalculated.

Common quota planning mistakes

  • Dividing by headcount and by twelve

    The simplest method and the most wrong: it gives a new hire and a senior rep the same quota, in August as in March. The gap with a capacity-based plan is shown at the top of the results.

  • Giving a new hire a full quota

    A new hire at 100% of quota from month one fails before starting, and the team discovers at year end a gap it could have covered. Plan a ramp-up and redistribute the difference.

  • Forgetting time off and public holidays

    An identical monthly quota from January to December ignores that some months have fewer working days. The rep catches up later what the calendar prevented, or does not.

  • Made-up seasonality

    A summer dip or a strong year end is measured on your past sales. Without history, start from a flat profile and adjust after the first year rather than guessing.

  • Excessive or hidden over-assignment

    A safety margin is healthy when it is disclosed and proportionate. Hidden or too large, it produces quotas nobody hits, and the variable pay plan loses its effect.

  • Changing quotas mid-period without a rule

    Raising a quota because a rep is ahead destroys trust. Freeze the rules for the period, and announce changes at least a period in advance.

Go further

The tools and guides that take quota planning further.

How to check your targets never leave your browser

The calculation, public holidays included, is done by code running in your browser: your target and your team’s names and dates are sent neither to Skipcall nor to anyone else. The tool stores nothing, not even in the browser’s local storage. The page address stays clean while you type: the share link, which carries your assumptions, is only built when you click “copy”.

The simplest test: once the page has loaded, turn off your connection (airplane mode or Wi-Fi off) and change a value. Quotas keep recalculating and the CSV file still downloads, since none of it needs a server.

In your browser’s Network tab, you will see the site’s analytics tools, as on all our pages. None receives what you type: the tool area is excluded from session recording, and only button clicks (export, copy, links to the other tools) are counted, without their content.

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Frequently asked questions

Start from the team’s annual target, possibly increased by an over-assignment margin, then share it in proportion to each rep’s capacity: days actually worked (start date, end date, time off, public holidays), productivity during ramp-up, and individual weight (seniority, book potential). Finally, scale each month by your seasonality. That is exactly what this calculator does, with rounding that guarantees quotas add up to the target.
Not in twelve equal parts: each month has its own working days, time off and seasonality. For each month, compute the team’s capacity (days worked × productivity), multiply it by the month’s seasonality index, then share the target in proportion. The “cumulative %” row of the table then gives the month-end checkpoint to track.
The target is what the company must achieve, usually over the year and for the whole team. A quota is the share of that target assigned to one rep for a period, a month or a quarter. Quotas add up to the target, or slightly more if you apply over-assignment.
Enter their start date: they have no quota before it, then a reduced quota during ramp-up (for example 25%, 50% then 75% over the first three months) before reaching 100%. The difference is redistributed to the reps in post, month by month. Ramp steps count date to date: a rep who starts on March 15 moves to the second step on April 15.
There is no universal answer: it depends on how complex your offer is, how long your sales cycle is and how good your onboarding is. Measure it on your latest hires (month of first meeting, first deal, first month at 100%) and enter those rates in the tool. The starting profile, three months at 25, 50 and 75%, is only an example.
It is common and defensible, as long as it is disclosed and sized. A 10% over-assignment assigns 110% of the target: the team meets it once average attainment exceeds about 91%. Base the margin on the gap you observe between quotas and results, and check what it changes in the variable pay plan.
National public holidays are removed automatically for the chosen country, including observed dates in the US and substitute days in the UK. Time off is entered per rep and per month, in working days; the “apply to the whole team” button saves retyping it. State or regional holidays and bridge days are not included: add them as time off if your team does not work those days.
No. The calculation happens in your browser, with no network request and no storage, not even local. The page address does not change while you type; the share link, which carries your assumptions and the names you entered, is only built when you click “copy the link”.