Hi - I work in HR and have lots of experience designing and implementing commission schemes for a range of sales roles.
Happy to support with some more information - to determine the best commission structure you need to be clear on what behaviour or result you want to motivate, and also take into account financially how the scheme can 'pay for itself'. For example, by rewarding number (volume) of sales, or total revenue, but ignoring profit, the individual will understandably focus on revenue or volume, and profit may suffer.
Feel free to reach out to me direct if you'd like to explore further to reach the right solution.
You might find resources such as People Management (online) useful for further reading.
Answered a year ago