SkillsAdd

smithery/gtmagents

quota-health

Use to analyze quota distribution, attainment fairness, and productivity signals.

Installation

$ npx skills add smithery/gtmagents --skill quota-health
View on skills.sh ↗ Website ↗

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Also in this package

Other skills from smithery/gtmagents · top by installs.

npx skills add smithery/gtmagents
workflow-testing 0 win-loss-dataset 0 whitepapers 0 webinars 0 webinar-design 0 voice-of-customer 0 voice-guidelines 0 visualization-patterns 0 vertical-solution-templates 0 versioning-dashboard 0

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More details

Agent compatibility

Declared targets from SKILL.md / docs. Unmarked agents are not listed — the skill may still install via the CLI.

Claude Code Not declared
Cursor Not declared
Codex Not declared
GitHub Copilot Not declared
Windsurf Not declared
Gemini CLI Not declared
Cline Not declared
OpenCode Not declared

Package contents

Files included with this skill beyond the listing page.

  • skill md SKILL.md 1,274 B
  • docs SUMMARY.md 101 B

History

  1. First recorded snapshot · 0 installs

SKILL.md

Quota Health Review Skill

When to Use

  • During annual planning to align quotas with territory potential.
  • Mid-year to diagnose underperformance risks or over-assignment.
  • Before launching compensation plan changes or SPIFs.

Framework

  1. Data Collection – pull attainment, pipeline, coverage, and territory metrics by rep/segment.
  2. Fairness Analysis – compute attainment distribution, Gini coefficient, and coverage ratios.
  3. Signal Review – identify chronic over/under assignments, ramp issues, or constrainted territories.
  4. Recommendation Engine – suggest quota rebalancing, enablement, or hiring adjustments.
  5. Governance – log proposed changes, approval needs, and communication strategy.

Templates

  • Quota health dashboard (rep-level KPIs, quartiles, recommendations).
  • CRO briefing outline with risks/opportunities.
  • Quota adjustment request form with approvals.

Tips

  • Pair with territory-optimization outputs to ensure coverage and quota stay in sync.
  • Normalize attainment for ramping reps to avoid skewed fairness scores.
  • Keep change logs auditable for finance and legal.