Candidates who successfully complete the September 2026 Training & Performance Evaluation Programme<\/strong> and are selected for employment may be appointed as Business Development & Growth Executives<\/strong> from October 2026.<\/p>\n\n\n\n The compensation structure combines a fixed monthly salary with performance-based incentives<\/strong> and is designed to reward employees who generate sustainable business for TicketLine.in.<\/p>\n\n\n\n The minimum starting monthly salary will be \u20b915,000<\/strong>.<\/p>\n\n\n\n The actual salary offered may be higher depending on factors such as:<\/p>\n\n\n\n The fixed salary is separate from performance-based incentives.<\/p>\n\n\n\n The standard monthly business-generation target is:<\/p>\n\n\n\n This is a business-performance expectation<\/strong>, not an amount that the employee has to pay or recover personally.<\/p>\n\n\n\n The target refers to the business\/revenue actually generated for TicketLine.in<\/strong> through the employee’s business-development activities.<\/p>\n\n\n\n The purpose of this target is to maintain a sustainable relationship between employee compensation and the business contribution generated for the company.<\/p>\n\n\n\n For performance evaluation, business generated<\/strong> means the amount of platform\/service revenue earned by TicketLine.in from business attributable to the employee’s efforts.<\/p>\n\n\n\n For example, if the applicable TicketLine.in platform charge for an online ticket\/pass transaction is currently 10%<\/strong>:<\/p>\n\n\n\n Example:<\/strong><\/p>\n\n\n\n An organization sells:<\/p>\n\n\n\n 1,000 tickets \u00d7 \u20b9500 = \u20b95,00,000 total ticket value<\/strong><\/p>\n\n\n\n If TicketLine.in’s applicable platform charge is 10%:<\/p>\n\n\n\n \u20b95,00,000 \u00d7 10% = \u20b950,000<\/strong><\/p>\n\n\n\n Therefore, \u20b950,000 would be considered business generated for the purpose of this example<\/strong>, subject to the applicable commercial terms and actual receipt by TicketLine.in.<\/p>\n\n\n\n The platform\/service charge may differ for offline tickets, WhatsApp passes or other services. The applicable amount under the relevant commercial arrangement will be considered.<\/p>\n\n\n\n Business generated will be considered only when the business is genuine, attributable to the employee’s efforts and meets the applicable verification\/payment conditions.<\/p>\n\n\n\n In addition to the fixed salary, eligible employees may receive an incentive for business generated above the monthly target<\/strong>.<\/p>\n\n\n\n Monthly business target = \u20b945,000<\/strong><\/p>\n\n\n\n Actual business generated = \u20b950,000<\/strong><\/p>\n\n\n\n Excess business = \u20b95,000<\/strong><\/p>\n\n\n\n Incentive:<\/p>\n\n\n\n \u20b95,000 \u00d7 20% = \u20b91,000<\/strong><\/p>\n\n\n\n Therefore:<\/p>\n\n\n\n Fixed salary = \u20b915,000<\/strong> The incentive will be calculated according to the applicable company rules and verified business generated.<\/p>\n\n\n\n Performance will not be judged only by the final business amount.<\/p>\n\n\n\n Evaluation may include:<\/p>\n\n\n\n Quality of business is as important as quantity.<\/strong><\/p>\n\n\n\n A 5% deviation from the monthly business target<\/strong> may be accepted as a normal performance variation.<\/p>\n\n\n\n For a \u20b945,000 target, 5% represents \u20b92,250<\/strong>.<\/p>\n\n\n\n Therefore, business generation of approximately \u20b942,750 or above<\/strong> may be considered within the normal tolerance range.<\/p>\n\n\n\n Where the target is missed within the permitted tolerance, the shortfall may be expected to be compensated through additional business generation in the following month(s).<\/p>\n\n\n\n If business generation falls more than 5% below the applicable monthly target<\/strong>, TicketLine.in may review the employee’s salary\/performance level and may revise the salary to the next applicable lower salary slab, subject to the terms of employment.<\/p>\n\n\n\n If an employee remains below the required performance level for three consecutive months<\/strong>, the company may conduct a further performance review and may revise the applicable salary slab or take other appropriate employment-related action in accordance with the terms of appointment.<\/p>\n\n\n\n Performance will be considered in context, including:<\/p>\n\n\n\n Business generation must be genuine, sustainable and professionally obtained<\/strong>.<\/p>\n\n\n\n Employees are expected to:<\/p>\n\n\n\n Business obtained through fabricated records, misleading information, unauthorized commitments or other improper practices may not be counted towards business targets or incentives.<\/p>\n\n\n\n Serious misconduct may also result in appropriate action under the applicable employment terms.<\/p>\n\n\n\n The role is performance-oriented rather than attendance-oriented<\/strong>.<\/p>\n\n\n\n Employees are not required to report regularly to the TicketLine.in registered office in Murshidabad.<\/p>\n\n\n\n The role may be performed from the employee’s home town, nearby area or another preferred location within India<\/strong>, depending on the nature of the work and business opportunities.<\/p>\n\n\n\n Being available, responsive and disciplined in completing assigned work is expected.<\/p>\n\n\n\n The compensation structure is designed to allow employees to grow along with the business.<\/p>\n\n\n\n As an employee develops stronger skills, generates more business and takes greater responsibility, there may be opportunities for:<\/p>\n\n\n\n We believe:<\/p>\n\n\n\n Our objective is not simply to set targets, but to build a team of capable, honest and efficient people who can develop their careers while contributing to the growth of TicketLine.in.<\/p>\n\n\n\n The figures and conditions described above represent the proposed compensation and performance framework for employees appointed from October 2026<\/strong>.<\/p>\n\n\n\n The final salary, applicable targets, incentive terms, responsibilities and other employment conditions will be specified in the individual’s appointment\/employment terms<\/strong>.<\/p>\n\n\n\n TicketLine.in may revise its commercial charges, targets, incentive structure or related policies from time to time based on business requirements. Any applicable changes will be communicated in accordance with the relevant employment terms.<\/p>\n\n\n\n September 2026 programme compensation is separate from the employee salary and incentive structure described on this page.<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":" For Employees Appointed from October 2026 Candidates who successfully complete the September 2026 Training & Performance Evaluation Programme and are selected for employment may be appointed as Business Development & Growth Executives from October 2026. The compensation structure combines a fixed monthly salary with performance-based incentives and is designed to reward employees who generate sustainable… Continue reading Salary, Business Targets & Incentive Structure<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":0,"parent":961,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"_links":{"self":[{"href":"https:\/\/ticketline.in\/rules\/wp-json\/wp\/v2\/pages\/1033"}],"collection":[{"href":"https:\/\/ticketline.in\/rules\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/ticketline.in\/rules\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/ticketline.in\/rules\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/ticketline.in\/rules\/wp-json\/wp\/v2\/comments?post=1033"}],"version-history":[{"count":1,"href":"https:\/\/ticketline.in\/rules\/wp-json\/wp\/v2\/pages\/1033\/revisions"}],"predecessor-version":[{"id":1034,"href":"https:\/\/ticketline.in\/rules\/wp-json\/wp\/v2\/pages\/1033\/revisions\/1034"}],"up":[{"embeddable":true,"href":"https:\/\/ticketline.in\/rules\/wp-json\/wp\/v2\/pages\/961"}],"wp:attachment":[{"href":"https:\/\/ticketline.in\/rules\/wp-json\/wp\/v2\/media?parent=1033"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
\n\n\n\n1. Monthly Salary<\/h2>\n\n\n\n
\n
\n\n\n\n2. Monthly Business Target<\/h2>\n\n\n\n
\u20b945,000 per month<\/strong><\/h3>\n\n\n\n
\n\n\n\n3. What Does \u201cBusiness Generated\u201d Mean?<\/h2>\n\n\n\n
\n\n\n\n4. Performance-Based Incentive<\/h2>\n\n\n\n
Incentive = 20% of business generated above \u20b945,000<\/h3>\n\n\n\n
Example<\/h3>\n\n\n\n
Performance incentive = \u20b91,000<\/strong>
Total = \u20b916,000<\/strong><\/p>\n\n\n\n
\n\n\n\n5. Performance Evaluation<\/h2>\n\n\n\n
\n
\n\n\n\n6. If the Monthly Target Is Missed<\/h2>\n\n\n\n
Significant or Repeated Underperformance<\/h3>\n\n\n\n
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\n\n\n\n7. Business Quality & Professional Conduct<\/h2>\n\n\n\n
\n
\n\n\n\n8. Performance, Not Attendance<\/h2>\n\n\n\n
\n\n\n\n9. Growth Opportunity<\/h2>\n\n\n\n
\n
When our employees grow, TicketLine.in grows with them.<\/strong><\/h3>\n\n\n\n
\n\n\n\nImportant Note<\/h2>\n\n\n\n