I'd highly recommend the consultant we use for high level compensation needs:

Scott Schreiber
RSC Advisory Group, LLC
(513) 673-4990
scott.schreiber@rscadvisorygroup.com

Scott has helped us create a variety of incentive plans for executive, sales, and even hourly teams.

Not sure how complicated or simple of a plan that you are looking to implement, but a lot of time the Executive Compensation plans for publically traded companies can be downloaded from the "Investor Relations" tab on a company's website as part of a proxy statement or in the annual report. So you can read those and get some ideas for how to structure a plan. My current employer is a large corporation, publically traded corporation; so the Executive Compensation plan is fairly complex. The annual incentive (bonus) is based upon Earnings Per Share and and Free Cash flow. The long term incentives are based upon cumulative Earnings Per Share, relative Total Shareholder Return, and absolute Stock Price Appreciation. The base salary is targeted to be midpoint to a basket of 13 other publically traded companies in our industry.

At a small, manufacturing company we had a fairly simple plan that used a percenatage target of the President's base salary. Half of the bonus was based upon company performance of earnings (60%), cash (20%) and roll throughput yield/ quality (20%). The other half was based upon an individual perfomance factor ranging from 0 to 1.4. We had minimum financial targets that had to be hit in order for any bonus to be paid. Division's finance performance was capped at 200% for the payout.