Sales Counsellor – Assessor Development

Key Roles & Responsibilities

1️⃣ Assessor Sourcing & Lead Generation

• Identify potential assessors (trainers, industry experts, retired professionals, faculty, etc.)
• Generate leads through:
• Field visits
• Training centers
• ITIs / Polytechnics
• Skill institutes
• Job portals
• Social media
• Referral networks
• Maintain daily lead data and follow-up records.

2️⃣ Counselling & Conversion

Explain:

• Role of Assessor
• Certification requirements
• NCVET process
• Earning opportunities
• Empanelment benefits
• Address doubts and objections professionally.
• Convert leads into registered assessors.
• Collect ₹2,000 registration/onboarding fee as per company guidelines.

3️⃣ Revenue Target Responsibility

Achieve revenue equivalent to 10× of monthly salary.

Example:

Salary ₹25,000 → Target ₹2,50,000/month (125 assessors)

Salary ₹50,000 → Target ₹5,00,000/month (250 assessors)

Maintain monthly conversion ratio.

Submit weekly revenue performance reports.

4️⃣ Documentation & Compliance

Ensure proper documentation:

ID proof

Qualification certificates

Experience proof

SSC alignment documents

Coordinate with operations team for smooth empanelment.

Ensure compliance with NCVET norms.

5️⃣ Assessor Relationship Management

Maintain long-term relationship with onboarded assessors.

Provide updates on:

Assessment assignments

Certification process

Payment cycle

Handle grievances and escalate if required.

6️⃣ Market Development

Explore new cities/districts for assessor network expansion.

Develop partnerships with:

Training centers

Colleges

Industry bodies

Support company expansion strategy.

Key Performance Indicators (KPIs)

• Number of assessors onboarded per month
• Revenue generated
• Conversion rate
• Lead follow-up efficiency
• Documentation accuracy
• Assessor retention rate

Required Skills

• Strong communication & convincing ability
• Sales & target-oriented mindset
• Basic knowledge of skill development ecosystem
• Understanding of NCVET / SSC structure (preferred)
• Field marketing capability
• MS Excel & CRM handling

Performance-Based Incentives (Optional Structure)

Incentive after achieving 100% target

Extra bonus on 120%+ achievement

Quarterly growth reward

Fast-track promotion to Team Leader

Accountability

Direct reporting to Business Development Manager

Daily reporting mandatory

Non-performance for 2 consecutive months may lead to review