Merge branch 'mw-quarterly-commission' into 'master'

Updates roles paid quarterly commission.

Closes gitlab-com/people-group/Compensation#23

See merge request gitlab-com/www-gitlab-com!37007

source/handbook/people-group/global-compensation/index.html.md.erb

@@ -25,7 +25,7 @@ title: Global Compensation
 1. If we change our [SF benchmark](#benchmark-adjustment) for a job family without changing the requirements, we change the compensation both for existing team members and new hires. If the SF benchmark is changed together with the requirements this review might happen at the time of the change or in our yearly cycle.
 1. We offer [bonuses and incentives](/handbook/incentives), but we don't offer ping pong tables or free lunches. We think it is more important to offer people flexibility and freedom. See the [Top 10 reasons to work for GitLab on our culture page](/company/culture/#advantages/).
 1. We hire across the globe, but we're not location agnostic. Your timezone, the location factor in your region, and the vicinity to users, customers, and partners can all be factors. For example, we may favor one applicant over another because they live in a region with a lower location factor or because we need someone in that timezone. All things being equal, we will hire people in lower cost markets vs. higher cost markets.
-1. People on quota (account executives, account managers, and sales leadership) have variable compensation that is about 50% of their On Target Earnings (OTE). Individual contributors in the sales organization have variable compensation that is purely based on commission. The commission for all roles in the sales function is paid monthly with the exception of the following roles: Implementation Engineer, Sales Development Manager, Business Development Manager, Director of Customer Success. These roles are paid commission quarterly.
+1. People on quota (account executives, account managers, and sales leadership) have variable compensation that is about 50% of their On Target Earnings (OTE). Individual contributors in the sales organization have variable compensation that is purely based on commission. The commission for all roles in the sales function is paid monthly with the exception of the following roles: Professional Services Engineer, Sales Development Manager, Director of Customer Success. These roles are paid commission quarterly. The VP of Alliances is paid according to the Executive Bonus Program. 
 1. Compensation decisions around level and experience levels and for functions not in the calculator are taken by the compensation group<a name="compensation-group"></a>. This group consists of the CFO, CEO, and Chief People Officer. All requests will first be routed to the CFO and the CPO. If needed, the request can be eslcalated to the CEO. When there is no time to coordinate with the group, the CEO can make a decision and inform the group. When the CEO is away (e.g. vacation), the two other members of the group can make a decision and inform the group. Whatever the decision is, the earnings committee should be cc-ed (or bcc-ed) on the final email so that the committee members can know that the loop was closed. This group is different from the compensation committee at the [board level](/handbook/board-meetings/#board-committees).
 ## Compensation & Benefits Schedule