Critique my sales compensation structure

Goal: Determine a sales structure to recommend to my VP as we move into 2027 to capture upside variable compensation working with a massive enterprise account.

Background: I’m in the industrial tech industry (keeping vague on purpose) where I sell a product that is being commodified. Margins are low double digits at scale. The enterprise account I primarily sell to has purchasing power up to $175M. In the past we had 70-80% share - this year, closer to 50%.

Current Compensation Structure: high base of $200k. Variable compensation at 100% plan is 30% of base with 60% being based on revenue to target. At 100% revenue, I make $36,000 annually. It’s caps at 137.5% of plan - I’d make $144,000. The other 40% is based on three KPIs that were created at beginning of year along with a component that retains profitability for the business unit as a whole.

My target goal is close to $100M in 2026. For perspective, I would make $2,880 for every ~$1M i bring in over my goal for the year.

Question: am I getting bent over? Any suggestions on comp plan to suggest to leadership that is fair and equitable?