Revolutionary Compensation Plan
Agel has created a new compensation structure that is truly revolutionary. It is our belief that this compensation plan will produce some of the largest checks in network marketing history. The plan can't be described as a binary, a breakaway, a unilevel, or a forced matrix. It is a revolutionary hybrid. What is long term viability? It is not just company longevity. If you used to make $100k and now only make $30k, this is not long term viability. Ten years later your check should still be the same fulfilling the promise of long-term residual income. The Agel compensation plan includes the principles that ensure that promise can be fulfilled for those who work at it.
The first requirement of a compensation plan is the ability to make money fast. There are two components of the Agel compensation plan that accomplish this. The Fast Start Bonus and the Global Performance Bonus. The Fast Start Bonus pays you for your recruiting efforts. The amount of the bonus is based on the level with which your new distributor entered the plan. The bonus for enrolling someone at the Executive level is $200, Leadership is $75, and Business Builder is $35. The Global Performance pool is 3% of the total company commissionable volume and is paid to those who recruit at least 4 new distributors in a month. Your individual share of that pool is based upon the level with which the distributor signed up. Executive level gives you 3 points, Leadership gives you 2 points, and Business Builder gives you 1 point in the pool.
There is a major hole in existing compensation plans. Almost all new distributors go through a surge in recruiting when they first start. They sign up all the "low hanging fruit," those people within their circle of influence that are the best and most likely candidates. A period of time exists between when the recruiting efforts begin to fall off sharply and the leverage component begins to kick in. During this period, people see their checks decrease dramatically and this is the cause of a lot of attrition in the industry. Agel has created a bridge for new distributors fill this gap and increase their potential pay during this time. This transition component is made up of the Executive Bonus and Team Volume Commission. The Executive Bonus is only available to those who selected the Executive Option when enrolling. It again is based on 3% of the company volume, therefore providing a compensation mechanism based on high volume while the distributor's team volume is just starting to increase. It is paid to those on autoship and is based on a percentage of growth in the distributor's smaller leg. The Team Volume Commission is 10% of the distributor's smaller leg. This commission will never be affected by a global company cap. It is however limited to $25,000 per weaker leg. What this means is that the maximum team commission you can earn per financial center is $25,000 but the 10% will always be consistent. New distributors working hard to build their business are therefore never impacted if the company should ever reach its global cap which is highly unlikely but the safety mechanism is in place.
The Leveraged Matching Bonus in the Agel compensation plan is its defining characteristic. Imagine a 7 generation matching bonus laid over top of a two legged structure. This has never been done before in the industry. You can be paid on generations one through four whether or not you have a small leg. For those that develop their second leg and develop leadership, they are able to reach even further. Imagine the earning potential this compensation plan provides.
The Leadership Bonus is reserved for just that, leadership. It represents 3% of company sales and is awarded based on a combination of lesser leg volume and matching bonuses. This is not paid based on positioning; it can only be achieved by those who develop leadership within their organization. One share of the global pool is earned when a distributor has 40,000 in volume in their lesser leg and has earned 2 matching bonuses of $1000 or more. This increases up to 10 shares for 250,000 volume in the lesser leg and 8 matching bonuses of $1000 or more. See the chart above for each level. Will this be hard to achieve? Yes. Can it be done? Yes, and it will. Whether or not you make it there depends on your making goals and working towards them.
Finally, the Global Director Bonus is based on 1% of all company volume and is split equally by those that reach this level. The requirement is a lesser leg volume of 250,000 and 8 matching bonuses of $1000 or more. This will generate some enormous checks that are produced yearly and presented at the company's annual conference. The Agel compensation plan
The Agel Compensation plan represents a revolutionary way to compensate members...
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