This document summarizes the compensation plan for 5LINX, a multi-level marketing company. It outlines the starting levels of Customer Representative and Independent Marketing Representative, as well as five leadership levels up to Platinum Senior Vice President. Representatives earn residual income from acquiring customers each month. They can also earn bonuses from sponsoring new representatives and from customer acquisitions. Higher leadership levels require maintaining certain qualification requirements and earn higher commission percentages on residuals and bonuses.
IFH is a 20-year-old hospitality training and benchmarking firm with over 100 employees. It offers staff qualification programs, quality benchmarking services, and sales management support to global hospitality brands. IFH aims to help customers generate more revenue through improving staff skills and quality standards. It has a wide range of training courses and mystery shopping/calling programs to assess customer service levels. Major hospitality company clients include Jumeirah, Kempinski, Starwood, and Rezidor. IFH also works with non-hospitality firms to improve their customer service. It seeks further growth through new markets, strategic partnerships, and acquisitions.
This document outlines Nu Skin's sales compensation plan, which provides earnings from fast-start payments, retail profits, and commissions. Distributors can become executives by building their organization and monthly sales volume. As executives, they qualify for additional bonuses from their downline sales volume. The plan aims to maximize earnings potential through fast-start bonuses, retail profits, commissions on downline sales volume, breakaway executive bonuses, and shares of regional bonus pools.
The document discusses how optimization can help companies address business challenges by analyzing supply chain networks, production planning, inventory management, transportation scheduling, and other areas to reduce costs, improve service levels, and make better decisions faster than humans alone. It provides examples of how optimization can be used to find the shortest delivery route or determine the optimal production schedule. The document argues that optimization should be applied wherever decisions require allocating resources for implementation.
The document introduces the AXP Portfolio Builder Series, a turnkey asset allocation solution that simplifies retirement plan investing. It offers a range of professionally managed portfolios to meet different investment objectives and risk tolerances. This provides plan participants easy diversification and removes the complexity of making individual investment decisions. Contacting your American Express financial advisor can provide more information on how the AXP Portfolio Builder Series can help employees save for retirement in a simple, smart way.
The document provides an overview of the AXP Portfolio Builder asset allocation solution for financial advisors. It describes the six funds created through a disciplined asset allocation process led by the American Express Capital Markets Committee. The solution aims to help advisors add value, reduce relationship risk by avoiding individual fund selection, and streamline account management. A variety of tools and resources are available to help advisors market and implement the AXP Portfolio Builder funds.
AutoSuccess addresses the specific, researched needs of new car and light truck dealerships by providing entrepreneurial, cutting-edge, solution-based editorials to increase dealership profits and reduce expenses
AutoSuccess, magazine, sales, new, used, selling, salespeople, vehicle, dealer, dealership, leadership, marketing
For similar content visit http://www.autosuccesssocial.com/
1. The document discusses effective field sales manager coaching and a people-centered leadership approach.
2. It identifies six key areas for FLSMs to focus on, including focusing coaching on selling models, tailoring content to reps' needs, spending full days coaching, documenting sessions, using coaching to develop skills, and providing people-centered leadership.
3. People-centered leadership involves building rapport, showing interest in reps as individuals, recognizing differences, clear communication, and feedback using verbal and non-verbal skills.
IFH is a 20-year-old hospitality training and benchmarking firm with over 100 employees. It offers staff qualification programs, quality benchmarking services, and sales management support to global hospitality brands. IFH aims to help customers generate more revenue through improving staff skills and quality standards. It has a wide range of training courses and mystery shopping/calling programs to assess customer service levels. Major hospitality company clients include Jumeirah, Kempinski, Starwood, and Rezidor. IFH also works with non-hospitality firms to improve their customer service. It seeks further growth through new markets, strategic partnerships, and acquisitions.
This document outlines Nu Skin's sales compensation plan, which provides earnings from fast-start payments, retail profits, and commissions. Distributors can become executives by building their organization and monthly sales volume. As executives, they qualify for additional bonuses from their downline sales volume. The plan aims to maximize earnings potential through fast-start bonuses, retail profits, commissions on downline sales volume, breakaway executive bonuses, and shares of regional bonus pools.
The document discusses how optimization can help companies address business challenges by analyzing supply chain networks, production planning, inventory management, transportation scheduling, and other areas to reduce costs, improve service levels, and make better decisions faster than humans alone. It provides examples of how optimization can be used to find the shortest delivery route or determine the optimal production schedule. The document argues that optimization should be applied wherever decisions require allocating resources for implementation.
The document introduces the AXP Portfolio Builder Series, a turnkey asset allocation solution that simplifies retirement plan investing. It offers a range of professionally managed portfolios to meet different investment objectives and risk tolerances. This provides plan participants easy diversification and removes the complexity of making individual investment decisions. Contacting your American Express financial advisor can provide more information on how the AXP Portfolio Builder Series can help employees save for retirement in a simple, smart way.
The document provides an overview of the AXP Portfolio Builder asset allocation solution for financial advisors. It describes the six funds created through a disciplined asset allocation process led by the American Express Capital Markets Committee. The solution aims to help advisors add value, reduce relationship risk by avoiding individual fund selection, and streamline account management. A variety of tools and resources are available to help advisors market and implement the AXP Portfolio Builder funds.
AutoSuccess addresses the specific, researched needs of new car and light truck dealerships by providing entrepreneurial, cutting-edge, solution-based editorials to increase dealership profits and reduce expenses
AutoSuccess, magazine, sales, new, used, selling, salespeople, vehicle, dealer, dealership, leadership, marketing
For similar content visit http://www.autosuccesssocial.com/
1. The document discusses effective field sales manager coaching and a people-centered leadership approach.
2. It identifies six key areas for FLSMs to focus on, including focusing coaching on selling models, tailoring content to reps' needs, spending full days coaching, documenting sessions, using coaching to develop skills, and providing people-centered leadership.
3. People-centered leadership involves building rapport, showing interest in reps as individuals, recognizing differences, clear communication, and feedback using verbal and non-verbal skills.
The document provides commercial real estate sales data for Sacramento industrial, office, multifamily, and retail properties in 2008. Median sale prices ranged from $894,000 for manufacturing buildings to $2,075,000 for garden-style apartments. Average sale prices per square foot ranged from $122.14 for warehouses to $282.43 for free-standing retail buildings. The data also includes charts showing sale price trends over time and breakdowns of listings by property size. Recent sale listings are highlighted with details on listing price and final sale price.
This document provides specifications for testing the radio transmission and reception aspects of radio resource management (RRM) conformance for user equipment (UE) in an E-UTRA network. It defines test configurations, minimum requirements and test procedures for RRM functions like E-UTRAN cell selection and reselection in both idle and connected states. The testing covers intra-frequency and inter-frequency reselection scenarios for both FDD and TDD deployments.
El documento es una canción que celebra la belleza de la vida en Colombia a través de detalles como el olor del café por la mañana, escuchar la paz de las montañas y sentir la arena de la playa. Aunque el tiempo pasa rápido, la canción dice que siempre hay personas que nos aman y cuidan.
Àlbum Fotogràfic Personal Marta Millán M2bmarta_ms89
Aquest és l'àlbum fotogràfic personal de la Marta Millán Salayet, de la classe M2 b, de l'assignatura "didàctica de l'educació plàstica i visual" (classes amb la Mariona), de Magisteri (especialitat Educació Primària), de4 la Universitat de Barcelona (UB).
This document discusses strategies for optimizing sales opportunities in the current year and planning for sales growth in the coming year. It provides:
1) Seven steps sales leaders can take to focus on quality opportunities and customers as the year ends, including prioritizing the best deals and understanding customers' needs.
2) Details on conducting regular "deal reviews" to assess the pipeline and ensure resources are focused on closing the most promising deals by year's end.
3) Tips for strategic planning, including understanding market factors, aligning goals, and leveraging best practices from top performers.
Russia invaded Ukraine on February 24th, 2022 in what it calls a "special military operation" to demilitarize and "denazify" Ukraine. The invasion has been widely condemned by Western nations as an illegal war and has sparked severe economic sanctions against Russia. Fighting and bombardment of major Ukrainian cities by Russian forces has led to a large-scale humanitarian crisis and refugee outflow from Ukraine into neighboring countries.
The document summarizes commercial real estate market conditions in Northern Nevada during the third quarter of 2008. It states that declining lending has negatively impacted business activity and the real estate market. Vacancy rates increased across office, retail, and industrial sectors, putting downward pressure on rents. Property sales occurred but with higher capitalization rates. The regional economy also weakened with rising unemployment.
The document is a slideshow presentation that automatically changes slides every 8 seconds or on mouse click. It features photographs from various locations around Greece including islands like Crete, Rhodes, Santorini, and Mykonos as well as landmarks in Athens like the Acropolis and Parthenon. Background music plays during the slideshow.
1. The document outlines the history and growth of barcamps (unconferences) in Eastern Europe and Central Asia since 2005. Barcamps are self-organized conferences focused on new media and technology topics that allow open participation.
2. Over 20 barcamps have been held across Eastern Europe and Central Asia between 2007-2008, with locations including Ukraine, Russia, Latvia, Lithuania, Georgia, and Kyrgyzstan. Barcamps have attracted hundreds of participants and included sessions on blogging, education, startups, and more.
3. Regional barcamps have some common features like support from non-profits, "investment events" connecting investors to startups, and varying tools
Nevada es un estado ubicado en el oeste de Estados Unidos que es popular entre las personas mayores para disfrutar de su retiro. El clima cálido y las bajas tasas impositivas de Nevada lo convierten en un destino atractivo para las personas jubiladas que buscan pasar sus años de retiro.
Music is a form of art that uses sound organized in time. It is typically divided into genres like pop, rock, jazz, classical, and folk. Some examples of musical instruments are the guitar, piano, violin, drums, and voice.
The document lists the names of various castles located across Europe, including in France, Spain, Belgium, England, Germany, Austria, Portugal, Scotland, Sweden, Russia, Denmark and the Czech Republic. Many of the castles listed are located in France, such as Chaumont, Chenonceau, Azay le Rideau, Amboise, Cheverny, Mont Saint Michel, Jehay Bodegnee, Sceaux, Sully sur Loire, Valencay, Maintenon and Fontainebleau. The document also lists famous castles outside of France like Windsor in England, Mespelbrunn in Germany and the Alcázar de Segovia in Spain
The Rodan + Fields compensation plan offers multiple ways for consultants to earn income, including retail profits, commissions from sales of those they sponsor and enroll, and team building commissions. Consultants can work their way up through various leadership tiers such as Executive Consultant and Level V Executive by meeting sales and team requirements, earning higher commissions along the way including on generations of their downline team sales. The plan aims to reward both part-time and full-time efforts with the potential for residual income growth.
Rodan+Fields consultants have multiple ways to earn commissions and bonus money! Let me know if you have any questions! We earn monies on retail sales and on building teams. We also have a lead the way program that gives us the opportunity to win amazing prizes that we get to choose ourselves
This document describes the business opportunity presented by an international telecommunications company that has been operating since 1993. It highlights that the company operates in over 20 countries and has over half a billion in annual revenue. As an independent business owner, one can earn residual income by acquiring personal customers and building a team of other IBOs. The compensation plan includes bonuses for customer acquisitions and rising levels of residual income as the business and team grow. Training and support is provided to help IBOs acquire customers and build their business.
The document provides an overview of the IDA Marketing Services Integrated Wealth Plan, which consists of two compensation plans: the Product Pay Plan and the Customer Acquisition Bonus Plan. The Product Pay Plan pays commissions and bonuses when new accounts are established. The Customer Acquisition Bonus Plan provides bonuses when Associates enroll new Associates who then create a personal retail sale. Higher ranks in the plan provide access to additional business centers and higher bonuses on personally enrolled and indirectly enrolled Associates.
The document provides an overview of the Rodan + Fields compensation plan, which offers five ways for consultants to earn income: 1) retail profit from sales to retail and preferred customers, 2) consultant commissions from sales to personally sponsored consultants and customers, 3) personal team commissions on sales by the consultant's team, 4) generation commissions on sales by extended teams, and 5) performance bonuses. It describes how consultants can advance through executive consultant levels to earn higher commissions by building their personal team and extended organization.
This document provides an overview of the potential earnings opportunities for Herbalife independent distributors. Distributors can earn income from six areas: retail profit, wholesale profit, royalty overrides, monthly production bonuses, annual bonuses, and promotions. Distributors start as a distributor and can work their way up to supervisor, world team, and beyond, unlocking higher percentages in bonuses and overrides on their downline volume. The more volume distributors and their downline sell, the higher their potential earnings.
The document provides commercial real estate sales data for Sacramento industrial, office, multifamily, and retail properties in 2008. Median sale prices ranged from $894,000 for manufacturing buildings to $2,075,000 for garden-style apartments. Average sale prices per square foot ranged from $122.14 for warehouses to $282.43 for free-standing retail buildings. The data also includes charts showing sale price trends over time and breakdowns of listings by property size. Recent sale listings are highlighted with details on listing price and final sale price.
This document provides specifications for testing the radio transmission and reception aspects of radio resource management (RRM) conformance for user equipment (UE) in an E-UTRA network. It defines test configurations, minimum requirements and test procedures for RRM functions like E-UTRAN cell selection and reselection in both idle and connected states. The testing covers intra-frequency and inter-frequency reselection scenarios for both FDD and TDD deployments.
El documento es una canción que celebra la belleza de la vida en Colombia a través de detalles como el olor del café por la mañana, escuchar la paz de las montañas y sentir la arena de la playa. Aunque el tiempo pasa rápido, la canción dice que siempre hay personas que nos aman y cuidan.
Àlbum Fotogràfic Personal Marta Millán M2bmarta_ms89
Aquest és l'àlbum fotogràfic personal de la Marta Millán Salayet, de la classe M2 b, de l'assignatura "didàctica de l'educació plàstica i visual" (classes amb la Mariona), de Magisteri (especialitat Educació Primària), de4 la Universitat de Barcelona (UB).
This document discusses strategies for optimizing sales opportunities in the current year and planning for sales growth in the coming year. It provides:
1) Seven steps sales leaders can take to focus on quality opportunities and customers as the year ends, including prioritizing the best deals and understanding customers' needs.
2) Details on conducting regular "deal reviews" to assess the pipeline and ensure resources are focused on closing the most promising deals by year's end.
3) Tips for strategic planning, including understanding market factors, aligning goals, and leveraging best practices from top performers.
Russia invaded Ukraine on February 24th, 2022 in what it calls a "special military operation" to demilitarize and "denazify" Ukraine. The invasion has been widely condemned by Western nations as an illegal war and has sparked severe economic sanctions against Russia. Fighting and bombardment of major Ukrainian cities by Russian forces has led to a large-scale humanitarian crisis and refugee outflow from Ukraine into neighboring countries.
The document summarizes commercial real estate market conditions in Northern Nevada during the third quarter of 2008. It states that declining lending has negatively impacted business activity and the real estate market. Vacancy rates increased across office, retail, and industrial sectors, putting downward pressure on rents. Property sales occurred but with higher capitalization rates. The regional economy also weakened with rising unemployment.
The document is a slideshow presentation that automatically changes slides every 8 seconds or on mouse click. It features photographs from various locations around Greece including islands like Crete, Rhodes, Santorini, and Mykonos as well as landmarks in Athens like the Acropolis and Parthenon. Background music plays during the slideshow.
1. The document outlines the history and growth of barcamps (unconferences) in Eastern Europe and Central Asia since 2005. Barcamps are self-organized conferences focused on new media and technology topics that allow open participation.
2. Over 20 barcamps have been held across Eastern Europe and Central Asia between 2007-2008, with locations including Ukraine, Russia, Latvia, Lithuania, Georgia, and Kyrgyzstan. Barcamps have attracted hundreds of participants and included sessions on blogging, education, startups, and more.
3. Regional barcamps have some common features like support from non-profits, "investment events" connecting investors to startups, and varying tools
Nevada es un estado ubicado en el oeste de Estados Unidos que es popular entre las personas mayores para disfrutar de su retiro. El clima cálido y las bajas tasas impositivas de Nevada lo convierten en un destino atractivo para las personas jubiladas que buscan pasar sus años de retiro.
Music is a form of art that uses sound organized in time. It is typically divided into genres like pop, rock, jazz, classical, and folk. Some examples of musical instruments are the guitar, piano, violin, drums, and voice.
The document lists the names of various castles located across Europe, including in France, Spain, Belgium, England, Germany, Austria, Portugal, Scotland, Sweden, Russia, Denmark and the Czech Republic. Many of the castles listed are located in France, such as Chaumont, Chenonceau, Azay le Rideau, Amboise, Cheverny, Mont Saint Michel, Jehay Bodegnee, Sceaux, Sully sur Loire, Valencay, Maintenon and Fontainebleau. The document also lists famous castles outside of France like Windsor in England, Mespelbrunn in Germany and the Alcázar de Segovia in Spain
The Rodan + Fields compensation plan offers multiple ways for consultants to earn income, including retail profits, commissions from sales of those they sponsor and enroll, and team building commissions. Consultants can work their way up through various leadership tiers such as Executive Consultant and Level V Executive by meeting sales and team requirements, earning higher commissions along the way including on generations of their downline team sales. The plan aims to reward both part-time and full-time efforts with the potential for residual income growth.
Rodan+Fields consultants have multiple ways to earn commissions and bonus money! Let me know if you have any questions! We earn monies on retail sales and on building teams. We also have a lead the way program that gives us the opportunity to win amazing prizes that we get to choose ourselves
This document describes the business opportunity presented by an international telecommunications company that has been operating since 1993. It highlights that the company operates in over 20 countries and has over half a billion in annual revenue. As an independent business owner, one can earn residual income by acquiring personal customers and building a team of other IBOs. The compensation plan includes bonuses for customer acquisitions and rising levels of residual income as the business and team grow. Training and support is provided to help IBOs acquire customers and build their business.
The document provides an overview of the IDA Marketing Services Integrated Wealth Plan, which consists of two compensation plans: the Product Pay Plan and the Customer Acquisition Bonus Plan. The Product Pay Plan pays commissions and bonuses when new accounts are established. The Customer Acquisition Bonus Plan provides bonuses when Associates enroll new Associates who then create a personal retail sale. Higher ranks in the plan provide access to additional business centers and higher bonuses on personally enrolled and indirectly enrolled Associates.
The document provides an overview of the Rodan + Fields compensation plan, which offers five ways for consultants to earn income: 1) retail profit from sales to retail and preferred customers, 2) consultant commissions from sales to personally sponsored consultants and customers, 3) personal team commissions on sales by the consultant's team, 4) generation commissions on sales by extended teams, and 5) performance bonuses. It describes how consultants can advance through executive consultant levels to earn higher commissions by building their personal team and extended organization.
This document provides an overview of the potential earnings opportunities for Herbalife independent distributors. Distributors can earn income from six areas: retail profit, wholesale profit, royalty overrides, monthly production bonuses, annual bonuses, and promotions. Distributors start as a distributor and can work their way up to supervisor, world team, and beyond, unlocking higher percentages in bonuses and overrides on their downline volume. The more volume distributors and their downline sell, the higher their potential earnings.
This document outlines Vestige's updated marketing plan for 2022, which provides 10 ways for distributors to earn income. It details the accumulation bonus structure, requirements to qualify for bonuses like the bronze director bonus (4%) and team building bonus (3%). Higher levels like star director provide additional bonuses from the business building bonus (14%), leadership overriding bonus (15%), and funds for travel, cars, and houses. The plan aims to make distributors wealthy through this bonus structure without demotions.
The direct selling company provides an opportunity for people to own a business with minimal investment. It continues to thrive despite economic downturns by offering personalized service preferred by customers. The company is backed by a team with over 40 years of industry experience and supported by a major shareholder. It aims to nurture relationships and help Filipinos achieve financial freedom and purpose through selling world class beauty and health products and a multi-level marketing structure with various ways to earn income.
C:\users\randall\desktop\vodaplex comp plan updatedTerry Dennis
The document summarizes the compensation plan for Vodaplex representatives. It provides incentives for representatives to sell products and build a team, including commissions from 38-63% on personal sales and bonuses from team sales. Higher ranks like National Director provide additional bonuses on generation sales down to 6 levels deep. The fast track programs allow for quick promotion in the first 45-60 days.
Zija compensation plan Thailand Malaysia 29 June 2013 Z3.0fb.com/malaysiamlm
This document summarizes the compensation plan for Zija International in Thailand and Malaysia. It outlines several ways distributors can earn income, including through valued customer bonuses, first order bonuses, team commissions, leadership check match pools, and diamond pools. It provides examples and explanations of how these income opportunities work. The document also defines various qualification levels and ranks within the compensation plan.
To earn the level of Regional Vice President (RVP), you must have at least one person achieve the level of Team Coordinator (TC) or above in each of 4 separate legs of your organisation. To earn the level of Regional Director (RD), you must have at least one person achieve the level of TC or above in each of 2 separate legs of your organisation plus a third leg with at least 200 Customer Points. To earn the level of Senior Vice President (SVP), you must have one TC, RD or RVP in each of 6 separate legs of your organisation, with at least 2 RD and 1 RVP legs.
The document outlines World Financial Group's compensation and promotion guidelines for associates in Canada. It provides details on the requirements to be promoted to different levels from Associate to Executive Vice Chairman, including production and organization requirements over rolling 3, 6, or 12 month periods. It also describes the different types of compensation paid, including base compensation percentages based on products sold, generational overrides on downline production, supervisory overrides, and bonus pool payouts to qualifying associates. The guidelines are designed to provide associates with a powerful and competitive compensation structure to help them build their business and generate an increasing income over time.
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The document outlines Jeunesse Global's financial rewards plan to help distributors create wealth and a secure financial future. There are six ways to earn income, including retail profits, bonuses for new customer acquisition, team commissions, leadership matching bonuses, and shares of a leadership bonus pool. Higher ranks provide additional benefits like trips and recognition of success. The plan rewards both building a retail business and developing a sales organization through multiple streams of residual income.
The compensation plan provides residual income from acquiring customers across 7 levels of a network. Representatives earn 1-10% on their own customers and a percentage on lower levels that decrease as the levels increase. To be qualified for residual income, representatives need 40 personal customer points which are earned through various services. Compensation is earned through bonuses for customer acquisition and long-term residual commissions based on the network of customers.
- Members can join Agel at the Personal level for $250 or Executive level for $1000, receiving different product packages and bonuses. Executive qualifies for the monthly 3% Executive Bonus.
- Members earn commissions from retail sales, fast start bonuses on personal enrollments, and 10% monthly commissions on lesser leg volume up to $25,000. Higher ranks qualify for additional bonuses through the leveraged matching bonus program.
- To qualify for commissions, members must have a personally enrolled qualified member and place a monthly 50CV product order minimum. Qualified members are eligible to participate in the compensation plan.
Sales Representatives needed for immediate pre-launch exposure of our digital couponing services. Qnanza reps will also be able to provide the AdzZoo services as well!
This document discusses the perceived value of different types of communications from financial advisors according to clients. It also outlines the advantages of using FRONTEX Reporter software, including better client engagement and education, time savings, lower costs, and attracting higher net worth clients. An example return on investment calculation is provided, assuming costs savings from administrative time and increased portfolio revenues, showing ROI increases from 2,375% to 4,375% for advisors using the software.
3. 2 SECTION III
Getting Qualified
IMrs must acquire and maintain at least four (4) active customer points on any 5LINX® service
(at least one of the customers must be outside of the IMr’s name/address/credit card/household)
to qualify and be eligible to receive a qualification bonus.
Residual Customers RESIDUAL SERVICES
residual customers are paid as a monthly, recurring commission. • Cellular Phone Service
acquire a passive residual customer one time and commission payments • Satellite TV
• GLOBALINX®
continue month after month, year after year, for the life of the customer. • 5LINX® Standard and
The commission is based on the customers’ monthly usage. Platinum Services
Leadership Positions
advancement through the 5LINX® leadership income levels requires additional qualifications
to achieve and maintain.
Executive Trainer
as an Executive Trainer you must acquire and maintain:
• (10) personal customer points
• (3) directly sponsored and qualified IMRs
• Completion of 5LINX® University ET Preparation Module.
Executive Director
as an Executive Director you must acquire and maintain:
• (15) personal customer points SIX LINES OF A QUALIFIED
• (6) seperate lines of a qualified IMR
• (2) separate lines of at least one (1) qualified Executive Trainer.
• Completion of 5LINX® University ED Preparation Module.
National Director
as a National Director you must acquire and maintain:
• (20) personal customer points
• (6) seperate lines of a qualified IMR SIX LINES OF A QUALIFIED
• (3) separate lines that have at least one (1)
qualified Executive Director.
• Completion of 5LINX® University ND Preparation Module.
Senior Vice President
as a Senior Vice President you must acquire and maintain:
• (25) personal customer points
• (6) lines of a qualified IMR
• (3) separate lines that have at least one (1) qualified
National Director (ND).
• 2,000 Residual Customer Points in ND and First Generation
ND organization.
• Completion of 5LINX® University SVP Preparation Module.
4. 5LINX® TraININg KIT 3
Platinum Senior Vice President (PSVP)
as a Platinum Senior Vice President you must acquire and maintain:
• (25) personal customer points
• 6 separate lines of a National SIX LINES OF A QUALIFIED
Director (ND)—must include at least 2 separate lines
with a Senior Vice President (SVP)
• (6) lines of a qualified IMR
• 15,000 Residual Customer Points in SVP and First Generation SVP organization.
• Completion of 5LINX® University PSVP Preparation Module.
Qualification and Grace Periods
Once you have qualified for one of the 5LINX® Earned Positions, you will most certainly want to
maintain it to ensure that you continue benefiting from all of your hard work. Because each of
these positions somewhat rely on the continued diligence of others, this maintenance may be
difficult at times. Loss of customers or dormancy of representatives may at times result in the
loss of position qualification as depicted above.
Grace Period
In the event that you fall out of qualification for any of the 5LINX® Earned Position, 5LINX® offers
you a grace Period. During this period of time you are treated as if you were still qualified for
the Earned Position in question. It allows you to continue receiving the commissions and coding
as well. This period of time affords you the ability to re-qualify your position, to ensure that
you do not lose out on the benefits of the Earned Position you have worked so hard to acquire.
The grace Period length varies by position:
Executive Trainer – 30 days
Executive Director – 30 days
National Director – 30 days
(All National Directors are automatically given 6 months of qualification/grace when they reach
the position for the first time)
Senior Vice President – 45 days
(all National Directors are automatically given 1 year of qualification/grace when they reach the
position for the first time)
Platinum Senior Vice President – 60 days
Qualification Maintenance
5LINX® offers multiple different ways to prevent your position from “falling out of qualification”
and/or re-qualifying your position should it enter a grace period. all Earned Positions can
be maintained or re-qualified by ensuring that all Earned Position requirements as described
previously are maintained. In addition National Directors, Senior Vice Presidents and Platinum
Senior Vice Presidents can maintain or re-qualify their positions for 30 days using the following
production benchmarks:
5. 4 SECTION III
National Director – Enroll 10 ED openline IMrs in one month or 25 ED openline IMrs over
3 consecutive months
Senior Vice President - Enroll 40 SVP openline IMrs in one month or 100 SVP openline IMrs
over 3 consecutive months or 15 ND openline IMrs in one month or 40 ND openline IMrs over
3 consecutive months.
Platinum Senior Vice President - Enroll 50 SVP openline IMrs in one month or 120 SVP open-
line IMRs over 3 consecutive months or 25 ND openline IMRs in one month or 60 ND openline
IMrs over 3 consecutive months
Note: These production benchmarks are only suitable to remain in qualification or grace. They may not be used to promote to a
position for the first time.
Bounty Bonuses and Residuals are paid based on the amount of Commissionable Value (CV) assigned to a p
5LINX Commissions
® BOUNTY BONUS COMPENSATION RESIDUAL COMPENSATION (RESIDENTIAL) RESIDUAL COMPE
(CELLULAR EXAMPLE) (GLOBALINX® EXAMPLE) (GLOBAL
5LINX® representatives can earn income in variety of ways:
1st Generation PSVP (PSVP1) 5% $2.50 1st Generation PSVP (PSVP1) 10% 40¢ 1st Generation PSVP
1. Monthly Residual Platinum Senior Vice President (PSVP) 5% $2.50 Platinum Senior Vice President (PSVP) 10% 40¢ Platinum Senior Vice Pr
2. Weekly Customer Acquisition Generation SVP (SVP2)
2nd Bonuses (CABs) 5% $2.50 2nd Generation SVP (SVP2) 10% 40¢ 2nd Generation SVP
1st Generation SVP (SVP1) 5% $2.50 1st Generation SVP (SVP1) 10% 40¢ 1st Generation SVP
3. Open-line promotional bonuses
Senior Vice President (SVP) 15% $7.50 Senior Vice President (SVP) 25% $1.00 Senior Vice President (S
4. Customer bonus pool 1st Generation ND (ND1) 5% $2.50 1st Generation ND (ND1) 5% 20¢ 1st Generation ND (
5. Revenue Pool National Director (ND) 20% $10.00 National Director (ND) 15% 60¢ National Director (ND)
20% $10.00 5% 20¢
6. SVP incentive bonuses Executive Director (ED) Executive Director (ED) Executive Director (ED)
Executive Trainer (ET) 10% $5.00 Executive Trainer (ET) 5% 20¢ Executive Trainer (ET)
7. PSVP Pool Personal (IMR/CR) 10% $5.00 Personal (IMR/CR) 5% 20¢ Personal (IMR/CR)
**One-time Bounty Bonuses are paid out once based on the Commissionable Value (CV) assigned to a product or service. ***Residuals are paid out every month based o
Commission structure
1. Personal commission - Personally acquire a customer and receive all personal commis-
sions based on the acquisition of that customer.
2. Open-Line commission - receive all commissions on the acquisition of customers made
by other representatives in your organization that have not yet attained the same position
as you.
3. Generational commission - receive generational commissions on the acquisition of a
customer by a representative in your organization who has reached the same leadership
position as you.
Residual Income
residual commissions are paid in three ways (Personal,
Open-line and generational). The commission is paid
every month as long as the customer remains on the service.
The percent of commission is determined by the leadership
position when the customer is acquired.
*Only residential residual Examples
Personal Residual Income (Residential)
• as an IMr/Cr — earn 5% of the assigned CV
• Earn up to 75% of the CV as higher leadership Residuals are paid based on the amount of
Commissionable Value (CV) assigned to a
positions are achieved. product or service.
6. 5LINX® TraININg KIT 5
Bounty Bonuses and Residuals are paid based on the amount of Commissionable Value (CV) assigned to a product or service.
residual income commission continues each month (RESIDENTIAL)as
BOUNTY BONUS COMPENSATION RESIDUAL COMPENSATION as long RESIDUAL COMPENSATION (COMMERCIAL)
the customer remains
(CELLULAR EXAMPLE) on the service. (GLOBALINX® EXAMPLE) (GLOBALINX® EXAMPLE)
1st Generation PSVP (PSVP1) 5% $2.50 1st Generation PSVP (PSVP1) 10% 40¢ 1st Generation PSVP (PSVP1) 10% 40¢
Example 1* President (PSVP) 5% $2.50 Platinum Senior Vice President (PSVP) 10% 40¢
Platinum Senior Vice Platinum Senior Vice President (PSVP) 10% 40¢
as 2nd Generation SVP (SVP2) acquire a $2.50
an IMr/Cr — 5% residual customer(SVP2) = $10.
2nd Generation SVP CV 10% 40¢ 2nd Generation SVP (SVP2) 10% 40¢
Commission (SVP1)
1st Generation SVP
= $0.50 for5% $2.50monthGeneration SVP (SVP1) remains 40¢
every 1st
the customer 10% 1st Generation SVP (SVP1) 10% 40¢
Senior Vice President (SVP) 15% $7.50 Senior Vice President (SVP) 25% $1.00 Senior Vice President (SVP) 10% 40¢
on 1st Generation ND (ND1)($10 x IMr/5% = $.50)
the service. 5% $2.50 1st Generation ND (ND1) 5% 20¢ 1st Generation ND (ND1) 10% 40¢
National Director (ND) 20% $10.00 National Director (ND) 15% 60¢ National Director (ND) 10% 40¢
Example 2*
Executive Director (ED) 20% $10.00 Executive Director (ED) 5% 20¢ Executive Director (ED) 5% 20¢
as an Executive Director (ED), commission = 5% on an IMr 20¢ Executive Trainer (ET)
Executive Trainer (ET) 10% $5.00 Executive Trainer (ET) 5% + 5% 20¢
5% Executive Trainer (ET) + 5% Executive Director (ED)5% 20¢ Personal (IMR/CR)
Personal (IMR/CR) 10% $5.00 Personal (IMR/CR) for a 20% 80¢
total of 15% or $1.50 ($10 x 15% = $1.50)
**One-time Bounty Bonuses are paid out once based on the Commissionable Value (CV) assigned to a product or service. ***Residuals are paid out every month based on the Commissionable Value (CV).
There is no limit on the amount of residual customers that can
be acquired.
Please Note: Residual CVs are assigned and coded based on the representative’s position
at the time of the customer’s order date and begin paying out ninety (90) days after
customer activation.
Open-Line Residual Income
Earn over-riding residual
income on the customers
acquired in your entire
organization.
Open-Line residual commis-
sions are paid on a the residual
customers in your entire orga-
nization based on the leadership
position that you are qualified for
within the 5LINX® compensation
plan at the time of the customer’s
order date.
Example 3*
as a National Director (ND): an IMr in your organization
acquires a Select customer with a CV of $10 the commission
would be as follows:
Personal = $.50 ($10 x IMr/5%)
ND = $2.50 (ET/5% + ED/5% + ND/15% = 25%)
regardless of where the new residual customer falls within the
representative’s organization, as long as there is no one who has
an equivalent leadership position between that representative
and the IMr, that representative would receive all open-line
residual commissions up to their leadership position.
*Amounts are based on the values in the examples.
7. 6 SECTION III
Generational Residual Income
generational residual commissions are paid when an IMr has achieved the same leadership
position in the 5LINX® compensation plan.
Example 4*
as a National Director (ND): a National Director (ND) in the representative’s organization
acquires a Select customer with a CV of $10 the commission would be as follows:
ND = $3.00 (IMr/5%+ET/5%+ED/5%+ND/15% = 30%)
1st generation ND = $.50 (1st ND = 5%)
regardless of where the new customer is acquired in the representative’s organization, that repre-
sentative would receive all generational residual commissions, until there are multiple positions
at the same leadership level in the same “leg” or organization.
Monthly Customer Bonus Pool
Five dollars goes into the bonus pool for every
select customer activated in the month.
To be counted in pool, customers must be submitted
during the production month and counting by the
10th of the following month.
Customer Acquisition
Bonuses (CAB) leadership position at the time of the new
Note: CABs are paid based on your
IMR enrollment.
CAB Requirements
Customer acquisition Bonuses are only paid when IMrs
meet the minimum customer acquisition requirements.
CaBs are released when a newly sponsored IMr acquires
at least four (4) active customer points on any 5LINX® service (at least one customer outside
of the IMr’s name/address/credit card/household) within the IMrs first thirty days. In order
to ensure qualification maintenance CaBs are held for ten (10) days from the date the new
representative shows as being qualified. Only a qualified ED or higher is eligible to earn CaBs.
New IMrs are eligible to receive a one-time qualification bonus of $25 when they themselves
qualify within 30 days.
CABs
a representative who personally sponsors an IMr and that IMr qualifies their position within
30 days of their start date, the representative is paid a one-time CaB. The dollar amount of
the CaB earned is determined by the representative’s leadership position. Earning potential
of $80–$220 depending upon the leadership position.
*Amounts are based on the values in the examples.
8. 5LINX® TraININg KIT 7
Example 1*
as a qualified IMr you earn a $25 bonus when you personally qualify with four billing customer
points (at least one customer outside of the IMr’s name/address/credit card/household) of any
5LINX® service.
$80* $170* $210* $220*
$80* $90* $40* $10*
Example 2*
as an Executive Director (ED), if you sponsor a representative personally you would earn a
CaB of $80,
Personal ED = $80 (ED/$80)
Personal ND = $170 (ED/$80+ND/$90)
Personal SVP = $210 (ED/$80+ND/$90+SVP/$40)
Personal PSVP = $220 (ED/$80+ND/$90+SVP/$40+PSVP/$10)
Example 3*
as an Executive Director (ED), if a representative is sponsored in your organization and there
is no other representative at the ED position or higher in between you and the new representa-
tive you would earn a CaB of $80,
ED = $80 (ED/$80)
ND = $90 (ND/$90)
SVP = $40 (SVP/$40)
PSVP = $10 (PSVP/$10)
regardless of where the new IMr in your organization is sponsored, if there is no one
between you and that new IMr at the same leadership position as you, you receive all of
the open-line CaBs.
Generational CABs
as your organization grows, there will be many “generations” of IMrs. Every time a new IMr
becomes qualified, 5LINX® pays a CaB. How much of that CaB you receive depends on your
leadership position and the leadership position held by the other representatives between you
and the new IMr who becomes qualified in their first 30 days.
*Amounts are based on the values in the examples.
9. 8 SECTION III
as this table illustrates, the CaB is paid out to multiple levels
or generations within your organization.
Example 10*
If you have earned the position of Executive Director (ED) and
you have an Executive Director (ED) in your organization and
they sponsor a IMr who becomes qualified in their first 30
days, you would be paid a $30 generation CaB. additionally,
you would be paid a $30 generation CaB when a new IMr is
enrolled anywhere below that ED’s organization until there is
another Executive Director (ED) in that organization.
Example 11*
If you have earned the position of Senior Vice President (SVP)
and you have a National Director (ND) who has an Executive
Director (ED) in the same leg in your organization who spon-
sors a new IMr that becomes qualified in their first 30 days, the
ND would be paid the (ED) $30 + (ND) $90 for a total CaB of
$120. You as an SVP would be paid the 1st generation (ND)
$40 + the open line (SVP) $40 for a total CaB of $80. addition-
ally, you would receive a $80 CaB when a new IMr qualifies
anywhere below that ED’s organization until there is another
Executive Director (ED) in that organization.
Open Line Bonuses
In addition to CaBs which are paid on each IMr that enters
your organization and qualifies within 30 days, 5LINX® also
pays you when your organization is producing multiple IMrs
per month. Depending on your earned position, 5LINX® will
pay you an additional bonus when your organization produces
two (2), five (5), twenty (20), multiples of 5, 10 or 20 qualified
IMrs in your openline organization each month. In order to
earn open line bonuses, all new IMrs must be enrolled in the
same calendar month and must qualify with four customer
points (one outside of their household) within their first 30
days.
*Amounts are based on the values in the examples.
10. 5LINX® TraININg KIT 9
Example 1*
If you have the earned position of Executive Trainer (ET) and your organization (not under
another ET or above) produced two (2) new qualified IMrs in a month you would earn $100.
If that same organization were to produce five (5) you would earn $500, ten (10) would earn
you $1,000 and twenty (20) would earn you $2,000.
(As an ET you may only be paid open-line bonuses at these four levels of production, additional production would not
earn additional bonuses, nor are the bonuses additive. They are paid at these amounts only.)
Example 2*
If you have the earned position of Executive Director (ED) and
your organization (not under another ED or above) produced
five (5) new qualified IMrs in a month you would earn $375.
If that production occurs in your organization where there is
also no other ET in the leg, you would also earn the ET open-
line bonus of $500 for a total openline bonus payout of $875.
Example 3*
If you have the earned position of Senior Vice President (SVP)
and you have a leg containing a National Director (ND) and
then an Executive Director (ED) that produced twenty (20)
new qualified IMrs in a month you would earn $1000.
The ED would earn $1500 as they would be paid the ED
openline bonus four (4) times (5 x 4 = 20 IMrs) and the
ND would earn $1500 as they would receive the ND openline
bonus twice (10 x 2 = 20 IMrs). remember, this is in addition
to the CaBs you will receive on these qualified IMrs.
11. 10 SECTION III
Three Monthly Revenue Pools
Ten dollars will go into the bonus pool for every qualified IMr in the month!
*Example:
10,000 IMrs activated in the month
(x $10) = $100,000 into each revenue pool.
all qualified representatives would divide
60% (or $60,000) for each bonus pool
50 qualified for ED pool:
$60,000 divided by 50 = $1,200 each
20 qualified for ND pool:
$60,000 divided by 20 = $3,000 each
10 qualified for SVP pool:
$60,000 divided by 10 = $6,000 each
The Top 5 Producers in each pool would
divide 40% (or $40,000).
#1 gets 40% = $16,000
for each pool
Same payout
#2 gets 20% = $8,000
TOP 5
#3 gets 17% = $6,800
#4 gets 13% = $5,200 Success as a 5LINX® Representative is not guaranteed, but rather influenced by an individual’s
#5 gets 10% = $4,000 specific efforts. Not all 5LINX® Independent Representatives make a profit and no one can be
guaranteed success as a 5LINX® Independent Representative.
Platinum Bonus Pool
Twenty dollars will go in for every qualified IMr in the company plus
75¢ residual on all billing 5LINX® Home Security customers and
gLOBaLINX® customers on the $24.95 plan. all gLOBaLINX®
annual plan customers contribute 37.5¢.
*PSVP Pool Example:
500,000 customers x 75¢ = $375,000
$20 x 10,000 IMrs = $200,000 Paid annually at the
$575,000 divided among all qualified PSVPs January National Event