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.
Fast start $200 – $35
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 singing someone up at the Executive level is $200 and Business Builder is $35.
Executive bonus pool (3% GSV)
* Must enter at executive level — $1000 Level
* Active autoship
* % Increase in team volumeBridges the income gap
Team Volume Commission
* 10% of GSV in the lesser of 2 legs
* $25,000 cap
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 creating 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.
* 25%-50% matching bonus on those personally enrolled
* Generation 2 – 8%
* Generation 3 – 8%
* Generation 4 – 8%
* Generation 5 – 10%
* Generation 6 – 10%
* Generation 7 – 6%
* Gen 1-4 2,000 GSV lesser leg
* Gen 5 40,000 GSV lesser leg + 2 Personally Signed Sponsors
* Gen 6 80,000 GSV lesser leg + 4 Personally Signed Sponsors
* Gen 7 500,000 GSV lesser leg + 12 Personally Signed Sponsors
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.
The Agel compensation plan
* is NOT a binary
* is NOT a breakaway
* is NOT a unilevel
* is NOT a forced matrix
The Agel Compensation plan represents a revolutionary way to compensate members…
…the most important evolution in network marketing compensation in 15 years!
