| The Plan is consisted of five bonuses, namely 20% Sponsorship Bonus, 22% Sales Bonus, 20% Development Bonus, 4% Leadership Bonus，2% Achievement Bonus, up to 68% in total.
 PV —— Point Value obtained from each purchase. It is used in determining your qualification category and calculating your bonus.
Direct Client —— Client directly sponsored by you.
Indirect Client —— Client directly or indirectly sponsored by your Direct Client.
Individual Performance —— PV obtained from each purchase under your own name.
Accumulated Performance ——Sum of your Individual Performance and Individual Performance of your Direct and Indirect Clients.
Group Performance —— Sum of Individual Performance of the month of the Level-5 onwards manager and Individual Performance of the month of the Level-1 to Level-4 managers under you.
Qualified Manager (Director) —— Manager (Director) who satisfies the requirements for Individual and Group Performance of the month set for the corresponding grade.
|
| I. Sponsorship Bonus (20%) |
Any distributor whoese sponsee has a minimun performance of 1100PV is entitled to, at one time, a 20% Sponsorship Bonus counted based on the sponsee’s first purchase. It is with no up-limit.
| Qualification Category |
Criteria |
Payout on PV |
| Accumulated Performance (PV) |
Individual Performance of the Month (PV) |
Level-5 Manager
|
60001 or above |
330 |
22% |
| Level-4 Manager |
30001~60000 |
330 |
19% |
| Level-3 Manager |
10001~30000 |
220 |
16% |
| Level-2 Manager |
2201~10000 |
0 |
13% |
| Level-1 Manager |
1101~2200 |
0 |
10% |
|
| III．Development Bonus (20%) |
| Category of Manager |
Level-6 |
Level-7 |
Level-8 |
Level-9 |
Level-10 |
| Number of Direct Sponsoring Qualified Level-5 Manager(s) |
1 |
2 |
3 |
4~5 |
6 |
| Individual’s Group Performance of the Month |
2000 PV |
3000 PV |
3000 PV |
3000 PV |
2000 PV |
| Individual Performance of the Month (inclusive) |
330 PV |
440 PV |
440 PV |
440 PV |
440 PV |
| Use Individual’s and subordinate qualified managers’ Group performance of the month and payout percentage to calculate individual bonus. |
Self |
3 |
3 |
3 |
3 |
3 |
1st
Generation |
3 |
3 |
3 |
3 |
3 |
2nd
Generation |
2.7 |
2.7 |
2.7 |
2.7 |
2.7 |
3rd
Generation |
2.4 |
2.4 |
2.4 |
2.4 |
2.4 |
4th
Generation |
2.1 |
2.1 |
2.1 |
2.1 |
2.1 |
5th
Generation |
|
1.8 |
1.8 |
1.8 |
1.8 |
6th
Generation |
|
1.5 |
1.5 |
1.5 |
1.5 |
7th
Generation |
|
|
1.2 |
1.2 |
1.2 |
8th
Generation |
|
|
0.9 |
0.9 |
0.9 |
9th
Generation |
|
|
|
0.6 |
0.6 |
10th
Generation |
|
|
|
0.3 |
0.3 |
11th
Generation |
|
|
|
|
0.3 |
12th
Generation |
|
|
|
|
0.2 |
Development Bonus = Compressed Group Performance of the Month of Subordinate Qualified Manager x Corresponding %
| Category |
Payout on PV |
Level-7 Manager |
Level-8 Manager |
Level-9 Manger |
Level-10 Manager |
| Tour |
1% |
√ |
√ |
√ |
√ |
| Car |
1% |
|
√ |
√ |
√ |
| Housing |
1% |
|
|
√ |
√ |
| Cash |
1% |
|
|
|
√ |
|
| V. Achievement Bonus (2%) |
| Payout Percentage |
1-Star Director |
2-Star Director |
3-Star Director |
4-Star Director |
5-Star Director |
| Number of Branches with Qualified Level-10 Managers within 12 Generations |
1 |
2 |
3 |
4~5 |
6 |
| 0.6% |
√ |
√ |
√ |
√ |
√ |
| 0.5% |
|
√ |
√ |
√ |
√ |
| 0.4% |
|
|
√ |
√ |
√ |
| 0.3% |
|
|
|
√ |
√ |
| 0.2% |
|
|
|
|
√ |
（1）Individual Payout Percentage = Number of Qualified Level-7 Managers of the Month within 12 Generations x 0.5 + Number of Qualified Level-8 Managers of the Month within 12 Generations x 1 + Number of Qualified Level-9 Managers of the Month within 12 Generations x 1.5 + Number of Qualified Level-10 Managers of the Month within 12 Generations x 2
（2）Achievement Bonus = Individual Payout Percentage
Total Bonus Points of All Qualified Candidates of the Month
x Total Corporate Performance of the Month x Corresponding Payout Percentage
（3）Criteria for Branch Performance of the Month
1-Star Director: 1 *stared-branch with 100,000PV + 1 *sub-branch with 20,000PV
2-Star Director: 2 stared-branches with 100,000PV each
3-Star Director: 2 stared-branches with 100,000PV each + 1 stared-branch with 20,000PV
4-Star Director: 3 stared-branches with 100,000PV each + 1 stared-branch with 20,000PV
5-Star Director: 4 stared-branches with 100,000PV each + 2 stared-branches with 20,000PV each
*Star-branch refers to the branch with one or more Level-10 Manager(s) within 12 generations of the month.
*Sub-branch refers to the branch that does not meet the requirement as mentioned above.
A preview mechanism is applied to any qualified Level-10 or above Manager/Director of the month. When one of his/her direct sponsees who has the largest accumulated performance of the month achieves 500,000PV onwards in the current month, the maximum reward he/she can get is calculated based on 50% of the his/her performance of the month excluding the sponsee’s as mentioned above. The balance of the bonus is shared by all of the other Level-7 to Level-10 managers/Controllers according to the Leadership Bonus scheme.
1. Anybody with a minimum Individual Performance of 1100PV is entitled to a Membership Card and relevant bonus.
2. Sponsorship Bonus is only enjoyed by the Sponsor and calculated based on the new member’s purchased PV. The Bonus is with no up-limit, but the computer system will signal when the new member’s purchase is above 60,000 PV.
3. Performance of the Month is calculated based on PV, and Sponsorship Bonus and other network bonus are calculated based on 100% PV.
4. Sponsorship Bonus is calculated according to the marketing plan of the Sponsor’s country/region. Network rewards are calculated on a global network performance basis.
5. A 12-generation protection mechanism is used to determine the qualification of Level-6 or above managers on its performance of the month.
6. When a distributor is promoted to Level-5 manager, and becomes independent from his/her superior (Level-6 Manager, same as below). The system will recognize the group performance of the month of his/her superior as qualified. The Group Performance of the Level-5 manager will not constitute the group performance of the month of his/her superior.
7. The *Group Performance of any unqualified manager will be shrinked into that of his/her superior *qualified manager, and become a part of the Group Performance of the qualified manager.
8. The 25th of every month is the settlement day, and the bonus will be paid out on the 15th of the following month.
9. This Plan is only applicable in countries or regions where it is permitted.
10. The company reserves the rights to interpret the Plan.
1. Sponsorship Bonus with no up-limit maximizes the sponsor’s instant reward.
2. Double rewards are available to the sponsor.
3. Non-zero accumulated performance with low performance requirement greatly reduce your pressure.
4. Advanced compression system protects your performance from losing.
5. A higher network bonus makes a better network development.
6. Direct development bonus makes your income more transparent.
7. Step-by-step assessment system gives impetus to the development of elites.
8. Global networking offers a great potential for network development.
9. The protection mechanism prevents performance of qualified managers from losing.
10. Leadership and Achievement bonuses provide senior managers with more incentives. |
