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Stair Step Compensation Plan Latest updates: September 3, 2008 |
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(audio only) |
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The graphic below is a screen print. You can download a clear and readable PDF page by clicking above (far left). The script that follows would be my way of introducing the modifications.
Bob Giddens
EcoQuest uses the same plan that has served us well for 20 years. Along the way we have made various changes...always small and always with the goal of making our plan easier to use and easier to make money with.
The first modification this year is that we renamed our managerial level, Executive Manager. So if you were a Sales Manager in August, you are an Executive Manager now. It is the same important position, but our top leaders are more like executives and less like salespeople—so this is a more appropriate title.
Some Executive Managers are excellent sales people. A few of them qualify in the Top Ten each year based on their personal sales, but even those individuals spend a lot of their time as managers and executives. As new literature and new CDs are produced, we will be using Executive Manager in every case to describe what used to be called a Sales Manager.
Anyone who wants to understand how our compensation plan works has to first understand the Executive Manager level—block 6 on the chart—before they can make sense of the lower levels or, for that matter, the higher levels. Our company lives and breathes through our Executive Managers.
Every order placed with EcoQuest is from an Executive Manager's group because every Dealer, every Distributor and every Team Manager is part of an Executive Managership. In each case the company pays 42% based on the Point Value of that order. If a Key Manager or Presidential Master Manager places an order, this is still the case; because every leader who holds one of the higher ranks is also an Executive Manager.
If you are joining EcoQuest to make serious money, you might in some cases make it through sales. But top salespeople like Al Brasington or Ted & Chris Belz are fairly rare. The typical path to making serious money—either part time or career money—is by first qualifying as an Executive Manager and then developing additional Executive Managers in your group.
Study this chart from the bottom and work your way up; but look at block #6 first. If you have a feeling for the importance of Block #6, it will be easier to understand how the other blocks work. In each case 42% of bonus money is paid out and that's based on PV or Point Value.
The compensation plan also pays 16% in leadership overrides and other percentages for car qualification, GPS awards, and special trips. 42% isn't the whole plan, but it's the part that in some ways is the hardest for new people to wrap their thinking around.
To get an easy-to-read print out of this chart, download the
PDF version.
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