NATURAL HEALTH

FINANCIAL SECURITY

FAMILY HAPPINESS

COLLEGE TUITION

W H A T   I S   Y O U R   D R E A M ?

INFLATION HEDGE

RETIREMENT

EXOTIC VACATIONS

ALL OF THE ABOVE!

Bob Giddens

Pat Ferguison

Dick & Pam

Karen Schwelling

Paul Jeter

Cindy Gray

Maury & Joann

Joyce Hodges

Doris & Duane

Rachel & J

Ed & Carlene

Frank & Bobbie

Josh McGee

Jim Dickerson

David Donovan

John Kroner

Robin Ryan

Bea McNabb

Deb Atkinson

Mary K Haug

A Gateway to Vollara at $1,599.99

Anita Domingo

Barbarajean

This page covers Vollara's Compensation Plan

 as a training narrative and stairstep graphic.

Come here to look up the plan's details.

Study this page to improve your grasp

of how network marketing works.

Without having to pay (Million Friends is free), you can bring friends and prospects here

to introduce them to America's finest

work-from-home business offer.

Marilyn Truax

Tom Trecartin

Al Seyfer

CC & Tim Currey

Fast Start Plus Pack

$2097

Dick H.

Al & Shirley Pulsifer

Patsy Laufer

Gene

Amy Bandy

John & Jo Clements

JK & Becky Baker

Darell Shaw

Bill Chase

Jo Clements

FreshAir Surround

Valerie Drossel

Matthew & M

Ev Nelson

Norm Long

LivingWater

You Here

Michelle Giddens

Darell Shaw and Troy Sanford

Bill & Nancy

James

Level 14 : 8 Executives; earn 10% - 5% - 3% - 1% - ½%  

The day will come when most of our top people will be relatively new. Vollara's future is not about Bob Giddens or JK Baker or Keith Jones or Dan Gibson or Greg Montoya. It's about you. And it's about the people you are going to recruit. I'll be eager to sing your praises when you make it up here to the top.

Level 13 : 7 Executives; earn 10% - 5% - 3% - 1%

Bob remembers being new. I was excited but scared. The thing that gave me confidence was that other people had paved the way. Wayne Zimmermann, Keith Jones, and Ev Nelson were the pacesetters in my first year. Wayne passed away a few years ago but I sure appreciate the example he set. Now I'm on top. I've developed this Million Friends system—free, by the way—to help you succeed. Don't let yourself down. Catch the vision and let's do it.

Level 12 : Requirement - 6 Executives; earn 10% - 5% - 3% - 1%

Not many people will keep reading to the top of this page. You have a rare curiosity. Or you are very ambitious. Maybe your prayer for success sounds something like this: "God, give me one more good chance. I don't want a free ride. I'm willing to learn and I'll pay whatever price success demands. I want something honest that will carry my family to financial security for the rest of our years. I'm not kidding, God. If You put it in front of me, I'll do it."      _BACK

Level 11 : FIVE Executives; 3 have to be 1st generation; earn 10% - 5% - 3%

Can you be as lucky as Bob? Bob says you are EXACTLY that lucky. The timing for Vollara's growth is perfect. The US economy has nowhere to go but up. Vollara is small—all of our great growth years lie ahead. Our products are outstanding. Our owners are committed and highly competitive.  And you have this free business support system to help you succeed.

Level 10 : FOUR Executives; 2 have to be 1st generation; earn 10% - 5% - 3%

This website is managed by Bob Giddens. My first network marketing experience was with Amway. I stayed for 8 months but didn't like their techniques. Still 28 and freshly out of the military, I moved to Shaklee where I earned about $3 million in the seventies and eighties. Then I ventured elsewhere and went broke. Some of my people are still with that company and doing very well. At age 53 I found this company. We weren't called Vollara and we had different owners, but the plan was similar to this one. I worked the system energetically and built my income to $596,000 in 1996 and higher after that. I did it by building leaders under leaders under leaders; ultimately over 600 Executive leaders. This process really works. 

Level 9 : THREE Executives; 2 have to be 1st generation; earn 10% - 5%

Everyone who joins network marketing starts out as a lone distributor. It's a man, woman, or couple who wants to improve his or her financial life. The building process is discussed on this page. We start at the bottom and work our way up. Remember the mechanism for growth? The initial mechanism is recruiting. But a more important mechanism comes into play later on: it's the development of leaders. The only way we can advance up through these Executive levels is by being a leader and then by building leaders in our downline. 

Level 8 : TWO Executives; 1 has to be 1st generation; earn 10% - 5%

Every order placed through Vollara is processed through some leader's Executive group. To become a billion dollar company—definitely a corporate goal—we must develop 10,000 Executives. An Online source informs me there are just over 13,000 McDonalds in the US. This will give you an idea for the "Executive density" we have to achieve. How many of these would you like to have in your network?

Level 7 : Requirement - ONE 1st generation Executive; earn 10%

Would you rather own 1 McDonalds or many? All Senior Executive ranks (Levels 7 - 14) are earned by first maintaining your own Level 6 status and then developing additional Level 6 leaders in your network. Your 1st generation Executive may or may not be on your 1st level. In the model we show, a 3rd level person is your 1st generation Executive. The people above remain in your Executive group. Through the normal qualification process they can become Executives later on.

Top of page

POSSIBILITIES - The Executive position offers a wide range of possibilities. On the low end, a small Power Team will generate a rather modest bonus income. The math is simple. If everyone under you us at the 20% level you will only make 15% x 5,000 = $750 (plus your pricing overrides and Cycle Bonuses). Very high bonus amounts are also possible! In years past our top groups produced over 100,000 GQV.

Our graphic shows 3 developing legs and 4 other legs that are starting to grow. The name of the game is to build MORE and BIGGER legs. All higher levels (Levels 7 - 14) are earned by developing L6 leaders in your network.

POSSIBILITIES - This level prepares up-and-coming leaders for the Executive ranks. A leader will hold the Level 5 rank for at least 3 months, during which time he will polish his knowledge of company procedures and his leadership skills. There are many possibilities, but a healthy Level 5 group must have at least 3 developing legs...and 4 good legs will be needed in the final month of Level 6 qualification. Unless you want to stay at this intermediate level—a level that offers earnings from $300 to $3,000 per month, a strong focus on recruiting must be maintained.

*Quick Start - (2 possibilities; either one will do!)

1. Be Active and Sponsor 7 New Distributors with LaundryPure Packs

2. Be Active and produce 4,000 GQV with 3 good legs (at least 500 TQV each) by the end of your QS period. Your 4,000 GQV can be produced in your sign-up month and first full calendar month. But the 3 good legs must have their 500 TQV in your qualification month. The normal qualification for Quick Start requires 3 months...so this short cut is really worth achieving.

^{A Sense of Urgency}

^{is Contagious!}

POSSIBILITIES - This is the first level that cannot be achieved strictly with personal orders. Two 500 TQV legs are needed ...and that may require the recruitment of more than 2 distributors (until 2 good ones are found). A distributor who is looking ahead to level 5 and working toward Quick Start may reach this level by the end of his first partial month and earn $200 or $300 in the process.

Distributors who think of Vollara mainly as a hobby may top out at this level. The 25% Fast Start bonus eligibility is never lost, even in months when the group fails to meet the 2-leg maintenance requirement.

POSSIBILITIES - Just as in Levels 1 and 2 and all the way to the top of the company, selling is always optional. Some products have big retail mark-ups and some new distributors have an interest in selling. Recruiting is also optional for those who are not trying to move up in the system. It is essential, however, if you want to climb to the higher ranks. Recruiting is network marketing's mechanism for growth.

Take another look at the bonus level differential concept. 

POSSIBILITIES - As we said before, a few people focus on selling because they are good at it. A new person can make $1,500 by selling 5 FreshAir Surround units at retail. Other distributors make a few retail sales because they appreciate the commissions...but most of us consider recruiting as our main growth mechanism.

This level can be reached through one's own purchases (for someone who wants air, water, and laundry technologies in their own home, the Fast Start Pack at 1,000 QV is the best deal).

Look at those Fast Start Bonus and Team Bonus levels to the left and wrap your mind around the way "differential overrides" are paid. The bonus you earn is based on your eligibility minus the percentage earned by someone below you. Click for an explanation.

POSSIBILITIES - Selling is always optional. Some products have big retail profits—over $600 per unit for LivingWater; consequently, some new distributors have an immediate interest in selling. Every now and then a person with retailing skills earns thousands of dollars in his first month. Other people do not like selling and it's important to know that each person makes his own decision in this area.

Recruiting is network marketing's most basic and important mechanism for growth. Does every distributor have to recruit? No. It's up to you. Without recruiting, however, you can't move beyond Level 3.