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	<title>Comments on: Evaluating Compensation Plans</title>
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	<link>http://www.networkmarketingtimes.com/blog/evaluating-compensation-plans/</link>
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		<title>By: Jack LaCava</title>
		<link>http://www.networkmarketingtimes.com/blog/evaluating-compensation-plans/comment-page-1/#comment-859</link>
		<dc:creator>Jack LaCava</dc:creator>
		<pubDate>Fri, 15 May 2009 18:02:06 +0000</pubDate>
		<guid isPermaLink="false">http://www.networkmarketingtimes.com/blog/?p=99#comment-859</guid>
		<description>Hi Randy:

You make some good points.  Ironically, a fellow attempted to recruit me into his opportunity recently andclaimed it was better than network marketing.  He called it Cooperative Marketing.  This is a nutrition company that uses infomercials to market and sell their products.  As an affiliate, a person can purchase customers for $50.00 each and earns commissions of off that customer as long as they continue to purchase.  The company does all the markekting to their customers so the affiliate doesn&#039;t have to.  The affiliate is still responsible to recruit and sell products but can purchase as many customers as he/she wants for $50.00 each.  Have you heard of this type of plan and what do you think of it?</description>
		<content:encoded><![CDATA[<p>Hi Randy:</p>
<p>You make some good points.  Ironically, a fellow attempted to recruit me into his opportunity recently andclaimed it was better than network marketing.  He called it Cooperative Marketing.  This is a nutrition company that uses infomercials to market and sell their products.  As an affiliate, a person can purchase customers for $50.00 each and earns commissions of off that customer as long as they continue to purchase.  The company does all the markekting to their customers so the affiliate doesn&#8217;t have to.  The affiliate is still responsible to recruit and sell products but can purchase as many customers as he/she wants for $50.00 each.  Have you heard of this type of plan and what do you think of it?</p>
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		<title>By: Evaluating Compensation Plans &#124; Leighton Durney</title>
		<link>http://www.networkmarketingtimes.com/blog/evaluating-compensation-plans/comment-page-1/#comment-740</link>
		<dc:creator>Evaluating Compensation Plans &#124; Leighton Durney</dc:creator>
		<pubDate>Mon, 06 Apr 2009 09:24:54 +0000</pubDate>
		<guid isPermaLink="false">http://www.networkmarketingtimes.com/blog/?p=99#comment-740</guid>
		<description>[...] have just finished reading the article on evaluating compensation plans written by Randy Gage. Great article Randy, it explain in very clear terms the [...]</description>
		<content:encoded><![CDATA[<p>[...] have just finished reading the article on evaluating compensation plans written by Randy Gage. Great article Randy, it explain in very clear terms the [...]</p>
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		<title>By: Tom Pacheco</title>
		<link>http://www.networkmarketingtimes.com/blog/evaluating-compensation-plans/comment-page-1/#comment-658</link>
		<dc:creator>Tom Pacheco</dc:creator>
		<pubDate>Fri, 27 Mar 2009 12:52:28 +0000</pubDate>
		<guid isPermaLink="false">http://www.networkmarketingtimes.com/blog/?p=99#comment-658</guid>
		<description>Randy, great post.  Here&#039;s what the top earners in my company looked for:

• Immediate income (People are always looking for instant gratification.) 
• Coding income (The ability to create leverage and compensation through unlimited depth.) 
• Residual income (Money that comes in month after month for something you sold one time.)
• Advancement bonuses (car bonuses, leadership pools, profit sharing, etc.)
• Percentage of reps earning $500 or more in residual monthly income.
• Retention: Are reps staying active because they&#039;re making and/or saving money quickly or do you have to replace them constantly. 

Example: if you put in 4 this week and you have to replace 3 of them the next week, you may want to find another company. This scenario is typical with most networks. If you are involved in network marketing to create a walkaway residual income, retention is the Key. Otherwise you&#039;ve bought a job, instead of a business opportunity and have limited your ability to create leverage or residual income.

• Fairness: Does the compensation plan compress up when someone cancels or does the company keep the money being paid to that reps position, also known as breakage. This is the fastest way to see if a company is doing what is best for it&#039;s reps or are they counting on making money from attrition.
• Qualifications and fastest times people have achieved top level positions.
• Incentives: Promotions &amp; Recognition (pins, rings, watches, jackets, plaques, stage time, etc.)
• No Charge-Backs on cancellations
• Compliant, Non-Gifting and ABSOUTELY No Binaries

- Tom
fdipro dot net</description>
		<content:encoded><![CDATA[<p>Randy, great post.  Here&#8217;s what the top earners in my company looked for:</p>
<p>• Immediate income (People are always looking for instant gratification.)<br />
• Coding income (The ability to create leverage and compensation through unlimited depth.)<br />
• Residual income (Money that comes in month after month for something you sold one time.)<br />
• Advancement bonuses (car bonuses, leadership pools, profit sharing, etc.)<br />
• Percentage of reps earning $500 or more in residual monthly income.<br />
• Retention: Are reps staying active because they&#8217;re making and/or saving money quickly or do you have to replace them constantly. </p>
<p>Example: if you put in 4 this week and you have to replace 3 of them the next week, you may want to find another company. This scenario is typical with most networks. If you are involved in network marketing to create a walkaway residual income, retention is the Key. Otherwise you&#8217;ve bought a job, instead of a business opportunity and have limited your ability to create leverage or residual income.</p>
<p>• Fairness: Does the compensation plan compress up when someone cancels or does the company keep the money being paid to that reps position, also known as breakage. This is the fastest way to see if a company is doing what is best for it&#8217;s reps or are they counting on making money from attrition.<br />
• Qualifications and fastest times people have achieved top level positions.<br />
• Incentives: Promotions &amp; Recognition (pins, rings, watches, jackets, plaques, stage time, etc.)<br />
• No Charge-Backs on cancellations<br />
• Compliant, Non-Gifting and ABSOUTELY No Binaries</p>
<p>- Tom<br />
fdipro dot net</p>
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		<title>By: Evaluating Compensation Plans : Martin Schmalenbach</title>
		<link>http://www.networkmarketingtimes.com/blog/evaluating-compensation-plans/comment-page-1/#comment-614</link>
		<dc:creator>Evaluating Compensation Plans : Martin Schmalenbach</dc:creator>
		<pubDate>Mon, 16 Mar 2009 12:29:39 +0000</pubDate>
		<guid isPermaLink="false">http://www.networkmarketingtimes.com/blog/?p=99#comment-614</guid>
		<description>[...] I came across this excellent blog post by Randy Gage via a follower on twitter. It&#8217;s at http://www.networkmarketingtimes.com/blog/evaluating-compensation-plans/ [...]</description>
		<content:encoded><![CDATA[<p>[...] I came across this excellent blog post by Randy Gage via a follower on twitter. It&#8217;s at <a href="http://www.networkmarketingtimes.com/blog/evaluating-compensation-plans/" rel="nofollow">http://www.networkmarketingtimes.com/blog/evaluating-compensation-plans/</a> [...]</p>
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		<title>By: Randy Gage</title>
		<link>http://www.networkmarketingtimes.com/blog/evaluating-compensation-plans/comment-page-1/#comment-611</link>
		<dc:creator>Randy Gage</dc:creator>
		<pubDate>Sat, 14 Mar 2009 15:09:32 +0000</pubDate>
		<guid isPermaLink="false">http://www.networkmarketingtimes.com/blog/?p=99#comment-611</guid>
		<description>Good point.  The key words in your post are &quot;money being PAID OUT.&quot;  Lots of plans tout 60 or 70 percent in the plan, but actually only pay out 35 percent.  You can only buy things with real money you get paid, not delusional promises.

-RG</description>
		<content:encoded><![CDATA[<p>Good point.  The key words in your post are &#8220;money being PAID OUT.&#8221;  Lots of plans tout 60 or 70 percent in the plan, but actually only pay out 35 percent.  You can only buy things with real money you get paid, not delusional promises.</p>
<p>-RG</p>
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