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INTRODUCTION AND PURPOSE OF THE PROGRAMME

INTRODUCTION AND PURPOSE OF THE PROGRAMME. GROWTH focused program me Rewards for new levels (from Gold Producer level onwards) Focus on balance between width and depth Good side volume and new additional legs are rewarded Focus on sponsoring new ABOs and creating New Sponsored Volume.

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INTRODUCTION AND PURPOSE OF THE PROGRAMME

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  1. INTRODUCTION AND PURPOSE OF THE PROGRAMME • GROWTH focused programme • Rewards for new levels (from Gold Producer level onwards) • Focus on balance between width and depth • Good side volume and new additional legs are rewarded • Focus on sponsoring new ABOs and creating New Sponsored Volume 2

  2. GROWTH INCENTIVE PROGRAMME (GIP) • Bonus Incentives • Founders Platinum Growth Programme (FPG) • New Leader Programme (NLP) • Grow Q12 Legs Programme (GLP) • European Emerald & Diamond Annual Bonuses • Travel Incentives • New Platinum Seminar • Leadership Training Seminar (LTS) • Diamond Conference • Examples and Additional Information 3

  3. FOUNDERS PLATINUM GROWTH PROGRAMME (FPG) Attractive monthly rewards for building a strong and balanced business *Maximum achievable FPG payment amount you can earn per year according to the particular qualification criteria. 4

  4. FOUNDERS PLATINUM GROWTH PROGRAMME (FPG) EXAMPLE 1 POSSIBLE MONTHLY FPG PAYMENTS: 5

  5. FOUNDERS PLATINUM GROWTH PROGRAMME (FPG) EXAMPLE 2 POSSIBLE MONTHLY FPG PAYMENTS: Total FPG payment for PY 2013/14 = €9.600 6

  6. FOUNDERS PLATINUM GROWTH PROGRAMME (FPG) EXAMPLE 3 POSSIBLE MONTHLY FPG PAYMENTS: Total GIP payment for PY 2013/14 = €41.800 7

  7. NEW LEADER PROGRAMME (NLP) Attractive rewards for achieving new qualification levels in PY 2013/14. NLP PAYMENT SCHEDULE FOR REACHING THE NEW QUALIFICATION LEVELS: * NLP payment is paid for each new pin level at Diamond and above level. (i.e. Founders Diamond, Executive Diamond, Founders Executive Diamond, Double Diamond, etc.) 8

  8. NEW LEADER PROGRAMME (NLP) EXAMPLE 1 This ABO may be at any level previous to NLP base PY 2009/10. In PY 2011/12 (the 1st year of the programme) this ABO qualifies Diamond for the first time within this GIP andearns the New Leader Paymentfor new Diamond. In PY 2012/13 this ABO requalifies as a Diamond and he receives theRe-Qualify payment for Diamond. In PY 2013/14 this ABO maintains Diamond qualification and he receives the Maintain payment for maintaining Diamond qualification. D = Diamond, E = Emerald, New = New Leader Payment, Req = Re-Qualify Payment, Maint = Maintain Payment. Amounts are in local currency. 9

  9. NEW LEADER PROGRAMME (NLP) EXAMPLE 2 ABO has not been Diamond since NLP base PY 2009/10. In PY 2011/12 (1st year of the programme)this ABO has earned the New Leader Paymentfor new Diamond. In PY 2012/13(2nd year of the programme) he drops down to Emerald and due to drophe gets only theMaintain Paymentfor Emerald. In PY 2013/14 (3rd year of the programme) he re-qualifies as a Diamond, and gets Re-Qualify Payment for Diamond. 10

  10. NEW LEADER PROGRAMME (NLP) EXAMPLE 3 ABO has not been Diamond since NLP base PY 2009/10. In PY 2011/12 (1st year of the programme)this ABO earns the New Leader Paymentfor new Diamond . In PY 2012/13 (2nd year of the programme)he drops down to Emerald and due to drop he gets only the Maintain Payment forEmerald. In PY 2013/14(3rd year of the programme) he maintain the Emerald qualification level and he gets again the MaintainPayment forEmerald. 11

  11. NEW LEADER PROGRAMME (NLP) EXAMPLE 4 If a stableDiamond has receivedthe Re-Qualify Payment already(PY 2011/12- 1st yearof the programme) thenqualifies as Emeraldin thenextPY 2012/13(2nd year of the programme) andqualifies as Diamond in thefollowingPY 2013/14(3rd year of the programme), he getstheMaintainPayment (sinceRe-qualifyPayment can be earnedonlyonce at eachlevel). 12

  12. NEW LEADER PROGRAMME (NLP) EXAMPLE 5 If a stable Diamond qualifies as Emerald in the PY 2011/12 (1st year of the programme)he gets the Re-QualifyPayment for Emerald because of the Transitional Initiative in PY 2011/12. When he qualifies as Diamond in PY 2012/13(2nd year of the programme) he gets the Maintain Payment because in the base year (PY 2009/10)and in the folowing PY he was Diamond already (the qualification in PY 2012/13 is the third Diamond qualification since base year). He maintains Diamond qualification this PY 2013/14, so he gets Maintain Payment for Diamond. 13

  13. NEW LEADER PROGRAMME (NLP) EXAMPLE 6 If a stable Diamond falls down to Emerald in the PY 2011/12 (1st year of the programme) he gets the Re-QualifyPayment for Emerald because of the Transitional Initiative in PY 2011/12. When he qualifiesas Diamond this PY 2013/14(3rd year of the programme) he gets the Maintain Payment because in the base year (PY 2009/10) he was Diamond already and requalified in PY2010/11. The qualification this PY 2013/14 is the third Diamond qualification since base year. 14

  14. NEW LEADER PROGRAMME (NLP) EXAMPLE 7 If a stable Diamond falls down to Emerald in the PY 2010/11 and 2011/12 he gets the Re-QualifyPayment for Emerald because of the Transitional Initiative in PY 2011/12(1st year of the programme). When he qualifies as Diamond in PY 2012/13 (2nd year of the programme) he gets the Re-QualifyPayment because in the base year (PY 2009/10) he was Diamond already and he had no further Diamond qualification since the base year. This PY 2013/14 he receives the Maintain Payment for Diamond only. 15

  15. NEW LEADER PROGRAMME (NLP) EXAMPLE 8 The ABO has been a Diamond in the NLP base year (PY 2009/10). He falls down to Emerald and re-qualifies Diamond again in PY 2011/12 (1st year of the programme) and gets the Re-QualifyPayment forDiamond. In PY 2012/13 (2nd year of the programme) and this PY 2013/14 he maintains Diamond level. He receives the Maintain Payment for Diamond. 16

  16. NEW LEADER PROGRAMME (NLP) EXAMPLE 9 ABO was Founders Platinum (FPL) in the NLP base year (PY 2009/10) and PY after. He qualifies new Emerald in PY 2011/12 (1st year of the programme) and earns the New Leader Payment for new Emerald. In PY 2012/13 (2nd year of the programme) he requalifies Emerald and earns the Re-qualify Payment for Emerald. This PY 2013/14 (3rd year of the programme) he maintains Emerald status and earns the Maintain Payment for Emerald. 17

  17. NEW LEADER PROGRAMME (NLP) EXAMPLE 10 ABO was Founders Platinum (FPL) in the NLP base year (PY 2009/10) and PY after. He qualifies new Emerald in PY 2011/12 (1st year of the programme)and earns the New Leader Paymentfor new Emerald. In PY 2012/13 (2nd year of the programme) he qualifies as a New Diamond and earns the New Leader Payment for new Diamond. This PY 2013/14 (3rd year of the programme) he does not re-qualify Diamond but maintains Emerald status and earns the Maintain Payment for Emerald. 18

  18. NEW LEADER PROGRAMME (NLP) • NLP Additional Information • The base year for qualification is PY 2009/10. • European legs count. Legs outside of Europe do NOT count. • New Leader Payment (1st time qualification):Paid for the first time that an ABO reaches Gold Producer, Platinum, Founders Platinum, Emerald, Diamond and above level. • Re-qualify Payment (2nd time qualification):Paid for the second time that an ABO reaches the highest qualification level (Emerald or Diamond and above) since NLP base year. 19

  19. NEW LEADER PROGRAMME (NLP) • NLP Additional Information • Maintain Payment (3rd and beyond time qualification):Paid for the third time and beyond that an ABO reaches Emerald or Diamond and above level. • If an ABO earns two new qualification levels in the same PY (for example new Diamond and new Founders Diamond) then in this year the New Leader Payment for both of these levels arepaid (i.e. €120.000). 20

  20. GROW Q12 LEGS PROGRAMME For Emerald and above Reach Emerald or higher qualification level and increase the number ofQ12-legsover the base years (PY 2009/10 to PY 2012/13) ...to qualify for a €20,000*for every Q12 leg growth! *Paymentamount is market specific considering the PV/BV ratio levels of the markets. 21

  21. GROW Q12 LEGS PROGRAMME EMERALD EXAMPLE 1.1 PY 2011/12: Qualify as a new Emerald GIP Payment: €30.000 New Leader Payment 22

  22. GROW Q12 LEGS PROGRAMME EMERALD EXAMPLE 1.2 PY 2012/13: Grow one Q6 leg to Q12 leg GIP Payment: €20.000 for Q12 leg growth + €20.000 for re-qualifying at Emerald 23

  23. GROW Q12 LEGS PROGRAMME EMERALD EXAMPLE 1.3 This PY 2013/14 : Maintain last years Q12 legs and grow another Q6 leg to Q12 leg GIP Payment: €20.000 for Q12 leg growth + €10.000 for maintaining Emerald 24

  24. GROW Q12 LEGS PROGRAMME DIAMOND EXAMPLE 1.1 PY 2011/12 (1st year of the programme): Qualify as a new Diamond GIP Payment: €60.000 New Leader Payment 25

  25. GROW Q12 LEGS PROGRAMME DIAMOND EXAMPLE 1.2 PY 2012/13(2nd year of the programme): Grow one Q6 leg to Q12 leg GIP Payment: €20.000 for Q12 leg growth + €40.000 for re-qualifying at Diamond 26

  26. GROW Q12 LEGS PROGRAMME DIAMOND EXAMPLE 1.3 This PY 2013/14 (3rd year of the programme): Grow another Q6 leg to Q12 leg GIP Payment: €20.000 for Q12 leg growth + €20.000 for maintaining Diamond 27

  27. GROW Q12 LEGS PROGRAMME EXECUTIVE DIAMOND EXAMPLE PY 2013/14: Qualify as a new Executive Diamond GIP Payment: €60.000 New Leader Payment 28

  28. EUROPEAN EMERALD AND DIAMOND BONUSES European Emerald Qualification & Annual Bonus In-market Platinum status and 3 Q6 legs in Europe European Diamond Qualification & Annual Bonus In-market Platinum status and 6 Q6 legs in Europe 29

  29. FOUNDERS PLATINUM VOLUME EQUIVALENCY • Special benefit for PY2013/14: • ...possible to qualify as Founders Platinum • with a reduced Volume Equivalency • Reduced VERequirements: • 120.000 PV annual volume • 10 or 11 qualified months (Silver Producer months) • Minimum 18% performance bonus level in the non-qualified months 30

  30. NEW PLATINUM SEMINAR New qualified Platinums are invited to a special business seminar organised by a local Amway affiliate 31

  31. LEADERSHIP TRAINING SEMINAR 2015 Discover the destination: Costa Navarinoin Greece Qualification Period for LTS2015 1st September 2013- 31st August 2014 32

  32. LEADERSHIP TRAINING SEMINAR 2015 • NEW QUALIFICATION CRITERIA! • If you have never qualified to the LTS before, • don‘t miss this unique opportunity! • Qualification Criteria for the first time* LTS • qualifiers: • 8 qualified months only. • Fulfil the minimum personal activity criteria: reach 600 Personal PV (PPV) each quarter of PY. • Achieve the Platinum Certification. • Fulfil one of the option of Personal New and/or Group New Sponsored Volume. *First time qualification to the LTS means that you have not qualified for the LTSsince PY 2008/09last qualification in PY 2007/08. 33

  33. LEADERSHIP TRAINING SEMINAR 2015 • Qualification Criteria for second timeLTS qualifiers • 10 qualified months. • Fulfil the minimum personal activity criteria: reach 600 PPV each quarter of PY. • Fulfil one of the option of Personal New and/or Group New Sponsored Volume. 34

  34. LEADERSHIP TRAINING SEMINAR 2015 • Qualification Criteria for third time LTS qualifiers • Attain Founders Platinum qualification. • Fulfil the minimum personal activity criteria: reach 600 PPV each quarter of the PY. • Fulfil one of the option of Personal New and/or Group New Sponsored Volume. • Volume Growth target: increase LTS Volume Base compared to previous PY 2012/13 for at least 1 PV. 35

  35. LEADERSHIP TRAINING SEMINAR 2015 • Qualification Criteria for fourth time and beyond LTS qualifiers • 12 qualified months. • Fulfil the minimum personal activity criteria: reach 600 PPV each quarter of the PY. • Fulfil one of the option of Personal New and/or Group New Sponsored Volume. • Volume Growth target: increase LTS Volume Base compared to previous PY 2012/13 for at least 1 PV. 36

  36. LEADERSHIP TRAINING SEMINAR 2015 You: LTS VOLUME BASE: 24.000 APV (for the month) You: LTS VOLUME GOAL: 28.000 APV (for the month) You 10.000 You 4.000 Included SP 4.000 SP 4.000 Included Not included GP 10.000 PL 10.000 NEW PL In the PY 10.000 Included Included GP 10.000 Included SP: Silver Producers (class 4)GP: Gold Producers (class 4)PL: Platinum (class 2)APV: Award (Point) Volume SP: Silver Producers (class 4)GP: Gold Producers (class 4)PL: Platinum (class 2)APV: Award (Point) Volume Not included PL 10.000 37

  37. LEADERSHIP TRAINING SEMINAR 2015 Special Transitional Benefit – 10 % buffer Those ABOs who have on average 5.000 PV above what it takes to qualify based on the Amway Sales and Marketing Plan requirements, will have a special benefit of a 10% buffer for the volume growth targets. 38

  38. LEADERSHIP TRAINING SEMINAR 2015 Special Transitional Benefit – 5 % buffer Those ABOs who have on average 2.000 PV above what it takes to qualify based on the Amway Sales and Marketing Plan requirements, will have a special benefit of a 5% buffer for the volume growth targets. 39

  39. LEADERSHIP TRAINING SEMINAR 2015 Special Transitional Benefit for those who missed the LTS qualification in PY 2011/12 and PY 2012/13 If ABOs have missed the LTS qualification in PY 2011/12 and PY 2012/13, then they need to fulfil the second time qualification criteria in PY 2013/14. 40

  40. LEADERSHIP TRAINING SEMINAR 2015 • Qualification Criteria for Emeralds and Diamonds • For Emeralds the only requirement is to reach 600 PPV each quarter of the PY. • Qualified Diamonds and above are automatically qualified for for LTS. 41

  41. DIAMOND CONFERENCE 2015 Discover the NEW destination Open to new and re-qualified Diamonds and above Qualification Period 1st September 2013- 31st August 2014 42

  42. TERMS AND CONDITIONS The terms of the Growth Incentive Programme may be revoked, cancelled, modified or conditioned by Amway at any time, at its sole discretion. Prior to approving qualification, Amway may track and verify volumes leading to ABO’squalification throughout the period of qualification and up to and including the time the award or bonus is to be disbursed to ensure that the qualification is earned in accordance to the Amway Rules of Conduct, which can be found under (www.amway.xy). This web-site also includes the “Amway Principles on Qualification” document, providing information regarding how the Amway Rules of Conduct are enforced. In addition to the performance criteria and adherence to the Amway Rules of Conduct, ABO’s must be in good standing and not in breach of their ABO contract with Amway throughout the period of qualification and up to and including the time the award or bonus is to be disbursed. Amway may adjust the Growth Incentive Programme target volume levels considering the market situation at any time, at its sole discretion. All income amounts mentioned in this document are earned bonus amounts without VAT. Please refer to additional explanations and details in the “Reference” and ‘Your Questions Answered’ Documents for more specifics. The expected minimum duration of the Programme is until the end of PY 2013/14, if it generates the expected benefits. 43

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