Today, I would tell you that the best compensation plans today are highbreds (a combination of compensation).

I don't care for a pure binary because the % of money you make on the volume is small. Yes, you get paid very deep, but the cycle is almost always capped, so it doesn't go on forever.

The plan I like the most is the unilevel with some escalating depth bonuses. The unilevel plan is the most fair in the industry and it allows people to make money rather quickly. The original knock on the unilevel is that it was pretty hard to make big money because of the massive limit on depth. Many companies answered that by putting in additional depth bonuses that corected the problem.

Add on a nice bonus for the initial product that you sell to a person and you have a compensation plan that pays well in all 3 mlm pay quadrants. Up front, part time and full time.

But when you remove the "smoke and mirrors," every plan has its limitation. I favor the binary, because its limitation is up to me. If I can't find two solid people and train them (even if they are sponsored and trained by someone else), I don't make money.

Other plans often require personal sales volume requirements that create a non-residual income situation.

My 4 top people were sponsored by someone else and I reached down and helped them since I am not paid on levels. I can go as deep as I want until I find my leader.

Other plans kill you on this because of levels and the breakway will kill you if you are not selling a lot. That is where you hear the stories of the "garage full of products."

If you are heavy hitter and unique in your production, you will make a ton in the break away, however, if you are average (like me) and binary and unilevel should be your choice.

If I had to choose I would rate Binary at the top along with Unilevel followed by the other plans.

Amazon has nothing to do with the profit sharing/leadership bonus, that is a seperate program.

Qualifications:

1. Receive a bonus check in each month of the bonus period.

2. Show exceptional growth and volume (top 20%) in your personal business levels 1-3.

3. Show exceptional growth (top 20%) and volume in levels beyond 1-3.

4. Participate and offer leadership to the Passport U training program.

5. Participate and lead corporate conference calls.

6. Show proof of 5 retail customers or more in the bonus period.

That is about as leadership driven as you can get, wouldn't you agree?

IMHO Passport has simply erred on the retail sales side of the equation. For those that PROVE they can build a sizable organization – they almost invariably want to be paid accordingly in leadership depth – I've never seen this to not be the case.

Take for instance my friend in Mary Kay – she's driven the Pink Caddy for 20+ years. Around 50% of her income comes from personal product sales – a pretty healthy level in anyone's book. However, the remaining 50% come in depth over-rides — not in an extreme Trend 90 plan that rewards the recruiter – AND tops out at a paltry $85. My buddy makes a fraction of a HUGE amount of sales – not a HUGE slice of a small amount of sales. Pretty black and white to me – the leaders will lead and build huge organizations — whereas the recruiters will churn through the numbers to go wide, wide, wide. DEPTH is where residuals kick in – and it is deserved based on years and years of distributor oversight – not just because you got someone to sign an app.

Mary Kay's comp. plan is not on trial here. I wouldn't say Passport's is – but Passport's is still very much unproven. I think there's eventually going to have to be some tweeking and/or pride swallowing – and Passport will have to pay leaders for depth volume – based on leadership – not recruitment or driving traffic. Good topic here Ty.

Kent F.