2% of Global Commission Basis each commission period, split into two pools of 1%. One rewards the rank you hold. One rewards the leaders you are building. You must be paid-as Legacy 1 or above to draw from either.
The pools pay on Commission Basis (CB) — the same basis every other bonus in the Compensation Plan is calculated on. CB points are generated by each commissionable product or pack, already net of discounts, so the pool inherits the plan's existing definition and needs no separate accounting language of its own.
Each pool is funded separately and divided by its own share count. A share in one pool is not a share in the other.
You do not earn for being a Multiplier 3 — you earn for making one. An M3 never draws from these pools, but an M3 in your organization does generate Development shares for the Legacy leader who developed them.
There is a single rank ladder — 1 : 3 : 5 : 8 : 12 : 16 — and it is used twice. Once for the rank you hold, and once for each leader you have developed.
| Rank | Achievement — your own rank | Development — months 1–12 | Development — month 13+ |
|---|---|---|---|
| Multiplier 3 | not eligible | 0.5 | 0.25 |
| Legacy 1 | 1 | 1 | 0.5 |
| Legacy 2 | 3 | 3 | 1.5 |
| Legacy 3 | 5 | 5 | 2.5 |
| Legacy 4 | 8 | 8 | 4 |
| Legacy 5 | 12 | 12 | 6 |
| Legacy 6 | 16 | 16 | 8 |
There are no generation columns and no distance penalty — the plan pays by rank alone. M3 is the only rank that appears in Development but not Achievement, at a half share. Achievement shares never step down; the month 13+ column applies to Development only.
If the field would rather not see fractions, multiplying every figure by four makes them all whole — M3 becomes 2, Legacy 6 becomes 64 — without changing anything. Share value is the pool divided by total shares, so scaling every number by the same factor is purely cosmetic.
A line is any account enrolled directly to you, plus that account's entire organization underneath it — to unlimited depth, including every branch. Every direct enrollment starts a separate line. There is no cap on how many lines count.
In each line, find the three highest-ranked leaders anywhere inside it and take their shares from the ladder. Depth is irrelevant. Then do the same for your next line, and the next.
“Every line you have pays you on its three best leaders, no matter how deep they are.”
Sarah has personally enrolled four people, so she has four lines. Highlighted rows are her three counted leaders in each line. Every leader here is inside their first 12 months, so all shares are at full value.
Sarah draws 5 shares from the 1% Achievement pool and 18 shares from the 1% Development pool. Each is divided into its own pool, so the two share counts are never added together — they are paid from different money.
Bennett sits nineteen levels below Sarah in Line B and pays her the same 8 shares he would pay from level one. Tap-rooting and building deep are rewarded identically to building close.
Four lines, four separate chances at three leaders each. There is no cap, so every additional line a leader starts is upside.
Line A has five leaders and only three count. Stacking one monster line does not run away with the pool; the fourth and fifth leaders there are worth more to Sarah if they sit in a new line.
Line D pays zero and takes nothing away. There is no penalty for a line that has not produced a leader yet — only the opportunity of one that has not produced one yet.
Each counted leader pays full shares for 12 months from the point they reach a rank, then half shares indefinitely. Nothing ever expires. The clock resets to full every time they rank up — when Aisha goes from Legacy 2 to Legacy 3, Sarah's window on her restarts at the higher value of 5 shares.
Half shares forever is deliberate on both sides. It keeps a real residual for leaders you built years ago, and it keeps matured leaders at half weight in the denominator — which is what stops the pool thinning as the company grows. Achievement shares are unaffected: they never step down.
A Legacy 6 settles at 8 shares permanently. They have no higher rank to reach, so their window cannot reset — under a hard cutoff the best leader you will ever develop would be the one guaranteed to expire to zero. Half shares forever removes that.
When a line holds more than three leaders, the three that count are the three worth the most shares right now — after the step-down, recalculated every commission period. Not the three highest ranks on paper.
This matters exactly where you would expect: a new Legacy 6 at full value is worth 16, and a matured Legacy 6 at half is worth 8 — so the new one takes the slot. That is the rule working, not a flaw. Developing a second Legacy 6 should displace the one you finished building two years ago, and the older leader still pays from any other line they anchor.
| Leader in the line | Rank | Month | Rate | Shares now | Counts? |
|---|---|---|---|---|---|
| Marcus | Legacy 6 | 4 | full | 16 | Yes — 1st |
| Priya | Legacy 6 | 26 | half | 8 | Yes — 2nd |
| Elena | Legacy 5 | 30 | half | 6 | Yes — 3rd |
| Dev | Legacy 3 | 2 | full | 5 | No — 4th |
Two things worth reading off that table. Marcus at full value overtakes Priya, an identical rank on half — the newer leader is genuinely worth more this month. But Elena on half shares still beats Dev on full, because a matured Legacy 5 outweighs a fresh Legacy 3. Rank still dominates; the step-down only decides between close calls. Nobody has to elect anything — the system recalculates and pays the best three every period.