OPTAVIA Integrated Compensation Plan
I N T E G R A TED C OM PENS A TIO N P L AN
I N TE GRATE D C OMPE NSATI ON P LANAt OPTAVIA, our Coachesare the lifeblood of ourprogram. OPTAVIA Coacheshelp others realize LifelongTransformation, One HealthyHabit at a Time .Y O UR BES T L I F E I S W A I T I NG.A L L Y O U H A VE T O DO I ST A KE T H E F I R S T S T EP .OPTAVIA Coaches arecompensated for theirefforts through the OPTAVIAIntegrated Compensation Planoutlined in this document;it gives Coaches the powerto shape their destiny andcreate a life of greatermomentum and potentialfinancial freedom.**OPTAVIA makes no guarantee of financial success. Success with OPTAVIA results only from successful sales efforts, which require hard work, diligence, skill, persistence, competence, and leadership.Your success will depend upon how well you exercise these qualities. Please see the OPTAVIA Income Disclosure Statement (http://bit.ly/idsOPTAVIA) for statistics on actual earnings of Coaches.2
I N TE GRATE D C OMPE NSATI ON P LANThere are three primary earning opportunities with OPTAVIA which correlate to the three levels ofCompetency in our business plan:Client Support incometo reward the OPTAVIACoach CompetencyTeam building incometo reward the BusinessCoach CompetencyRelated to these three earning opportunities areten different avenues of earning income:I. Client Acquisition and Support(OPTAVIA Coach Competency)Leadership Developmentincome to rewardthe Business LeaderCompetencyThe OPTAVIA Compensation Plan isdesigned to reward: Client acquisition & support Coach sponsorship & mentorship Client Support Commissions Team building & duplication Certification Bonus Client Support BonusesAdvanced team building &leadership development Coach Consistency Bonuses Mastery at each level of competency Client Acquisition Bonus Certification & continuing educationII. Coach Sponsoring and Team Building(Business Coach Competency) Assist Bonus Team Growth Bonuses Fully Integrated Business Coach BonusIII. Leadership Development(Business Leader Competency) Executive Director Generation Bonuses Elite Leadership Bonuses3
F UN D AME NTALS – U ND E R STAND I NG VOLU ME TY PE SAt OPTAVIA, we believe in protecting thevalue of a Coach’s business. Therefore, wehave two types of volume in the OPTAVIACompensation Plan:Let’s look at these in greater detail:Compensation Volume (CV) is on an item level. SinceClients typically order more than one item at a time,all of the CV for a Client is summed to create PersonalCompensation Volume (PCV). Then, all of the PCV fora Coach’s personally sponsored (Frontline or Level 1)Clients and Coaches is summed to create the Coach’sFrontline Compensation Volume (FCV). A Coach’sGroup Compensation Volume (GCV) is simply the sumof all PCV for all Clients and Coaches on which theyare paid. Note: A Coach’s own PCV is not included ineither their FCV or GCV, since Coaches are not paid ontheir own personal orders.1. COMPENSATION VOLUME (CV) –the value assigned to any product/item in the OPTAVIA product portfoliofor the purposes of compensationcalculation. All products have aCompensation Volume, ranging from0% to 100%, of the product price. Allcommissions and bonuses are paid onCompensation Volume.Qualifying Volume (QV) works exactly the same way.All of the QV for a Client’s order is summed to createPersonal Qualifying Volume (PQV). Then, all of thePQV for a Coach’s personally sponsored (Frontline orLevel 1) Clients and Coaches is summed to create theCoach’s Frontline Qualifying Volume (FQV). A Coach’sGroup Qualifying Volume (GQV) is simply the PQV ofall Clients and Coaches on which they are paid.Note: A Coach’s own PQV is not included in either theirFQV or GQV, since Coaches DO NOT receive credit ontheir own personal orders.2. QUALIFYING VOLUME (QV) –the amount assigned to an item todetermine rank and bonus qualification.Qualifying Volume is used tostandardize the duplication modelto ensure that the level of effort forqualification remains the same overtime and across markets.4
CLI E NT ACQUI SI TI ON & SU P POR TI . C L I ENT ACQUI SI TI ON & SUPPORTCE R TI FI CATI ON B O N US P A I D M O N T H L YWelcoming Clients and supporting them on their journey are thefoundation of a successful OPTAVIA business and, for many, are thestarting point in our business model. OPTAVIA Coaches are compensatedbased on orders placed by their personally Sponsored and supportedClients. A Client can order online via a Coach’s personalized co-brandedwebsite (which is provided by the Company) or by calling 1.888.OPTAVIA.There is also a reward for continuing education and becoming Certifiedwith OPTAVIA. Certified Coaches generally offer a higher level of serviceto their Clients via the knowledge gained through Certification. OPTAVIAvalues continuing education through Coach Certification so highly thatour Compensation Plan rewards this behavior with an additional 3% bonus,paid on Frontline Compensation Volume (FCV).C L I E NT S U PPO RT COMMI SSI ON S & B ONU SE SCoaches earn a 15% commission on the Personal Compensation Volume(PCV) of orders placed by their Frontline (Level 1) Clients. PersonalCompensation Volume is the combined Compensation Volume (CV) of allcommissionable items on an order.CLIE N T S UP P O R T CO M P E N S ATIO NAt OPTAVIA, we reward Coaches for their personal efforts and experience;therefore, our Client Support Bonuses are tiered, allowing for greaterearning opportunities as more orders are generated by your personalClients. While supporting a minimum of 5 Clients, the greater a Coach’sFrontline Qualifying Volume (FQV), the greater percentage of FrontlineCompensation Volume (FCV) he/she earns.FRONTLINEQUALIFYINGVOLUME (FQV) 1, 2001 ,2 0 02 ,4 0 03 ,6 0 04 ,8 0 06 ,0 0 0C LI ENT SUPPOR TC OMMI SSI ONS15%15%15%15%15%15%C LI ENTSUPPOR T BONUS(MI N. 5 ORD ERI NGENTI TI ES)N/A5%7%9%11%13%C ER TI FI C ATI ONBONUS3%3%3%3%3%3%TOTAL MAXI MUMC LI ENT SUPPOR TC OMPENSATI ON18%23%25%27%29%31%300 PQV x 5 Clients 1500 FQV Senior Coach400 PCV x 5 Clients 2000 FCV*20% (15% CSC 5% CSB) 400400 PCV x 5 Clients 2000 FCV*20% (15% CSC 5% CSB) 3% Certification Bonus 460OPTAVIA COACH1,500 FQV 2,000 FCVCLIENTCLIENTCLIENTCLIENTCLIENT300 FQV 400 FCV300 FQV 400 FCV300 FQV 400 FCV300 FQV 400 FCV300 FQV 400 FCV*Hypothetical example to illustrate the mechanics of the Compensation Plan only.5
CLI E NT ACQUI SI TI ON & SU P POR TCLIENT ACQUISITION BONUS (CAB)C O A CH CO NSISTE N CY BONUSE SOPTAVIA rewards Certified Coaches who have consistent Frontline Qualifying Volume (FQV),month after month. This bonus has three levels*: A Certified OPTAVIA Coach who generates a minimum of 2,000 in Frontline QualifyingVolume (FQV) for three (3) consecutive months will be paid a 250 bonus. A Certified OPTAVIA Coach who generates an average of 4,000 in Frontline QualifyingVolume (FQV) for three (3) consecutive months will be paid a 500 bonus. A Certified OPTAVIA Coach who generates an average of 6,000 in Frontline QualifyingVolume (FQV) for three (3) consecutive months will be paid a 1,000 bonus.*Note: In order to be eligible for this bonus, Frontline Qualifying Volume (FQV) cannot fall below 2,000 in any month. If Frontline Qualifying Volume(FQV) does fall below the 2,000 minimum threshold, the three-month consistency clock starts back at zero, and three additional months will beneeded to achieve this bonus. The three-month cycle can begin in any month, and Coaches are eligible for this bonus four times in a 12-month period.6OPTAVIA knows how important it is to getoff to the right start with your new OPTAVIAbusiness. Therefore, to reward new Coacheswho get on the fast track to success, we offer aspecial bonus. As a new OPTAVIA Coach, youhave the opportunity to earn a one-time 100bonus in your first 30 days as a Coach. Toachieve this bonus, generate a total of 1,000Frontline Qualifying Volume (FQV) withinyour first 30 days from five (5) New* FrontlineClients and/or Coaches.*A New Client means someone who has never ordered withany OPTAVIA Coach or through OPTAVIA. A New Coachmeans someone who has never purchased an OPTAVIA Coachbusiness kit.
COACH SPONSOR I NG & TE AM B U I LD I NGI I . C OACH SPO NSORI N G & TE AM BUI LD I NGIn order to maximize the earning opportunity with OPTAVIA, a Coach must build and mentor Coach Teams.A S S I ST BO NU S E SAs a Business Coach, if you assist a new personally Sponsored Coach in earning his/her Client Acquisition Bonus, you will be paid a matching 100 Assist Bonus.T EA M GR O WT H BONUSE SThe Team Growth Bonuses provide the opportunity for a Business Coach to earn on orders of other Coaches and their Teams. This bonus is only available toBusiness Coaches qualifying at the Senior Coach level or higher and is earned only on business Teams outside of a Coach’s Frontline.This chart provides the Qualified rank earning percentage for each potential business Team rank. For example: a Qualified Director earns 6% on a SeniorCoach Team down to the next qualifying OPTAVIA Coach above Senior Coach.TEAM GROWTH BONUSES(PAID ON LEVEL 2 AND BELOW)COACHTEAM RANKSENIOR COACHQUALIFIED RANKSENIOR CTOR4%6%8%10%12%2%4%6%8%2%4%6%2%4%MANAGERASSOCIATE DIRECTORDIRECTOR2%EXECUTIVE DIRECTORCOVERED INEXECUTIVE DIRECTORGENERATION BONUSES7
COACH SPONSOR I NG & TE AM B U I LD I NGT E A M GR O WTH BONUS E XA MPLECOACHINTEGRATED REGIONALDIRECTORELIGIBLE FOR EDGENERATION BONUSFRONTLINE NOT INCLUDEDSENIOR COACH8%6%SC’S CLIENTSASSOCIATEDIRECTORMANAGER4%MG’S CLIENTS2%AD’S CLIENTS8EXECUTIVEDIRECTORDIRECTOR0%DR’S CLIENTSED’S CLIENTS
COACH SPONSOR I NG & TE AM B U I LD I NGT E A M GR O WTH BONUS E XA MPLETeams in Depth – Earning the Gap ExampleINTEGRATED %C’S CLIENTSMANAGERSC’S CLIENTS8%6%MANAGER MG’S CLIENTS6%4%4%2%2%0%0%MANAGERAD’S CLIENTSMANAGERDR’S CLIENTSMANAGERED’S CLIENTSMANAGER6%6%6%4%2%0%COACH: 0%MG’S CLIENTSSC: 0%SC’S CLIENTSMG: 0%MG’S CLIENTSAD: 2%MG’S CLIENTSDR: 4%MG’S CLIENTSED: 0%CLIENTSLEVEL 3LEVEL 2LEVEL 1FRONTLINE NOT INCLUDEDCovered inGeneration BonusesRD earns 6% on the Clients because the MGis earning the other 6% (12% total available)9
COACH SPONSOR I NG & TE AM B U I LD I NGFU LLY I NTE G R ATED B US I N ES S C O A C HCONSI STE NC Y B ON USA Business Coach has reached a level of mastery when he/she hasachieved the level of Fully Integrated Business Coach (FIBC). Thisis attained when a Qualified Executive Director (who is Certified)achieves 6,000 in Frontline Qualified Volume (FQV), five (5)Qualified Senior Coach Teams, and 15,000 in Group QualifiedVolume (GQV) in a Monthly Bonus Period. A Business Coach whomeets these qualifications for three (3) consecutive months will bepaid a 1,000 bonus.A Business Coach can begin this three-month cycle in any monthand has the opportunity to earn this bonus up to a maximum of fourtimes in a 12-month period.10
A D VAN CE D TE AM B U I LD I NG & LE AD E R SHI P D E VE LOP ME NTIII. ADVANCED TEAM BUILDING & LEADERSHIP DEVELOPMENTLeaders drive all successful organizations, and withinOPTAVIA, leaders play a vital role in communicating,training, supporting, shaping, building, defining, andliving the mission of OPTAVIA.EX E C U T IVE DIRE CTOR GE NE RA TI ON B ONU SE SThe Executive Director Generation Bonuses are business developmentbonuses that reward Business Leaders qualifying as a Regional Director orhigher for developing Executive Directors within their organizations.In order to maximize the benefit of the Executive Director GenerationBonuses, it is important for a Business Leader to develop separateExecutive Director Teams. An Executive Director Team is defined as aqualifying Executive Director (or higher) in a unique Line of Sponsorship(an Executive Director does not need to be personally Sponsored). TheExecutive Director Generation Bonuses are paid on an entire ExecutiveDirector’s organization, which is defined as all of the OPTAVIA Coachesand their Clients within a Line of Sponsorship of a Qualified ExecutiveDirector (or higher), down to the next Qualified Executive Director (orhigher) in depth. The term for this is “Generation,” and the diagrambelow demonstrates Executive Director Generations visually downthrough six Generations. The diagram outlines the six Generations ofdepth by which an Integrated Presidential Director is eligible to receivegenerational earnings.11
A D VAN CE D TE AM B U I LD I NG & LE AD E R SHI P D E VE LOP ME NTLEVEL 1Teams in Depth – Generations of Executive VEDIRECTORSENIORCOACHINTEGRATEDPRESIDENTIAL IONAL EDREGIONAL DIRECTORINTEGRATEDREGIONAL IRECTOREXECUTIVEDIRECTORINTEGRATEDREGIONAL RGENERATION 0D2D2D2GENERATION RINTEGRATED REGIONALDIRECTORGENERATION 2D3GENERATION 3GENERATION 4INTEGRATEDREGIONALDIRECTORF5F5I5EXECUTIVE DIRECTORINTEGRATEDNATIONALDIRECTORINTEGRATED REGIONALDIRECTORGENERATION 5GENERATION ECUTIVEDIRECTOR12
A D VAN CE D TE AM B U I LD I NG & LE AD E R SHI P D E VE LOP ME NTThe table below displays the percentage earned on each Executive Director Generation. Bonuses are paid as a percentage of the Executive Director indepth’s Group Compensation Volume (GCV), down to the next Executive Director in depth (next Generation).QUALIFIED RANKGENERATIONS OF %2%2%2%1.5%1.5%1.5%34561.5%EL I T E L EADER SHI P BONUSE SBusiness Leader at or above the bonus rank in aLine of Sponsorship but not on the orders of thatBusiness Leader’s Team.Elite Leadership Bonuses are paid to our Business Coaches qualifying atour Leadership ranks of National Director and higher to compensate fortheir role in directing and overseeing OPTAVIA businesses. The threeseparate bonuses listed below overlap, which means they are cumulative,so a qualifying Presidential Director will earn all three bonuses.NDThese bonuses are: National Elite Leadership Bonus Global Elite Leadership Bonus Presidential Elite Leadership BonusEach of these bonuses is paid in the same way on a Coach’s organization.A Business Leader earns a 0.5% override on his/her entire business downthrough the first Business Leader at or above the qualifying bonus rank(National Director, Global Director, or Presidential Director) to the secondBusiness Leader at or above that rank in each Line of Sponsorship. TheBusiness Leader receives earnings on the personal order of the secondGDPD13These Elite Leadership Bonuses have thepotential to pay deep into a Business Leader’sorganization beyond the level of ExecutiveDirector Generations a Business Leader alsoqualifies to receive. This is because a BusinessLeader earns on the entire organization downto the second Qualified Business Leader holdingthe same elite leader rank.
LE A D E RSHI P D E VE LOP ME NT & AD VANC E D TE AM B U I LD INGNATIONAL ELITELEADERSHIP BONUS 1GLOBAL ELITELEADERSHIP BONUS 2PRESIDENTIAL ELITELEADERSHIP BONUS ECTORNO FURTHER BONUSPAID AFTER SECONDPERSONAL ORDERNATIONALDIRECTORPRESIDENTIALDIRECTORNO FURTHER BONUSPAID AFTER SECONDPERSONAL ORDERGLOBALDIRECTOR14NO FURTHER BONUSPAID AFTER SECONDPERSONAL ORDERPRESIDENTIALDIRECTOR
I N TE GRATE D C OMPE NSATI ON P LANO P T A V IA CAR E E R PA TH & RANK QUA LI FI CATI ONSRANKQUALIFICATIONSCOACHLess than 1,200 GQV and 5 Ordering EntitiesSENIOR COACH (SC)1,200 GQV and 5 Ordering EntitiesMANAGERQualified SC with 2 Qualifying PointsASSOCIATE DIRECTORQualified SC with 3 Qualifying PointsDIRECTORQualified SC with 4 Qualifying PointsEXECUTIVE DIRECTOR (ED)Qualified SC with 5 Qualifying PointsINTEGRATED EXECUTIVE DIRECTOR (FIBC)Qualified ED with 6,000 FQV, 5 qualified Senior Coach Teams, 15,000 GQV and CertifiedREGIONAL DIRECTORQualified ED with 1 ED TeamINTEGRATED REGIONAL DIRECTORQualified FIBC with 1 ED Team and CertifiedNATIONAL DIRECTORQualified ED with 3 ED TeamsINTEGRATED NATIONAL DIRECTORQualified FIBC with 3 ED Teams and CertifiedGLOBAL DIRECTORQualified ED with 5 ED TeamsINTEGRATED GLOBAL DIRECTOR (FIBL)Qualified ED with 5 FIBC Teams and CertifiedPRESIDENTIAL DIRECTORQualified ED with 10 ED TeamsINTEGRATED PRESIDENTIAL DIRECTORQualified FIBL with 5 additional ED Teams and CertifiedQualifying Point definition 1 Qualifying Point for every 1,200 FQV OR 1 Qualifying Point for every qualified Senior Coach Team.15
SPE CI A L CHARAC TE R I STI C S & C R I TE R I A OF THE O PT A V I A C O M P EN S A T I O N P L A NS P ECIAL CHAR ACTE RI STI CS & CRI TE R I A OF THE O PT A VI A C OMPE NSATI ON P LA NTo better understand the details ofthe OPTAVIA Compensation Plan,a Coach should be familiar with thefollowing special characteristics andcriteria. A Glossary, “Terms to Learn,”is provided at the end of this documentfor your reference.C REDITING O F PROD UCTS &O RDER S FO R COMPE NSATI ON Clients and Coaches pay the same pricefor products. Compensation (all Commissions andbonuses) is paid on CompensationVolume. Compensation Volume is thevalue assigned to any product/item inthe OPTAVIA product portfolio for thepurposes of compensation calculation.All products have a Compensation Volume,ranging from 0% to 100% of the productprice. All commissions and bonuses arepaid on Compensation Volume. Compensation is paid on theCompensation Volume ofCommissionable Goods only. Theseinclude, but are not limited to, OPTAVIAFuelings, Snacks, Purposeful Hydration ,Supplements, etc. Books, tools, apparel,program materials, events, fees, taxes,and shipping are not eligiblefor Compensation. Coaches do not receive Compensationor credit for their personal orders. This isbecause personally sponsored Coachesare considered the personal Clients oftheir Sponsors. A Coach’s personal ordersare credited to the Sponsor of that Coach. All ranks and bonuses qualification arebased on Qualifying Volume (QV). AllCommissionable Goods are assigned aQualifying Volume. Non-commissionablegoods (books, tools, apparel, programmaterials, events, fees, taxes, and shipping)do not have any Qualifying Volume. Personally acquired Clients andpersonally sponsored Coaches (peopleon a Coach’s Frontline) are consideredto be on his/her first level (Level 1) forCompensation purposes. This plan employs seamless, globalcompensation, meaning that a Coach canhave Clients and Coaches in any marketin which OPTAVIA is officially open forbusiness and receive Qualifying Volumeand Compensation Volume accordingly.16 Coaches receive Compensation basedon Clients’ or Coaches’ actual orders ofproducts. When a product is returned fora refund, the Personal Qualifying Volume(PQV) amount associated with that returnwill be deducted from the OPTAVIACoach’s Frontline Qualifying Volume andFrontline Compensation Volume (willappear as a negative Personal QualifyingVolume (PQV) and negative PersonalCompensation Volume (PCV) amountfor that Client). As returns are processedas negative Personal Qualifying Volume(PQV) and Personal CompensationVolume (PCV), they can impact all bonusand rank qualifications and commissionsand bonus calculations. Returns andrefunds are not processed on the last dayof a month. A Client must have positive PersonalQualifying Volume (PQV) to count as anOrdering Entity in a Monthly Bonus Period.Clients who have negative or zero PersonalQualifying Volume (PQV) do not count asan Ordering Entity for rank qualifications.
SPE CI A L CHARAC TE R I STI C S & C R I TE R I A OF THE O PT A V I A C O M P EN S A T I O N P L A NP A Y MENT S CH ED ULE S & ME THOD SRANK ADVANCEMENT & RECOGNITION This is a real-time plan. Although Coachesare granted a recognition title based ontheir highest achievement level, they arepaid month to month based on their currentmonthly rank performance. For the rank of Integrated ExecutiveDirector and above, a Coach must reachrank qualifications and maintain thosequalifications for three consecutive monthsto be recognized and honored at that newrecognition title rank/highest rank achieved. In order to advance to any Integrated rank(IED, IRD, IND, IGD, & IPD), a Coach mustcomplete additional training via the onlineCertification Course and successfully pass theCertification Exam. A Coach will be paid at his/her performingrank, regardless of recognition title rank/highest rank achieved. The Company reserves the right to userecognition title rank or qualificationrank for committee participation andselection, communication schedules,invitations for trainings and events,and/or special recognitions.Weekly Client Support Commissions (paid onLevel 1) are paid the week following a WeeklyCommission Period.— A commission week is Monday throughSunday and any orders placed and paidfor during that week will be paid as ClientSupport Commissions the following week.— Weekly Client Support Commissionsare paid at the base level of 15%. Anyadditional percentages earned for FrontlineQualifying Volume performance are paidwith monthly bonuses, on or about the15th of the month following the closure ofthe Monthly Bonus Period. Bonuses are paid on or about the 15th of themonth following the closure of the MonthlyBonus Period.— The Monthly Bonus Period for theCompensation Plan is based on ordersplaced and payments received in a calendarmonth. The monthly period begins at 12:00AM PST on the first day of the month andconcludes at 11:59 PM PST on the last dayof the month. Personal CompensationVolume (PCV) is credited for orders thatare paid in full. Compensation is disbursed via OPTAVIAPAY, a virtual pay portal. The schedulefor disbursements is once per week forcommission payments and once per monthfor monthly bonuses (if applicable).— The Company reserves the right to makeany event, incentive trip, or training, byinvitation-only, based on recognition titlerank or qualification rank.17 A Coach is responsible for reviewing his/her performance via OPTAVIA Connectthroughout the month to ensure his/ herpersonal business goals are met. If anyquestions or disputes about qualification,ranking, or performance arise, a Coach hastwo (2) business days from the end of theWeekly Commission Period or Monthly BonusPeriod to notify OPTAVIA. Failure to do so willresult in the acceptance of that qualification/rank/performance by the Coach.
SPE CI A L CHARAC TE R I STI C S & C R I TE R I A OF THE O PT A V I A C O M P EN S A T I O N P L A NP E RFO R MANCE OR A CTI VI TYR EQ U IR EMENTS In order to be eligible for compensation, anindividual needs to fulfill the requirements tobecome a Coach as dictated by his/her market. A Coach is required to renew his/her businessannually. The cost to renew the business iscurrently 99.00 and is subject to change.Q U A LIFICAT IO N N OTE S The first Coach to qualify at a required rankqualifies that Team for the purposes ofCompensation. For example, if Bill, a SeniorCoach, sponsors Sharon, also a Senior Coach,Bill qualifies that Team as a Senior Coach Team. This plan uses Compression, which is defined inthe “Terms to Learn”.C OMPENS ATIO N STA TE ME NTS All Compensation statements (weeklycommissions and monthly bonuses) areavailable online via OPTAVIA CONNECT fordownload by the Coach.18
I N TE GRATE D C OMPE NSATI ON P LANGL OSSAR Y “ TERMS TO LE A RN”The following are some important terms to learn regarding the OPTAVIA Compensation Plan:Assist Bonus – A matching 100 bonus paid to theSponsor of a new OPTAVIA Coach who earns his/ herClient Acquisition Bonus.Associate Director – An OPTAVIA Coach who qualifiesas a Senior Coach with three (3) Qualifying Points in aMonthly Bonus Period.Bonus Qualified – An OPTAVIA Coach who has metthe requirements to earn specific bonuses within theOPTAVIA Compensation Plan.Business Coach – A Coach who enrolls, trains,and mentors OPTAVIA Coaches. Synonymouswith “Sponsor”.Business Leader – A Business Coach who builds Teamsof Business Coaches.Career Path – Specific and measurableaccomplishments and benchmarks within the OPTAVIACompensation Plan that relate to set qualifications ofachievement or “ranks.”Certification: OPTAVIA offers additional optionaltraining to help Coaches become more knowledgeableand skilled. Coaches who elect to purchase, complete,and pass this online Certification Exam are deemed“Certified” and eligible certain bonuses and for rankadvancement.Certification Bonus: A 3% bonus paid to CertifiedCoaches on their Frontline Compensation Volume (FCV).Certified Coach: Someone who has successfullycompleted and passed the online Certification Course.Client: An individual who receives the support ofan OPTAVIA Coach and orders Fuelings and otheritems via a Coach’s personalized website or by callingOPTAVIA directly.Client Acquisition Bonus (CAB): A one-time 100bonus for new Coaches who develop at least five (5)new Frontline Clients whose orders total at least 1,000Frontline Qualifying Volume (FQV) within their first 30days as a Coach.Client Support Bonuses: Sliding scale bonus paidto Coaches who generate at least 1,200 FrontlineQualifying Volume (FQV) in a Monthly Bonus Periodwhile supporting 5 Ordering Entities. Client SupportBonuses are paid as a percentage of FrontlineCompensation Volume (FCV) generated in a MonthlyBonus Period from 5% to 13%, depending on the FrontlineQualifying Volume (FQV).Client Support Commissions: Flat 15% bonus paid onLevel 1 orders (15% of Frontline Compensation Volume/FCV) in a Weekly Commission Period.Coach: An individual or business entity who haspurchased a Coach Kit (or fulfilled the requirementsin his/her home market for enrolling as a Coach) andagreed to OPTAVIA’s terms and conditions, including,but not limited to, the Independent OPTAVIA CoachAgreement. Also, base rank in the CompensationPlan. Coaches are ranked with tiers based on variousqualifications, which may include Ordering Entities, FQV,GQV, Senior Coach Teams, Executive Director Teams,FIBC Teams, and Certification.Coach Consistency Bonuses: A special bonus forCertified Coaches who demonstrate Frontline QualifyingVolume (FQV) consistency for a consecutive threemonth (rolling) period. Coach Consistency Bonuses aretiered ( 250, 500, and 1,000) based on a Coach’sFrontline Qualifying Volume (FQV) performance eachmonth in the three-month period. A minimum of 2,000Frontline Qualifying Volume (FQV) per month is requiredto be eligible for any Coach Consistency Bonus. Coachesare eligible to receive this bonus four (4) times in a12-month period.19Commissionable Goods: Any products includingOPTAVIA Fuelings, Snacks, Supplements, FlavorInfusers, etc. that can be consumed. Tools, apparel,program materials, events, fees, taxes, and shippingare not Commissionable Goods, and thus not eligiblefor compensation.Compensation Volume (CV) – The value assigned toany product/item in the OPTAVIA product portfolio forthe purposes of compensation calculation. All products/items have a Compensation Volume (CV) amount whichis an indexed amount, ranging from0% to 100% of the retail price.Compression – Any Coach in the Line of Sponsorshipthat fails to meet the qualification requirements for rankor bonuses are ineligible to receive certain bonuses,including Executive Director Generation Bonuses andElite Leadership Bonuses.Director – A Coach who qualifies as a Senior Coachwith four (4) Qualifying Points (QP) in a MonthlyBonus Period.Elite Leadership Bonuses – Bonuses paid to Coacheswho qualify as National Director or higher in aMonthly Bonus Period. Paid as a percentage of GroupCompensation Volume (GCV), down to the secondqualified Coach at or above that rank in depth. There arethree potentially overlapping Elite LeadershipBonuses available.Executive Director – A Coach who qualifies as a SeniorCoach with five (5) Qualifying Points (QP) in a MonthlyBonus Period.Executive Director Generation Bonus – Bonus paid toCoaches who qualified as Regional Director or higherin a Monthly Bonus Period. Paid as a percentage ofGroup Compensation Volume (GCV) on generations ofExecutive Director Teams in depth.
I N TE GRATE D C OMPE NSATI ON P LANExecutive Director Team – A unique Line of Businessstarting with the first qualified Executive Director indepth. The first qualified Executive Director in the Lineof Business qualifies the Team (Executive DirectorTeams DO NOT need to be personally sponsored or on aCoach’s Frontline/Level 1).Frontline – All Clients or Coaches in a Coach’s Level 1.Frontline Qualifying Volume (FQV) – The sum of allQualifying Volume (QV) on a Coach’sLevel 1 (Frontline), excluding a Coach’s own PersonalQualifying Volume (PQV). Frontline Qualifying Volume(FQV) in a Monthly Bonus Period also determinesthe percentage (if any) for various monthly bonuses,including the Client Support Bonuses, Client AcquisitionBonus and Coach Consistency Bonus (if applicable).Frontline Compensation Volume (FCV) – All of thecombined Personal Compensation Volume (PCV) fromorders of Commissionable Goods placed by individualsin a Coach’s Frontline (Level 1), excluding a Coach’s ownPersonal Compensation Volume (PCV). Commissions arepaid weekly on Frontline Compensation Volume (FCV).Fully Integrated Business Coach (FIBC) –A Business Coach who demonstra
Team Growth Bonuses Fully Integrated Business Coach Bonus III. Leadership Development (Business Leader Competency) Executive Director Generation Bonuses Elite Leadership Bonuses The OPTAVIA Compensation Plan is designed to reward: Client acquisition & support Coach sponsorship & ment
Compensation Plan: 1. COMPENSATION VOLUME (CV) - the value assigned to any product/ item in the OPTAVIA product portfolio for the purposes of compensation calculation. All products have a Compensation Volume, ranging from 0% to 100%, of the product price. All commissions and bonuses are paid on Compensation Volume. 2. QUALIFYING VOLUME (QV) -
Compensation Plan: 1. COMPENSATION VOLUME (CV) - the value assigned to any product/ item in the OPTAVIA product portfolio for the purposes of compensation calculation. All products have a Compensation Volume, ranging from 0% to 100%, of the product price. All commissions and bonuses are paid on Compensation Volume. 2. QUALIFYING VOLUME (QV) -
Achieve a Healthy Weight A healthy weight is the catalyst for bigger changes and the Optimal Weight 4 & 2 & 1 Plan can be the way to get there: Work with your OPTAVIA Coach to follow our Optimal Weight 4 & 2 & 1 Plan outlined in this guide.* Notice and celebrate each victory and discuss new opportunities with your OPTAVIA Coach.
2018 OPTAVIA C A RHTS RESERE. 6 OPTAARSHARE-Before-After083018 1. On OPTAVIA SHARE’s homepage, select Email Share. An Email Share, or eCard, is an email you can send with not only a Before & After graphic, but it also includes a customizable message. We have several options available, so choose your favorite template. 2.
And congratulations! You’ve already taken one of the biggest steps to success simply by making the decision to become an independent OPTAVIA Coach. When you’re part of OPTAVIA, you’re part of a Community of like-minded, like-hearted people who support each other through
Plan Compensation If using Form W-2 or 3401(a) compensation, plan compensation may not automatically include pre-tax elective deferrals -Check base document if not stated on Adoption Agreement 19 Plan Compensation PPA Adoption Agreement Excerpt: Compensation with respect to any participant is defined as follows: Base definition - A .
2. indirect compensation (pension plan, group insurance benefits and paid leave); 3. non-financial compensation (training and development, and unpaid leaves of absence); and 4. options for incremental increases in compensation (salary grid(s) or indexing compensation increases). To achieve this, the KEB requires a compensation plan and options .
The principle of archaeological illustration outlined above remains the same, and digital technology has not changed this: What it has done has provided different tools, in the form of graphics software and scanning hardware to enable a more efficient execution of illustrations. This guide addresses how to illustrate small finds using existing principles within a digital environment which is .
