Home/系统与晋升The System/佣金比例与晋升阶梯Commission Ladder

团队建设 · 约 8 分钟Team Building · 8 min

佣金比例与晋升阶梯

The Commission Ladder

从 45% 到 83%，一共六级。每一级往上走都有两条路： 团队晋升和个人晋升。这一篇把两条路的条件列全。

Six levels, from 45% to 83%. Each step up has two routes: team promotion and personal promotion. Both sets of requirements are laid out here.

幻灯片 · 8 页 · 每页下方附详细讲解Slides · 8 pages · full presenter notes under each ↓ 跳到全文↓ Skip to the full article

佣金比例与晋升阶梯Commission Rates & the Promotion Ladder

Presented by Team Rise

各位伙伴好，我们是 Team Rise。这一组幻灯片讲两件事：佣金比例是怎么一级一级排上去的，以及一个人要满足什么条件，才能从这一级走到下一级。

Hello everyone, we're Team Rise. This set covers two things: how commission rates step up level by level, and what someone has to meet to move from one level to the next.

接下来几页会依次讲：完整的佣金阶梯、传统经纪公司和这里的区别，以及从其他公司过来的专业经纪人，佣金怎么换算。

Over the next few slides we'll go through the full commission ladder, how a traditional brokerage differs from here, and how commission converts for experienced agents joining from another company.

先说清楚一点：这里讲的是制度规则，佣金比例是公开的，但每个人做到哪一级、拿到多少，取决于自己的业绩和团队，不是承诺。

One thing up front: these are the rules of the system. The rates are published, but which level each person reaches and what they earn depends on their own production and team. None of it is a promise.

系统The System

  • 1. 佣金比例1. Commission rates
  • 2. 快速晋升通道2. The fast track
  • 3. 为什么要做快速晋升？3. Why do the fast track?
  • 4. 如何做快速晋升？4. How to do the fast track
  • 5. 如何年收入 10 万美金？5. How to earn $100,000 a year

收入和奖励都讲完了。听完这些你可能会很激动，但请大家先冷静下来，因为还有一个核心问题：怎么把它们拿到手？

We've covered income and rewards. You may be excited after all that, but take a breath, because there's still the central question: how do you actually get there?

答案就是后半段：系统。接下来我们按这五个问题往下走： 佣金比例 → 快速晋升通道 → 为什么要做快速晋升 → 怎么做快速晋升 → 怎么做到年收入 10 万美金。

The answer is the second half: the system. We'll work through five questions in order: commission rates → the fast track → why do it → how to do it → how to reach $100,000 a year.

请大家把笔再拿起来，这部分是回家马上要用的。

Pick your pen back up; this is the part you'll use as soon as you get home.

在网站上怎么看Where these live on the site

第 1 题在这一篇；第 2–4 题在《快速晋升通道》； 第 5 题在《四种收入》最后一页。

Question 1 is on this page; questions 2–4 are in Fast Track; question 5 is the last slide of Four Income Streams.

佣金比例Commission Rates

等级Level 佣金比例Rate 团队晋升Team promotion 个人晋升Personal promotion
新经纪人 CANew Agent CA45%—考取执照 & 签约保险公司Get licensed & contracted
老经纪人 SASenior Agent SA60%—快速晋升 / 5 万点个人业绩Fast track / 50,000 personal points
经理 QFD/SQFDManager QFD/SQFD70% QFD：下面有 2 个小团队，3 个月内，每个团队至少 4 万点业绩，总业绩 125,000 点QFD: 2 downline teams, each ≥ 40,000 points within 3 months, 125,000 combined SQFD：过去 365 天内，18 万点个人业绩SQFD: 180,000 personal points in the past 365 days
资深经理 SFD/SSFDSr. Manager SFD/SSFD75% SFD：下面有 2 个小团队，3 个月内，每个团队至少 4 万点业绩，总业绩 20 万点SFD: 2 downline teams, each ≥ 40,000 points within 3 months, 200,000 combined SSFD：过去 365 天内，25 万点个人业绩SSFD: 250,000 personal points in the past 365 days
⋮⋮⋮⋮
总裁 EFDExecutive EFD83% 下面有 6 个小团队，3 个月内，每个团队至少 8 万点业绩，总业绩 100 万点6 downline teams, each ≥ 80,000 points within 3 months, 1,000,000 combined 不可以通过个人晋升Not available by personal production

这一页是整套系统的"地图"。请大家先用 30 秒看一眼整张表，先有个画面感。

This slide is the map of the whole system. Take thirty seconds to look over the entire table first and get the picture.

我现在带大家从上往下读：

Now let's read it from the top down:

新经纪人 CA，45%。这是起点。条件：考到执照、签约保险公司。

New Agent (CA), 45%. The starting point. Requirement: get licensed and contracted with the carrier.

老经纪人 SA，60%。两条路二选一：要么完成 5 万点个人业绩，要么走"快速晋升"，后面会专门讲。

Senior Agent (SA), 60%. Two routes, pick one: write 50,000 personal points, or take the fast track, which we'll cover in detail shortly.

经理 QFD / SQFD，70%。QFD 看团队：3 个月之内，下面有 2 个小团队，每个至少 4 万点，加起来 12.5 万点。 SQFD 看个人：365 天内 18 万点个人业绩。

Manager (QFD / SQFD), 70%. QFD is measured on team: within 3 months, two downline teams of at least 40,000 points each, 125,000 combined. SQFD is measured on personal production: 180,000 personal points within 365 days.

资深经理 SFD / SSFD，75%。条件类似，但要求高一档：3 个月 2 个团队各 4 万、合计 20 万点； 或者 365 天 25 万点个人业绩。

Senior Manager (SFD / SSFD), 75%. Similar, one notch higher: two teams of 40,000 each and 200,000 combined within 3 months, or 250,000 personal points within 365 days.

中间省略的那一行，是区域经理 RFD，77%。

The row we skipped in the middle is Regional (RFD), at 77%.

总裁 EFD，83%。注意这一行：总裁这一级不能再靠个人单兵晋升了，必须靠团队： 3 个月内下面有 6 个小团队，每个至少 8 万点，合计至少 100 万点。

Executive (EFD), 83%. Note this row: EFD can no longer be reached by personal production alone. It takes a team: within 3 months, six downline teams of at least 80,000 points each, 1,000,000 combined.

听到这里，你应该明白一件事：从 45% 到 83%，不只是一个比例的差别，而是一种工作方式的差别。 前面靠你自己开单，越往上越靠你"复制人"。

By now one thing should be clear: going from 45% to 83% isn't just a different percentage; it's a different way of working. Early on you rely on your own cases; the higher you go, the more you rely on duplicating people.

传统经纪人公司和 PFA 的区别Traditional Brokerage vs. PFA

传统经纪人公司Traditional brokerage

Alice
Bob
Bob
Cindy

Bob 做大了，带着团队自立门户Once Bob grows, he leaves with his team

PFA

David
Eva
Frank

Eva 做大了，团队仍在 David 的体系里Eva grows, and her team stays in David's organization

  1. 不藏私No hoarding
  2. 可以借力，培训，办公室Leverage, training, office
  3. 资源共享，Close 更多单Shared resources, more closes
  4. 留住人才Talent stays

这一页讲为什么 PFA 是不一样的。

This slide is about why PFA is different.

看左边：传统经纪公司是单打独斗。Alice 带出了 Bob，可 Bob 一做大，就带着自己的团队另起炉灶，和 Alice 再没有关系。 所以老带新通常会"留一手"，因为新人做大了就会抢业务。

Look at the left: a traditional brokerage is every person for themselves. Alice develops Bob, but as soon as Bob grows he sets up on his own with his team, and Alice is out of the picture. So veterans tend to hold something back when training newcomers, because a newcomer who grows becomes a competitor.

再看右边：PFA 反过来，制度设计本身就是"你帮新人做大，你才能赚得最多"。David 带出了 Eva，Eva 再带出 Frank， Eva 的团队仍然在 David 的体系里。所以这里的氛围是不藏私、可以借力、资源共享。

Now the right: PFA flips it. The structure itself means you earn the most by helping newcomers grow. David develops Eva, Eva develops Frank, and Eva's team stays within David's organization. That's why the culture here is no hoarding, leverage available, and shared resources.

最后一条最关键：留住人才。在传统公司，伙伴做大了多半会跳槽自立门户；在 PFA，他做得越大， 你的代差和级差越多，他也没有动机离开你。

The last point matters most: talent stays. At a traditional firm, partners who grow usually leave to start their own shop. At PFA, the bigger they grow, the more generation and spread override you earn, and they have no reason to leave you.

所以这是一个由"利益结构"决定的好文化，不是靠"喊口号"喊出来的好文化。这一点请新人务必听懂。

So this is a good culture produced by how the incentives are structured, not by slogans. New agents, make sure you understand this.

大公司的收入长什么样What Pay Looks Like at a Big Firm

加州 · Northwestern Mutual
Financial RepresentativeCalifornia · Northwestern Mutual
Financial Representative 平均年收入（估算）Estimated average annual pay $70,689 约 $33.99 / 小时 · $1,359 / 周 · $5,890 / 月About $33.99 an hour · $1,359 a week · $5,890 a month
Irvine · Northwestern Mutual
Financial AdvisorIrvine · Northwestern Mutual
Financial Advisor 平均年收入（估算）Estimated average annual pay $110,048 约 $52.91 / 小时 · $2,116 / 周 · $9,170 / 月About $52.91 an hour · $2,116 a week · $9,170 a month

NM 的 Financial Representative 是独立合约人，收入按业绩计、以佣金为主，新人前期可能有培训津贴NM Financial Representatives are independent contractors paid on production, mainly commission, with a possible training allowance early on

来源：招聘网站的收入估算，2025 年 3 月 3 日。平均值，不代表任何个人的收入Source: a job site's pay estimates, as of 3 March 2025. Averages, not any individual's earnings

刚才那一页讲的是团队结构：人带出来以后，留不留得住。接下来三页换个角度，讲收入结构： 同样是做保险，在不同的平台上，收入是怎么组成的。先看一个行业参照。

The last slide was about team structure: once you develop people, do they stay? The next three slides take another angle, income structure: in the same business, how is pay put together on different platforms? Start with an industry reference point.

左边这张卡：截至 2025 年 3 月 3 日，招聘网站对加州 Northwestern Mutual 的 Financial Representative 给出的平均年收入估算是 $70,689。 换算下来，大约每小时 $33.99，每周 $1,359，每月 $5,890。

The card on the left: as of 3 March 2025, a job site estimated the average annual pay of a Northwestern Mutual Financial Representative in California at $70,689. That works out to about $33.99 an hour, $1,359 a week, or $5,890 a month.

右边这张卡：同一天，同一个网站对 Irvine 的 Northwestern Mutual Financial Advisor 的平均年收入估算是 $110,048， 大约每小时 $52.91，每周 $2,116，每月 $9,170。职位名称不同、地区也不同，所以这两个数不要直接比高低， 它们只是两个参照点。

The card on the right: on the same date, the same site put the average annual pay of a Northwestern Mutual Financial Advisor in Irvine at $110,048: about $52.91 an hour, $2,116 a week, $9,170 a month. The job titles and the locations differ, so don't rank the two figures against each other; they're simply two reference points.

这类数字要怎么看？它是第三方网站根据用户自报和招聘信息算出来的估算，是平均值。 平均值会把很大的差距抹平：刚入行一两年的人和做了十几年的资深顾问，收入差别很大； 佣金、津贴、奖金各占多少，估算里也分不清。

还有一点要讲准确：这里说的「年收入」不是工资。按 NM 自己的招聘说明，Financial Representative 是独立合约人， 收入完全按业绩计算，以佣金为主；新人前期可能有一段培训津贴，帮助度过起步期，但不是固定底薪。

One more point to get right: this "annual pay" isn't a salary. By NM's own job postings, Financial Representatives are independent contractors whose income is based on production, mainly commission. New advisors may receive a training allowance for a while to get through the start, but it isn't a fixed base salary.

How should you read numbers like these? They're estimates a third-party site builds from self-reported pay and job postings, and they're averages. An average flattens wide differences: someone in their first year or two and a senior advisor with a decade or more earn very different amounts, and the estimate doesn't separate commission, allowances and bonus.

放这一页，不是为了说哪家公司给得多、给得少，而是让大家心里有一个量级：在一家大公司走传统路线， 招聘网站上看到的大致是这样的数字。那收入的天花板由什么决定？下一页讲。

The point of this slide isn't to say which company pays more or less. It's to give you a sense of scale: on the traditional route at a big firm, these are the kinds of figures the job sites show. So what sets the ceiling on income? That's the next slide.

合规提醒Compliance note

讲给潜在伙伴听时，不承诺收入，也不拿这两个数去和「来这里能赚多少」对比。 收入数字是第三方网站的估算，不是该公司公布的数据；每个人的收入取决于本人的业绩。 讲的是收入结构，不评价这家公司或在那里工作的人。

When presenting to prospective partners, make no income promises, and don't set these figures against "what you could make here." The pay figures are a third-party site's estimates, not data published by the company, and each person's income depends on their own production. We're describing pay structure, not judging the company or the people who work there.

收入增长潜力Income Growth Potential

决定你天花板的，不只是能力，还有你站的平台What sets your ceiling isn't only ability. It's also the platform you stand on

1大公司：佣金 + 新人津贴Big firms: commission + a starter allowance
2独立代理人：纯佣金Independent agents: commission only
3PFA 模式：佣金 + 奖金 + 团队 Override
团队 Override 让收入和团队业绩挂钩The PFA model: commission + bonus + team override
Team override ties income to the team's production

这一页的核心观点就是最上面这句话：决定你收入天花板的，不只是你个人的能力， 还有你站在什么平台上、用的是什么样的佣金结构。我们一条一条看。

The core point is the line at the top: what sets your income ceiling isn't only your own ability, but also the platform you stand on and the commission structure it uses. Let's take them one at a time.

第一，大公司的代理人收入以佣金为主，新人前期通常有一段培训津贴，起步时比较安心。 但津贴和培训的成本要从别的地方出来，所以每一单的佣金比例通常相对低一些。稳定和比例，是一笔交换。

One: at big firms an agent's income is mainly commission, and newcomers usually get a training allowance for a while, which makes the start feel safer. But the allowance and the training have to be paid for somewhere, so the commission rate on each case is usually lower. Stability and rate are a trade-off.

第二，独立代理人拿的是纯佣金。前期没有底薪，收入波动大，起步那段时间可能很少， 但每一单拿到的比例更高。适合能接受起步期没有固定收入的人。

Two: independent agents earn commission only. There's no base early on and income swings; in the early stretch it can be very little. But the rate on each case is higher. It suits people who can live without a fixed income while they start.

第三，像我们 PFA 这种模式，是佣金加奖金，再加团队 Override。自己的单拿佣金； 达到条件可以进月奖金池；你培养的团队做出业绩时，还有级差和代差提成，也就是 Override。 团队 Override 让你的收入和团队的业绩挂钩：团队做得出业绩，这一块才有；团队没有业绩，这一块就是零。 每一项怎么算，在《四种收入》里有完整的算例。

Three: a model like ours at PFA is commission plus bonus plus team override. Your own cases pay commission; meeting the conditions qualifies you for the monthly bonus pool; and when the team you develop produces, there are spread and generation overrides. Team override ties your income to the team's production: it exists when the team produces, and it's zero when the team doesn't. Each piece is worked through with examples in Four Income Streams.

把这三条连起来看：选平台，本身就是一次重要的职业决定。它决定的不是你一定能赚多少， 而是你的收入由哪几块组成、每一块和什么挂钩。下一页，我们把专属经纪人和独立经纪人正式放在一张表里比。

Put the three together: choosing a platform is itself a major career decision. It doesn't decide how much you will earn; it decides what your income is made of and what each part depends on. On the next slide we set captive and independent agents side by side in one table.

合规提醒Compliance note

不要说「收入可以随团队成倍放大」「几年后收入差一个量级」。讲给潜在伙伴听时， 要把纯佣金的另一面讲清楚：没有底薪，起步期收入可能很少；Override 取决于团队实际业绩，不是承诺。 个人收入取决于本人和团队的业绩。

Don't say "income multiplies with your team" or "in a few years you'll earn ten times more." When presenting to prospective partners, explain the other side of commission-only pay: there's no base, and early income may be very little. Overrides depend on the team's actual production and are not a promise. Each person's income depends on their own and their team's production.

专属经纪人 vs 独立经纪人Captive vs. Independent

专属经纪人 CaptiveCaptive agent 独立 IndependentIndependent PFA 独立型PFA independent
产品范围Products仅一家公司One company only多家公司Multiple companies多家，主打 NLGMultiple, led by NLG
培训支持Training公司培训Company training自学，少量支持Self-taught, little support完整体系 + 导师制Full system + mentoring
佣金结构Pay structure佣金 + 新人津贴Commission + starter allowance佣金Commission佣金 + 奖金 + OverrideCommission + bonus + override

这张表把前面两页收在一起：专属经纪人、独立经纪人，和我们 PFA 的独立型，放在三个维度上比。

This table brings the last two slides together: captive agents, independent agents, and PFA's independent model, compared on three dimensions.

第一个维度，产品范围。专属经纪人，英文 Captive，通常只能卖自己公司一家的产品。 独立经纪人可以对接多家公司。我们 PFA 也是独立的，对接多家，主打 NLG，也就是国家人寿的产品线。 这个差别对客户很实际：专属经纪人做方案，货架只有一个，合不合适都要从这一家里选； 独立的可以横向比较几家的条款和价格，再按客户的情况推荐。

First, product range. A captive agent can usually sell only their own company's products. An independent agent can work with several carriers. PFA is independent too, with several carriers and National Life Group's line as the lead. For clients this is practical: a captive agent builds a plan from one shelf, whatever fits; an independent agent can compare terms and pricing across carriers and recommend to the client's situation.

第二个维度，培训支持。专属公司有系统的公司培训，这是它们的强项，要讲公道。 纯独立的经纪人往往要自学，支持少。PFA 这一列是完整的培训体系加导师制， 等于把大公司的系统培训和独立的产品选择放在了一起。

Second, training. Captive companies run structured company training. That's a genuine strength, and we should say so. Purely independent agents often teach themselves, with little support. The PFA column is a full training system plus mentoring: big-firm style training combined with independent product choice.

第三个维度，佣金结构。专属是佣金加新人津贴，独立是纯佣金，PFA 是佣金加奖金加 Override， 多出来的就是上一页讲的团队那一块，和团队业绩挂钩。

Third, pay structure. Captive is commission plus a starter allowance, independent is commission only, and PFA is commission plus bonus plus override. What's added is the team piece from the last slide, tied to the team's production.

所以看 PFA 这一列：产品是独立的，培训是成体系的，收入结构里多了团队这一块。 每一种模式都有适合它的人，平台选择本身就是一次重要的决定。下一页讲一个具体问题： 如果你已经在别的公司做过，过来以后佣金怎么换算。

So read down the PFA column: independent products, structured training, and a team component in the pay structure. Each model suits someone, and choosing a platform is an important decision in itself. The next slide takes a concrete question: if you've already worked at another company, how does your commission level convert when you join?

合规提醒Compliance note

讲这张表时，不贬低专属经纪人或任何一家公司，不说「他们只能硬推」。 讲给潜在伙伴听时，不承诺收入；佣金、奖金和 Override 都取决于本人和团队的实际业绩，制度细节以 PFA 当期公布的为准。

When presenting this table, don't disparage captive agents or any company, and don't say "they can only push their own product." With prospective partners, make no income promises: commission, bonus and override all depend on their own and their team's actual production, and the details follow PFA's currently published plan.

其他公司专业经纪人佣金转换Transferring In from Another Company

  • 使用过去 3 年中任意 1 年的佣金记录，来符合 PFA 经理或更高佣金等级Commission records from any one of the past 3 years can qualify you for PFA manager or higher
  • 佣金需要用这三年中任意一年的 1099 文件来证明Proven with a 1099 from one of those three years
  • 必须是另一家保险公司或经纪公司的现役保险从业人员：人寿保险、年金、健康保险、财产与意外险（P&C）You must be an active producer at another insurer or brokerage: life, annuity, health, or property & casualty
佣金等级Level所需要的 1099 金额1099 commissions required
经理 SQFD/QFD（70%）Manager SQFD/QFD (70%)$100,000 Commissions
资深经理 SSFD/SFD（75%）Sr. Manager SSFD/SFD (75%)$175,000 Commissions
区域经理 RFD（77%）Regional RFD (77%)$250,000 Commissions

这一页是给"已经在外面做过保险"的伙伴看的。

This slide is for partners who have already worked in insurance elsewhere.

如果你现在是另一家保险公司或经纪公司的现役经纪人，过去三年里有任意一年的 1099 佣金达到这些数字， 就可以直接对应到 PFA 的等级：10 万对应经理（70%），17.5 万对应资深经理（75%），25 万对应区域经理（77%）。

If you're an active agent at another insurer or brokerage, and any one of the past three years shows 1099 commissions at these levels, you map directly to a PFA level: $100,000 to manager (70%), $175,000 to senior manager (75%), $250,000 to regional (77%).

业务范围包括人寿、年金、健康险、财产与意外险，都算。佣金要用那一年的 1099 文件来证明，所以记得提醒对方提前准备好。

Life, annuity, health and property & casualty all count. The commissions must be shown on that year's 1099, so remind them to have it ready.

意思是，你过去多年的努力，PFA 不仅承认，而且会直接折算成佣金比例，不用从 45% 重新开始。 请把这一页转给身边那些"在别家做了几年"的朋友，可能你只是聊一句，对方就走过来了。

In other words, PFA doesn't just recognize your years of work; it converts them straight into a commission rate, so you don't start over at 45%. Share this slide with friends who have spent a few years at another firm. Sometimes one conversation is all it takes.

一、完整阶梯1. The full ladder

等级Level 佣金比例Rate 团队晋升Team promotion 个人晋升Personal promotion
新经纪人 CANew Agent (CA) 45% — 考取执照 & 签约保险公司Get licensed and contract with the carrier
老经纪人 SASenior Agent (SA) 60% — 快速晋升 或 50,000 点个人业绩Fast Track, or 50,000 personal points
经理 QFD / SQFDManager (QFD / SQFD) 70% QFD：下面有 2 个小团队，3 个月内每个团队至少 40,000 点业绩，总业绩 125,000 点QFD: two downline teams, each producing at least 40,000 points within 3 months, 125,000 points combined SQFD：过去 365 天内 180,000 点个人业绩SQFD: 180,000 personal points in the trailing 365 days
资深经理 SFD / SSFDSenior Manager (SFD / SSFD) 75% SFD：下面有 2 个小团队，3 个月内每个团队至少 40,000 点业绩，总业绩 200,000 点SFD: two downline teams, each at least 40,000 points within 3 months, 200,000 points combined SSFD：过去 365 天内 250,000 点个人业绩SSFD: 250,000 personal points in the trailing 365 days
区域经理 RFDRegional (RFD) 77% 介于资深经理与总裁之间的过渡级别，条件以公司当期文件为准An intermediate level between senior manager and EFD; requirements per current company documentation
总裁 EFDExecutive (EFD) 83% 下面有 6 个小团队，3 个月内每个团队至少 80,000 点业绩，总业绩 1,000,000 点Six downline teams, each at least 80,000 points within 3 months, 1,000,000 points combined 不可以通过个人晋升Not available by personal production
注意最后一行Note the last row

总裁 EFD 只能通过团队晋升。 这是整个制度设计里态度最鲜明的一条：它明确告诉你， 到了某个位置之后，个人再能干也上不去了，你必须真的把人带出来。 这也是我们强调"复制"而不是"单打独斗"的制度根源。

EFD is reachable only through team promotion. It's the clearest statement of intent in the whole structure: past a certain point, individual production stops mattering. You have to actually develop people. That's the structural reason we emphasize duplication over solo production.

二、两条路的区别2. How the two routes differ

团队晋升Team promotion

  • 看的是团队结构：有几个小团队，各自产出多少
  • Measured on team structure: how many downline teams, and what each produces
  • 有时间窗口（3 个月），节奏紧
  • There's a 3-month window, so the pace is tight
  • 升上去之后团队还在，收入结构稳定
  • Once you're up, the team is still there and the income structure is durable

个人晋升Personal promotion

  • 看的是个人业绩，过去 365 天滚动计算
  • Measured on personal production, on a trailing 365-day basis
  • 不依赖别人，完全靠自己
  • Doesn't depend on anyone else
  • 门槛高（180,000 / 250,000 点），且到 EFD 这条路就断了
  • High thresholds (180,000 / 250,000 points), and the route ends before EFD

实际操作中，大部分人是两条路混着走： 个人业绩先把自己顶到 SQFD，同时开始带人， 等团队结构成型之后走团队晋升继续往上。

In practice most people run both: personal production carries you to SQFD while you start developing people, and once the team structure is there, team promotion takes you further.

三、其他公司经纪人的佣金转换3. Transferring in from another company

如果你已经是另一家保险公司或经纪公司的现役从业人员， 不需要从 45% 重新开始。可以用过去 3 年中任意 1 年的佣金记录， 直接对应 PFA 的经理或更高佣金等级。

If you're already an active producer at another insurance or brokerage firm, you don't start over at 45%. Commission records from any one of the past three years can map directly to a manager-level or higher rate.

目标佣金等级Target level 所需 1099 佣金金额1099 commissions required
经理 SQFD / QFD（70%）Manager SQFD / QFD (70%)$100,000
资深经理 SSFD / SFD（75%）Senior Manager SSFD / SFD (75%)$175,000
区域经理 RFD（77%）Regional RFD (77%)$250,000

条件Conditions

这条规则怎么用How to use this

在和已经持牌的同业交流时，这是最有说服力的一条。 对方最大的顾虑往往是"我已经做到某个位置了，换平台等于从头再来"。 这条规则直接回答了这个顾虑。记得提醒对方准备 1099 文件。

When talking with licensed producers elsewhere, this is the most persuasive item on the page. Their biggest concern is usually "I've built something already; switching means starting over." This rule answers that directly. Remind them to have the 1099 ready.

四、晋升规则的细节4. The fine print

上面的阶梯只写了门槛数字。真正决定一次晋升算不算数的，是下面这些定义。大部分晋升被退回，都是卡在这里。

The ladder shows thresholds. Whether a promotion actually counts comes down to the definitions below. Most rejected promotions fail on one of these.

名词Term定义Definition
点数PointPTRAC 上显示的净实收目标保费。只算已成交、已收到的目标保费；滚动目标保费、未收保费都不算Net paid target premium as shown on PTRAC. Only closed, collected target premium counts; rolling target or uncollected premium doesn't
续保率 PRPersistency (PR)12 个月滚动的寿险续保率，晋升要求不低于 78%12-month rolling life persistency; promotions need at least 78%
AV（平均值）AV (average value)团队晋升点数里，任何一条腿的贡献不超过总数的 1/3No single leg may supply more than a third of the team points counted
有效腿Producing leg晋升期内至少有 3 位 LFTR（不含你本人）并达到规定的团队点数；腿数与每条腿的点数以当期指南为准At least three LFTRs (not counting you) and the required team points in the period; leg count and points per leg follow the current guide
滚动 3 个月Rolling three months当月加前两个自然月，从第一个月的 1 号算到今天，每天更新This month plus the previous two, from the first day of the first month to today, updated daily
滚动一年Rolling year今天加之前 364 天，每天更新Today and the preceding 364 days, updated daily
家庭Household直系亲属或同一住址算同一家庭。每位招募、每张培训单和实习单都要来自不同家庭；同一家庭多张单只算一张，但点数可以合并；培训单最多 1/3 可以是定期险、年金或丧葬险Immediate family or the same address is one household. Each recruit, training sale and supervised sale must come from a different one; several sales in one household count once, though points combine; at most a third of training sales may be term, annuity or final expense
等待期Waiting periodQFD / SQFD 以上的晋升，达标后等 60 天才生效，用来确认业务质量QFD / SQFD and above take effect after a 60-day wait, to confirm business quality
点数归零Credits reset从 QFD / SQFD 起，每次晋升后用过的点数全部归零，不能带到下一级From QFD / SQFD on, credits used for a promotion reset to zero and don't carry forward
换路线Switching paths走个人路线升到 SQFD / SSFD 的，至少 6 个月后才能申请转团队路线，而且要先符合当期的 CFT 要求Anyone reaching SQFD / SSFD on the sales path waits at least six months before moving to the builder path, and must meet the current CFT requirements first
合规前提Compliance每条合格的腿都要加入 PFA、在业务所在州持牌；违反合约、合规手册或总监承诺，取消晋升资格，PFA 也可以撤销已达成的晋升（见《合规手册》）Every qualifying leg must have joined PFA and be licensed where the business is written; breaching the contract, compliance manual or director pledge disqualifies, and PFA can reverse a promotion already reached (see Compliance Handbook)

五、这张表的版本5. Which version this is

官方佣金指南有 2023、2025、2026 年 1 月三版，2026 年 5 月又调整了一次。 同一个问题在不同版本里答案不一样，新人最容易被旧资料带偏，所以把变化列在这里：

The official compensation guide has had three editions (2023, 2025, and January 2026), and the plan changed again in May 2026. The same question has different answers across them, and old material misleads newcomers easily, so here are the changes:

版本Version主要变化Main changes
2023 年版2023个人路线叫 CSA（认证销售伙伴），可以一路升到区域经理（320,000 点、50 张单）；最高还有 SEFD 一级（3,500,000 点、9 条腿）和它专属的 1% 奖金池；CFT 要上课考试、过 QFD 面谈、做 6 张实习单The sales path was CSA and ran up to regional (320,000 points, 50 sales); an SEFD level existed above EFD (3,500,000 points, 9 legs) with its own 1% pool; CFT meant a course and exam, the QFD interview, and six supervised sales
2025 年 4 月版April 2025个人路线改名 SQFD / SSFD，到 SSFD 为止；SEFD 取消；CFT 改为完成 Drill for Skill、本身是 LFTR、带 3 位新人成为 LFTRThe sales path became SQFD / SSFD, ending at SSFD; SEFD was dropped; CFT became Drill for Skill, being an LFTR, and training three recruits to LFTR
2026 年 1 月版（Rev. 1.20.26）January 2026 (Rev. 1.20.26)CFT 改为只需带 1 位新人成为 LFTR；LFTR 的实习单要求为 3 张、共 9,000 点；奖金池不计的「家庭单」扩大到本人、同住家庭，以及代理人是持有人或付款人的单CFT now needs just one recruit trained to LFTR; the LFTR supervised requirement is three sales totalling 9,000 points; the pool's family exclusion widened to self, same household, and cases the agent owns or pays for
2026 年 5 月 1 日起From 1 May 2026「New Wave」调整：起始比例 30% → 45%，下一级直接 60%；不走快速通道升 60% 要 50,000 点；QFD 以上需要的腿更少、每条腿要求的点数更高、总点数不变；代差由 8/5/3/2/1 提高到 10/6/3/2/1；新增每月 3% 利润分红。5 月 1 日前已是 PFD 的，5/1–12/31 做到 80,000 点可以升 SQFD。CFT 的条件：1 位 LFTR 下线、Drill for Skill、QFD 考核、续保率 78% 以上。本站各页按这一版写。The "New Wave" changes: the starting rate rises from 30% to 45%, the next step goes straight to 60%; reaching 60% without Fast Track takes 50,000 points; QFD and above need fewer legs with more points per leg, total unchanged; generational overrides rise from 8/5/3/2/1 to 10/6/3/2/1; a monthly 3% profit share is added. PFDs promoted before 1 May could reach SQFD with 80,000 points from 1 May to 31 December. CFT requires one LFTR downline, Drill for Skill, the QFD exam and 78% persistency. This site follows this version.

最后一行的具体腿数、每条腿的点数、利润分红门槛， 以 PFA 官网当期公布的版本为准；看到旧资料里 30%、55%、8/5/3/2/1 这些数字，知道那是旧版就好。

For the last row, exact leg counts, points per leg and profit-share thresholds follow PFA's currently published version. When old material quotes 30%, 55% or 8/5/3/2/1, that's the previous plan.

六、传统经纪公司和这里的区别6. Traditional brokerage vs. here

传统经纪人公司

Traditional brokerage

资深经纪人没有动力教新人：教会了徒弟，饿死了师傅。 新人靠自己摸索，成单周期长，淘汰率高。 公司提供的是牌照和产品渠道，不提供成长路径。

Senior producers have no incentive to train newcomers, since teaching them only creates competition. New agents figure it out alone, cases take longer, and attrition is high. The firm supplies licensing and product access, not a growth path.

这里

Here

  • 不藏私：制度决定了带人对上线有利
  • No hoarding: the structure makes developing people pay
  • 可以借力：培训师陪同、办公室支持
  • Leverage available: trainer support and office resources
  • 资源共享：Close 更多单
  • Shared resources: more cases closed
  • 留得住人：新人有路可走
  • Retention: new partners have a path

大公司的收入结构：佣金 + 新人津贴Pay at a big firm: commission plus a starter allowance

先看一个行业参照。按招聘网站的收入估算（2025 年 3 月 3 日），加州 Northwestern Mutual 的 Financial Representative 平均年收入约 $70,689（约 $33.99 / 小时、$1,359 / 周、$5,890 / 月）； Irvine 的 Northwestern Mutual Financial Advisor 平均年收入约 $110,048（约 $52.91 / 小时、$2,116 / 周、$9,170 / 月）。 两个职位名称和地区都不同，只当参照点看。

An industry reference point first. Per a job site's pay estimates (3 March 2025), a Northwestern Mutual Financial Representative in California averages about $70,689 a year (about $33.99 an hour, $1,359 a week, $5,890 a month), and a Northwestern Mutual Financial Advisor in Irvine about $110,048 (about $52.91 an hour, $2,116 a week, $9,170 a month). The titles and locations differ, so treat them only as reference points.

这些是第三方根据自报和招聘信息算出的平均值，不是公司公布的数据，也看不出佣金、津贴、奖金各占多少。 这也不是工资：按 NM 的招聘说明，Financial Representative 是独立合约人，收入按业绩计、以佣金为主， 新人前期可能有培训津贴。大公司的典型结构就是这样，换来的是每一单的佣金比例相对低一些。

These are third-party averages built from self-reported pay and job postings, not figures the company publishes, and they don't show how commission, allowances and bonus split. Nor is it a salary: by NM's job postings, Financial Representatives are independent contractors paid on production, mainly commission, with a possible training allowance early on. That is the typical big-firm structure, in exchange for a lower commission rate on each case.

三种模式对照Three models compared

决定收入天花板的，不只是个人能力，还有站在什么平台、用什么佣金结构。 独立代理人拿纯佣金，没有底薪、波动大，但每一单的比例更高；PFA 在佣金之外还有奖金和团队 Override， 团队 Override 让收入和团队业绩挂钩，团队没有业绩，这一块就是零。

What sets the income ceiling isn't only ability, but the platform and its commission structure. Independent agents earn commission only: no base and more volatility, but a higher rate on each case. PFA adds bonuses and team override on top of commission; team override ties income to the team's production, and when the team doesn't produce, that part is zero.

维度Dimension 专属经纪人 CaptiveCaptive agent 独立经纪人 IndependentIndependent agent PFA 独立型PFA independent
产品范围Products仅一家公司One company only多家公司Multiple companies多家，主打 NLG（国家人寿）Multiple, led by NLG (National Life Group)
培训支持Training公司培训Company training自学，少量支持Self-taught, little support完整体系 + 导师制Full system + mentoring
佣金结构Pay structure佣金 + 新人津贴Commission + starter allowance纯佣金Commission only佣金 + 奖金 + 团队 OverrideCommission + bonus + team override

以上是收入结构的对照，不是收入承诺；每个人的收入取决于本人和团队的实际业绩， 佣金比例和晋升条件见上文，四种收入的算例见《四种收入》。

This compares pay structures; it is not an income promise. Each person's income depends on their own and their team's actual production. Rates and promotion requirements are set out above, and worked examples of the four income streams are in Four Income Streams.

上一篇Previous 四种收入Four Income Streams 下一篇Next 快速晋升通道Fast Track

内部培训资料，仅供签约经纪人使用。文中金额为制度算例，不代表任何人的实际收入。

Internal training material for contracted agents. Figures are structural examples, not actual earnings.