- 财富四象限：先看清自己站在哪The cashflow quadrant
- 先搞懂"点数"是什么First: what a "point" is
- 1. 佣金 Commission1. Commission
- 2.1 级差提成 Spread Override2.1 Spread Override
- 2.2 代差提成 Generation Override2.2 Generation Override
- 2.3 两者叠加的完整算例2.3 Both combined
- 3. 月奖金池 Bonus Pool3. Monthly Bonus Pool
- 4. 利润分红 Profit Sharing4. Profit Sharing
- 如何做到年收入 10 万美金Building a six-figure year
财富四象限：先看清自己站在哪The cashflow quadrant: where you stand
讲收入之前，先借罗伯特·清崎《富爸爸》系列里的财富四象限，看一眼钱是怎么来的。赚钱的方式可以分成四种：
Before the income streams, a quick look at where money comes from, using the cashflow quadrant from Robert Kiyosaki's Rich Dad series. There are four ways to earn:
| 象限Quadrant | 一句话In one line | |
|---|---|---|
| E | 雇员 EmployeeEmployee | 你有一份工作：上班拿工资，用时间换钱You have a job: a salary, time for money |
| S | 自雇者 Self-employedSelf-employed | 属于你的工作：比 E 自由，但停下来收入就停You own a job: freer than E, but the income stops when you stop |
| B | 企业主 Business ownerBusiness owner | 系统为你工作：团队替你扩张，休假时系统还在运转A system works for you: a team grows for you and keeps running while you're away |
| I | 投资者 InvestorInvestor | 钱为你工作Money works for you |
大部分人在左边的 E 和 S，靠时间换钱。医生、律师收入再高，停下来不做，收入也就停了，因为他们是 S，不是 B。 这个平台提供的是一条从 E、S 走向 B 的路径：不需要大笔启动资金、不用租办公室、没有库存风险， 要做的是学会这套系统、把团队复制起来。下面讲的四种收入，就是这条路在钱上的样子。
Most people are on the left, in E and S, trading time for money. However much a doctor or lawyer earns, the income stops when they stop working, because they're S, not B. What this platform offers is a path from E and S toward B: no large startup capital, no office lease, no inventory risk. What it takes is learning the system and duplicating a team. The four income streams below are what that path looks like in money.
先搞懂"点数"是什么First: what a "point" is
所有收入计算的基础单位是点数（Target Premium）， 团队里习惯叫"点"或"业绩"。这是最容易被新人搞混的概念，必须先说清楚：
Everything is calculated off points (target premium). This is the concept new partners most often confuse, so it needs to be settled first:
点数由客户的年龄、性别、保额三个因素决定， 与客户实际交多少保费无关。 两个客户都存 $800/月，但年龄性别不同，点数可能差很多。 所以"这张单多少点"和"这张单客户存多少钱"是两个完全不同的问题。
Points are determined by the client's age, gender, and face amount, and are independent of how much premium they actually pay. Two clients each funding $800 a month can generate very different point totals. "How many points is this case" and "how much is the client paying" are two separate questions.
1. 佣金 Commission1. Commission
最直接的一笔，公式只有一行：
The most direct one. The formula is a single line:
所以提高收入只有两条路：做更多点数， 或者提高自己的佣金比例。晋升这件事，提高的就是后者。 同样一张 10,000 点的单，45% 的新经纪人拿 $4,500，83% 的总裁拿 $8,300， 差了将近一倍。完整阶梯见 《佣金比例与晋升阶梯》。
So there are exactly two ways to earn more: write more points, or raise your commission rate. The second is what promotion is about. On the same 10,000-point case, a new agent at 45% earns $4,500 while an EFD at 83% earns $8,300, nearly double. The full ladder is in Commission Ladder.
2.1 级差提成 Spread Override2.1 Spread Override
级差提成的逻辑是：你的比例减去下线的比例，差额归你。 它只在你的团队成员开单时产生，且只在你的比例高于对方时才有。
The logic: your rate minus your downline's rate, and the difference is yours. It only arises when someone on your team writes a case, and only when your rate is higher than theirs.
情形一：比例有差Case one: there is a spread
Cindy（45%）做了一张 3,000 点的单，她上面是 Bob（45%），Bob 上面是 Alice（60%）。
Cindy (45%) writes a 3,000-point case. Above her is Bob (45%), and above Bob is Alice (60%).
| 人Person | 计算Calculation | 所得Earns |
|---|---|---|
| Cindy (45%) | 3,000 × 45% | $1,350 佣金commission |
| Bob (45%) | 3,000 × (45% − 45%) | $0 |
| Alice (60%) | 3,000 × (60% − 45%) | $450 级差提成spread |
情形二：下线比例追平了Case two: the downline has caught up
同样的结构，但 Cindy 也升到了 60%：
Same structure, but Cindy has also reached 60%:
| 人Person | 计算Calculation | 所得Earns |
|---|---|---|
| Cindy (60%) | 3,000 × 60% | $1,800 佣金commission |
| Bob (45%) | 45% < 60%45% < 60% | $0 |
| Alice (60%) | 60% = 60%60% = 60% | $0 |
级差提成看的是比例差，不看层级关系。 下线升上来之后，你这一层的级差就归零了。 这意味着：你自己不往上走，团队一长大你就没有收入了。 这正是"为什么要做快速晋升"最硬的理由， 详见《快速晋升通道》。
Spread override is about the rate difference, not the org chart. Once a downline catches up, your spread at that level goes to zero. Which means: if you don't keep moving up, a growing team stops paying you. That's the hardest argument for the fast track; see Fast Track.
2.2 代差提成 Generation Override2.2 Generation Override
代差提成解决的正是上面那个问题。 当你的下线晋升到经理 QFD 或以上时，他会带着自己的整个团队 "独立"出去成为你的下一代。此时你不再拿他的级差， 而是按代数拿他整个团队的提成：
Generation override is the answer to that problem. When a downline promotes to QFD manager or above, they and their whole team become a generation beneath you. You stop taking a spread from them and instead earn on their entire team's production, by generation:
| 代数Generation | 代差提成比例Override rate |
|---|---|
| 第 1 代经理 QFD+1st generation QFD+ | 10% |
| 第 2 代经理 QFD+2nd generation | 6% |
| 第 3 代经理 QFD+3rd generation | 3% |
| 第 4 代经理 QFD+4th generation | 2% |
| 第 5 代经理 QFD+5th generation | 1% |
算例Worked example
以 Team Rise（75% 资深经理层）2025 年全年的业绩为例，取整数 1,370,000 点。 这个团队上面依次是一代经理（77% 区域经理）、二代经理（83% 总裁）、三代经理（83% 总裁）。 那么这一年的业绩为他们各自产生的代差提成是：
Take Team Rise's full-year 2025 production (at the 75% senior manager level), rounded to 1,370,000 points. Above that team sit a 1st-generation manager (77% RFD), a 2nd-generation manager (83% EFD), and a 3rd-generation manager (83% EFD). The generation override this production creates for each of them:
| 层级Level | 计算Calculation | 代差提成Generation override |
|---|---|---|
| 第 1 代（77%）1st gen (77%) | 1,370,000 × 10% | $137,000 |
| 第 2 代（83%）2nd gen (83%) | 1,370,000 × 6% | $82,200 |
| 第 3 代（83%）3rd gen (83%) | 1,370,000 × 3% | $41,100 |
2.3 两者叠加的完整算例2.3 Both combined
实际情况中，级差和代差是同时计算的。 还是上面这 1,370,000 点，把两笔加在一起：
In practice, spread and generation override are calculated together. Taking the same 1,370,000 points and adding both:
| 层级Level | 代差Generation | 级差Spread | 合计Total |
|---|---|---|---|
| 第 1 代（77% 区域经理）1st gen (77% RFD) | 10% | 77% − 75% = 2% | $164,400 1,370,000 × 12% |
| 第 2 代（83% 总裁）2nd gen (83% EFD) | 6% | 83% − 77% = 6% | $164,400 1,370,000 × 12% |
| 第 3 代（83% 总裁）3rd gen (83% EFD) | 3% | 83% − 83% = 0% | $41,100 1,370,000 × 3% |
注意第 3 代：因为他和第 2 代的佣金比例一样（都是 83%），级差为 0， 只剩下 3% 的代差。还是前面那句话： 比例差没有了，收入就只剩代差。
Note the 3rd generation: because their rate matches the 2nd generation's (both 83%), the spread is zero and only the 3% generation override remains. Same point as before: once the rate gap closes, only the generation override is left.
3. 月奖金池 Bonus Pool3. Monthly Bonus Pool
公司每月拿出当月总业绩的 4%放入奖金池， 分成两个池子，给所有符合条件的经纪人按业绩比例分配：
Each month the company sets aside 4% of total production into a bonus pool, split into two pools and distributed pro rata among everyone who qualifies:
个人月奖金 Personal Bonus
Personal Bonus
资格：个人批单 20,000 点，且 3 张 IUL 单。
Qualification: 20,000 personal issued points and 3 IUL cases.
团队月奖金 Baseshop Bonus
Baseshop Bonus
资格：团队批单 100,000 点，且 25 张 IUL 单。
Qualification: 100,000 team issued points and 25 IUL cases.
算例：个人月奖金Example: personal bonus
| 假设公司年度总业绩Assume annual company production | $122,000,000 |
| ÷ 12 个月÷ 12 months | ≈ $10,000,000 / 月/ month |
| × 2% = 个人奖池× 2% = personal pool | $200,000 |
| 假设当月 75 人符合资格，按各自业绩比例分配If 75 people qualify that month, split pro rata by production | ≈ $1,500 – $3,500 / 人each |
算例：团队月奖金Example: baseshop bonus
| 同样 $1 千万 / 月 × 2% = 团队奖池Same $10M/month × 2% = team pool | $200,000 |
| 假设当月 8 个团队符合资格，按各团队业绩比例分配If 8 baseshops qualify, split pro rata | ≈ $15,000 – $35,000 / 团队per team |
奖金池是按比例分配的浮动金额，不是固定奖金。 公司总业绩越高，池子越大；同月符合资格的人越多，每个人分到的越少。 所以上面的区间只是量级参考，实际每月都不一样。
A pool is a floating, pro-rata amount, not a fixed bonus. The larger the company's production, the larger the pool; the more people who qualify that month, the smaller each share. The ranges above indicate magnitude only; the actual figure differs every month.
- 只算 LSW 与国家人寿（纽约）的永久寿险；定期险、年金、其他保险公司的单都不算
- Only LSW and National Life (New York) permanent life counts; term, annuities and other carriers don't
- 内部替换、重写，以及家庭单（本人、同住家庭成员、代理人本人是持有人或付款人的单）不算
- Internal replacements, rewrites, and family business (yourself, your household, or cases you own or pay for) don't count
- 写单日起超过 7 天才送到 PFA 的申请不算；按当月净实收计算
- Applications reaching PFA more than seven days after they were written don't count; it's net paid business for the calendar month
- 本人续保率至少 80%，并且与 PFA 的合约关系良好
- At least 80% persistency, and in good standing with PFA
细则以 PFA 官网的 Equity Sharing Bonus Pool 规则页为准。
The Equity Sharing Bonus Pool rules page on the PFA site governs the details.
4. 利润分红 Profit Sharing4. Profit Sharing
公司每月另外拿出总业绩的 3%作为利润分红，分成三个池子：
Separately, the company allocates 3% of monthly production to profit sharing, divided into three pools:
| 池子Pool | 占比Share | 资格条件Qualification |
|---|---|---|
| 个人池Personal | 1% | 个人批单 10,000 点10,000 personal issued points |
| 团队池Baseshop | 1% | 团队批单 50,000 点50,000 team issued points |
| 大团队池Hierarchy | 1% | 大团队批单 150,000 点150,000 hierarchy issued points |
注意利润分红的门槛比月奖金低（个人 10,000 点 vs 20,000 点）， 而且不要求 IUL 单数。对刚起步的伙伴来说，利润分红通常是比月奖金更早够得着的一笔。
Note that the profit sharing thresholds are lower than the bonus pool's (10,000 personal points versus 20,000) and carry no IUL case-count requirement. For newer partners, profit sharing is usually reachable before the monthly bonus is.
如何做到年收入 10 万美金Building a six-figure year
这是被问得最多的问题。用最保守的方式算一遍， 完全不计入任何团队提成：
The most frequently asked question. Here's the most conservative version, counting no team override at all:
| 个人业绩 180,000 点（同时符合 SQFD 经理资格）180,000 personal points (which also qualifies for SQFD) | |
| 180,000 × 60%（以老经纪人比例计算，最差情况）180,000 × 60% (at the SA rate, worst case) | $108,000 |
| ＋ 个人月奖金，假设一年中有 3 个月符合+ personal bonus, assuming 3 qualifying months | $4,500 – $7,500 |
| ＋ 豪华旅游（价值 $2 万起，可带一人）+ incentive trip (valued from $20,000, plus a guest) | — |
| ＋ 股权现金+ equity cash | — |
| ＋ 钻戒+ diamond ring | — |
这个算法之所以"最差"，是因为它假设你一个团队成员都没有： 没有级差、没有代差、没有团队奖金、没有团队分红。 实际上做到 180,000 点个人业绩的人，几乎不可能没有团队。 所以这个数字只是下限。
This is the "worst case" because it assumes you have no team at all: no spread, no generation override, no baseshop bonus, no team profit share. In practice, nobody writes 180,000 personal points without a team. So this figure is only a floor.
180,000 点是一个清清楚楚、可以倒推到每个月的目标：每月 15,000 点， 大约三到四张单。把它拆到周，它就从"十万美金"变成了一张可执行的行动表。 （以上为制度算例，不代表任何人的实际收入。）
180,000 points is a target you can work backwards from: 15,000 a month, roughly three or four cases. Break it down by week and "six figures" becomes an action list. (A structural example, not anyone's actual income.)
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.