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 |
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 window — 3 months — 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
- 佣金需要用这三年中任意一年的 1099 文件来证明
- Commissions must be evidenced by 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
- You must be an active producer at another insurance or brokerage firm
- 业务范围包括：人寿保险、年金、健康保险、财产与意外险（P&C）
- Qualifying lines: life, annuity, health, and property & casualty
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、传统经纪公司和这里的区别4. 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 — 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
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.