Generation Plan
Pay leaders on leaders.
A generation plan pays commissions on blocks of your organisation called generations, rather than on fixed levels. A generation starts with a distributor who has reached a qualifying rank (a 'breakaway leader') and includes everyone below them until the next leader of that rank. Because a generation can be dozens of levels deep, a leader with three strong generations can earn on a very large organisation.
The journey, step by step.
Set the qualifying rank
For example 'Manager'. Any Manager in your downline starts a new generation.
Level income below you
Until the first Manager, you earn unilevel-style level commissions on your personal group.
Generation 1 begins
Your first Manager and their whole group (until the next Manager) is generation 1. You earn a generation override, e.g. 5%.
Generation 2, 3, 4…
A Manager inside generation 1's group starts generation 2 (4%), and so on, typically 3–6 generations deep.
Rank raises reach
Higher ranks unlock more generations and higher percentages.
Why companies choose it.
This plan rewards mentorship: you earn more when the people you develop become leaders themselves. It is the plan of choice for established direct-selling companies with high-ticket products, strong training culture and long-term distributors.
DIRSL calculates generations dynamically every run, so rank changes in the downline immediately change generation boundaries, and the engine shows exactly which member started which generation.
A Director's monthly generation override
- Qualifying rank: Manager
- Personal group volume (before first Manager): 8,000 BV at 8%
- Generation 1: 40,000 BV at 5%
- Generation 2: 65,000 BV at 4%
- Generation 3: 90,000 BV at 2%
- Director rank bonus: $500/month maintenance
| Bonus | Trigger | Typical | Notes |
|---|---|---|---|
| Personal group commission | Volume until first leader | 5–10% | Unilevel-style |
| Generation override | Leader groups 1–n | 2–6% per generation | Decreases with distance |
| Rank bonus | Rank achieved/maintained | $250–$10,000 | Monthly or one-time |
| Leadership pool | Top ranks | 1–2% of company BV | Share-based |
| Lifestyle / car bonus | Rank maintained 3 months | $500–$2,000/mo | Often conditional |
Every way this plan pays.
- Qualifying rank for a generation
- Generations paid per rank
- Percentage per generation
- Roll-up when a leader loses rank
- Personal group depth limit
- Maintenance volume rules
- Grace periods for rank drops
Strengths and watch-outs.
Strengths
- Deep organisations pay without level caps
- Strongly rewards developing leaders
- Stable, long-term income for established teams
- Attractive to experienced distributors
Watch-outs
- Hard for newcomers to understand
- Income arrives slowly; early months are thin
- Rank losses in downline reshape generations and earnings
- Requires careful modelling to keep payout ratio sane
A typical rank ladder.
Where it fits.
Questions about this plan.
A block of your downline that starts with a qualified leader and ends just before the next qualified leader.
Unlimited. A generation is defined by rank, not by level count, so it can be 2 levels or 40 levels deep.
Their group merges back into the generation above (roll-up) for that run. DIRSL supports grace periods to soften this.
Closely related. Stair-step adds rank 'steps' with increasing personal percentages and formal breakaway of groups.
It usually is: unilevel on personal group, generation overrides beyond.
The genealogy tree colour-codes each generation and lists the leader who starts it, per commission run.
Terms you'll hear.
- Generation
- A leader and their group until the next equal-rank leader.
- Override
- A percentage earned on a generation's volume.
- Roll-up
- Merging a demoted leader's group into the generation above.
- Personal group
- Your organisation before the first breakaway leader.
- Maintenance
- Monthly requirement to keep a rank.
Related plans.
Your network starts tomorrow.
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