Compensation & Promotion Guide
Version 8 Effective September 1, 2026 Posted September 28, 2026
VanMay's compensation is built on the same principle as everything else we do: education and integrity come first. This Guide exists so that every producer — new or senior, personal producer or builder — can see exactly how compensation works, with nothing left to guesswork and nothing that changes without notice. A structure you can see clearly is one you can trust.
This Guide sets forth Producer's applicable split percentage, level advancement criteria, level maintenance standards, and related compensation terms, as referenced in the Independent Producer Agreement. It applies to every VFIA-affiliated producer. Part One applies to all producers. Part Two applies only to producers who build and lead a team; if you are not building a team, none of Part Two changes your compensation.
1The Personal Production Ladder
New producers begin as a Trainee Consultant, earning a 50% personal commission rate on both first-year and renewal commissions. A Trainee Consultant advances to L1 (Associate Consultant) at the standard 65% rate through one of two tracks.
- Training Track — 4 training policies required: Upon completion of four (4) personally-written, issued-and-paid training policies — each written under the direct guidance of a VFIA-assigned trainer, and including at least one life insurance policy and at least one annuity policy — a Trainee Consultant advances to L1 automatically. This is the default track for new producers.
- Experienced Producer Track — $30,000 production required: A producer designated by VFIA, at its sole discretion, as an experienced producer at the time of appointment may elect to waive the Training Track. A producer on this track advances to L1 upon reaching $30,000 in personally-produced commission (issued and paid), measured cumulatively from the Producer's VFIA start date.
Advancement under either track is measured cumulatively from the Producer's start date, with no time limit to qualify. The Trainee Consultant tier does not participate in the Builder Override described in Part Two.
Once at L1 or above, every producer is placed on a five-level ladder. Your level sets your personal commission rate — the percentage you earn on your own writing. Advancement is based entirely on your own production; nothing about Part One depends on recruiting or building a team.
| Level | Title | Personal Rate |
|---|---|---|
| Entry | Trainee Consultant | 50% |
| L1 | Associate Consultant | 65% |
| L2 | Senior Consultant | 75% |
| L3 | Managing Consultant | 85% |
| L4 | Executive Consultant | 93% |
| L5 | Partner | 100% |
Maintaining Your Level
Each level from L2 through L5 requires ongoing production to remain there. The maintenance floor is set at 60% of the threshold that qualified you for the level — lower than what it took to get there, so a normal slower year does not put your rate at risk, but sustained, significant coasting does.
| Level | Rate | To qualify (trailing 12-month QPV) | To maintain (60% of qualifying threshold) |
|---|---|---|---|
| L1 | 65% | 4 training policies (life + annuity) or $30,000 cumulative | N/A — permanent once reached |
| L2 | 75% | $50,000 | $30,000 |
| L3 | 85% | $100,000 | $60,000 |
| L4 | 93% | $200,000 | $120,000 |
| L5 | 100% | $300,000 | $180,000 |
If your trailing 12-month QPV falls below your level's maintenance floor (60% of its qualifying threshold), you retain your level for one additional quarter (grace), matching the grace period used for the Builder Override in Section 10. If your QPV has not returned to at least the maintenance floor by the end of that grace quarter, your personal rate steps down to match the highest level your trailing 12-month QPV supports. Once you have reached L1 (Associate Consultant), your personal rate never falls below 65%.
Nothing already paid is ever adjusted retroactively — a step-down affects only the rate applied to new business going forward. Measurement under this provision begins on its effective date; no Producer's trailing 12-month history prior to that date will be used to trigger a step-down.
2Qualifying Production Volume (QPV)
QPV is the metric that determines your level. QPV is measured using commission recognized by VFIA as received from the carrier and allocated to Producer for issued and paid business, on a trailing 12-month rolling basis — not premium written, and not a fixed calendar year. Only issued and paid business counts toward QPV; pending or unpaid business does not.
These same thresholds determine advancement. The floor required to keep a level you have already reached is lower — 60% of the threshold shown here — as described in Section 1.
| Level | QPV Required (trailing 12-month commission received) |
|---|---|
| Trainee | Entry level — no requirement to reach it |
| L1 | 4 training policies (incl. life and annuity) or $30,000 cumulative from your start date — not a trailing-12-month figure; see Section 1 |
| L2 | $50,000 |
| L3 | $100,000 |
| L4 | $200,000 |
| L5 | $300,000 |
Producers advance as they qualify. Once a level is achieved, the maintenance standards and grace periods described in this Guide govern continued eligibility for that level.
3Building Your QPV With a Team (L4 and L5 Only)
At L1 through L3, QPV is personal production only. At L4 and L5, you may satisfy up to 40% of your QPV threshold using credit from your downline's production, measured over the same trailing 12-month window. The remaining 60% or more must still come from your own personal production — team credit can never make up the majority of the requirement, no matter how large your downline is.
Within that 40% allowance, no single branch of your downline (one direct recruit and everyone below them) may supply more than half of the credited amount — see Section 8 for the full definition. This prevents one dominant recruit from carrying your entire advancement on their own.
4How Annuities Are Compensated
Example only — American National RCA10, first-year comp, ages 0–75. Rates vary by carrier, product, age band, and policy year. Actual rates are set from VanMay's annuity compensation grid; contact your manager for the rate applicable to a specific product.
5Renewal Commissions
Agents may be eligible to earn renewal commissions on qualifying policies after the first policy year. Renewal percentages vary by carrier and product; consult the applicable carrier's commission schedule for details.
Renewal commissions become fully vested after two (2) years of continuous appointment with VFIA, consistent with Section 10 of the Independent Producer Agreement. Prior to vesting, renewal commissions cease upon termination of appointment for any reason. This vesting rule applies to renewal commissions on all products — life and annuity alike.
This Part applies only if you build and maintain a team. If you are a personal producer only, nothing in Part Two affects your compensation.
6The Builder Override Table
Building a team unlocks a second, separate form of compensation: a share of your team's production, paid on top of your own personal rate from Part One. The override is level-based and can split across up to three generations of your downline as your team grows deeper — depth pays more people, it never costs more in total.
"Total Override" is the maximum distributed across your entire chain, not a percentage any single person receives personally. A 17% Total Override at Partner is typically shared across up to three people — Gen 1, Gen 2, and Gen 3 — not paid entirely to one agent.
| Level | Total Override | Gen 1 | Gen 2 | Gen 3 |
|---|---|---|---|---|
| L1 | 5% | 5% | -- | -- |
| L2 | 8% | 5% | 2% | 1% |
| L3 | 11% | 7% | 3% | 1% |
| L4 | 14% | 9% | 4% | 1% |
| L5 — Base | 12% | 6% | 5% | 1% |
| L5 — Stretch | 17% | 11% | 5% | 1% |
Each generation is paid according to the level of whoever actually occupies that position — a Gen 2 filled by an L3 agent earns L3's own Gen 2 share, regardless of what level the Gen 1 builder above them holds. L1 does not participate in Gen 2 or Gen 3 payouts anywhere in the organization.
7The Partner Stretch Tier
At Partner (L5), the override splits into two tiers. The Base portion (6% on Gen 1) is earned by meeting the standard L5 maintenance bar in Section 9. The additional Stretch portion (5% more, for 11% total on Gen 1) requires meeting a materially higher bar — proof that your team isn't just active, but developing its own leaders.
A Partner who meets Base but not Stretch earns 12% total across the chain. A Partner who meets both earns the full 17%.
8Leg Concentration Cap
A "leg" is a Generation 1 recruit and everyone in that recruit's own downline, counted together as a single branch — not the individual recruit alone.
Wherever downline production is credited toward you — whether toward the Builder Override maintenance bar (Section 9) or the Personal + Team QPV Blend (Section 3) — no single leg may supply more than 50% of the credited amount. A team that technically clears its minimums by leaning on one dominant branch does not fully qualify; the rest of the credit has to come from elsewhere in your organization.
This cap holds flat at 50% from L2 through L5 — it does not get stricter as you advance. Some other organizations tighten this same protection at senior levels; VanMay holds the same rule at Partner as at your very first level.
9Team Production Maintenance
Keeping your Builder Override active requires your team to keep producing. This is a separate, quarterly check, based on your downline's production — not your own personal commission, and not the same window as QPV.
| Level | Quarterly Team Production | Min. Active Downline | Quality Requirement |
|---|---|---|---|
| L1 | None — free to start | 1 | -- |
| L2 | $5,000 | 1 | -- |
| L3 | $10,000 | 2 | -- |
| L4 | $78,000 | 4 | at least 1 at L3+ |
| L5 — Base | $95,000 | 5 | at least 2 at L3+ |
| L5 — Stretch | $150,000 | 5 | at least 1 at L4+ |
An "active" downline agent is one who has settled at least one qualifying policy in the trailing 90 days.
10Grace Period and the Tenure Floor
If you miss a quarterly maintenance bar, you keep your Builder Override for one additional quarter (grace) before it pauses. Nothing already paid is ever clawed back for a missed quarter.
If you have maintained qualification for 8 consecutive quarters (two full years) and then miss a quarter, your override does not pause to zero once grace expires. Instead your own Gen 1 override reduces to a flat 2% — not your total override, and not anyone else's payout in your chain — and stays there for as long as you retain at least one active downline agent. Gen 2 and Gen 3 payments to other agents in your chain continue independently, governed by their own qualification. Full reinstatement follows immediately once you requalify at your level's threshold.
11Worked Example
A policy is written by an agent whose upline includes, in order: a Generation 1 Partner who has met Stretch, a Generation 2 Managing Consultant (L3), and a Generation 3 Senior Consultant (L2) — all three currently meeting their own maintenance requirements. On a $1,000 base:
| Position | Level | Override |
|---|---|---|
| Gen 1 | Partner (Base + Stretch) | 11% → $110 |
| Gen 2 | Managing Consultant | 3% → $30 |
| Gen 3 | Senior Consultant | 1% → $10 |
Total Builder Override on this policy: $150 — in addition to, and independent of, whatever the writing agent earns from their own Part One personal rate.
Illustration only. Actual commissions depend on the applicable carrier compensation schedule and product payout at the time of issue.
12Eligibility
You must maintain all required insurance licenses, appointments, continuing education, and Errors & Omissions (E&O) coverage in good standing to remain eligible for any compensation described in this Guide, including the Builder Override. This Guide operates alongside, and does not modify, the independent contractor status, chargeback, and offset provisions of your Independent Producer Agreement.
13Chargebacks
If a policy is reversed, lapsed, rescinded, or charged back by the carrier, all compensation previously paid on that policy — including any Builder Override paid to an upline agent — is subject to recovery on the same basis as your Independent Producer Agreement's chargeback and offset provisions.
14Commission Payment Schedule
VFIA processes commission payments on a weekly basis, each Friday, following receipt and reconciliation of carrier commissions. Payment timing remains subject to carrier remittance schedules, applicable chargebacks, administrative processing, and any applicable offsets under the Independent Producer Agreement.
15Individually Negotiated Arrangements
A small number of individually negotiated compensation arrangements may exist outside the standard structure described in this Guide, established directly and in writing with VanMay leadership. This Guide governs standard compensation for all other producers.
16Agency Opportunities and Existing Client Relationships
VanMay Financial invests substantial resources in developing and maintaining its brand, including advertising, digital marketing, social media, YouTube content, educational workshops, seminars, community events, office support, and client relationship management. Business generated through these efforts constitutes an Agency Opportunity.
For purposes of this Guide, an Agency Opportunity includes, but is not limited to:
- Leads generated through VanMay marketing or advertising;
- Prospects originating from VanMay's website, social media platforms, YouTube channel, workshops, seminars, or community events;
- Referrals made by VanMay, its staff, or affiliated producers;
- Existing VanMay clients seeking additional products or services; and
- Any opportunity that reasonably arose from the agency's marketing, reputation, or client relationships.
Agency Opportunities may be assigned to a Producer at VFIA's discretion based on licensing, availability, geography, expertise, workload, client preference, or other legitimate business considerations.
Agency Opportunities are created through the investment of agency resources and remain under the administration of VFIA for purposes of assignment, servicing, and compensation under this Guide.
Producers receiving an Agency Opportunity must notify VFIA within forty-eight (48) hours of the initial contact or appointment, whichever occurs first. Producers shall cooperate with reasonable agency requests regarding Agency Opportunities, including status updates, joint appointments, or transfer of servicing when necessary to ensure timely client service.
A Producer who is contacted directly by an existing VanMay client regarding additional products or services shall notify VFIA before submitting an application.
Unless otherwise approved in writing by VFIA, compensation for Agency Opportunities shall be allocated as follows:
- Agency Opportunities follow a simple 70/30 split: whoever closes the sale — Producer or VFIA — gets 70% of the target premium, and the other side gets 30%. Each party is then paid at their own normal level on their share.
Failure to disclose an Agency Opportunity may result in reassignment of the opportunity, adjustment of compensation, or other action consistent with the Independent Producer Agreement.
VFIA reserves the right to assign, reassign, or jointly service Agency Opportunities when necessary to ensure timely client service, regulatory compliance, or continuity of care.
Nothing in this Section applies to business independently generated by the Producer through the Producer's own personal marketing, networking, referrals, or existing personal relationships, unless such opportunity also qualifies as an Agency Opportunity under this Section.
In the event of a dispute regarding the origin of an opportunity, VFIA shall determine its classification in good faith based on all reasonably available facts.
17Changes to This Guide
VFIA may update this Guide from time to time. Any material change to compensation terms will be communicated to Producer in writing at least thirty (30) days prior to the effective date of the change, consistent with Section 6 of the Independent Producer Agreement. Continued affiliation with VFIA following such notice constitutes acceptance of the updated terms.
18Operational Administration
VFIA may refine, improve, or modify its internal commission calculation methods, reconciliation procedures, accounting workflows, commission management systems, reporting formats, payout processing methods, automation tools, and administrative practices from time to time as part of its ongoing business operations. Such operational refinements shall be applied consistently and shall not reduce compensation already earned under the Compensation Guide in effect at the time the applicable commission was earned. This section mirrors, and does not modify, the Operational Administration provisions of the Independent Producer Agreement, Section 6.