Orvanna sells artificial intelligence agents by subscription. A Conductor runs an ensemble of those agents and helps other people do the same. This document explains, with the arithmetic in plain sight, exactly how a Conductor is paid for that.
Part one is the plan that runs today. Part two is a two-layer extension that has been modelled, verified and attacked, and has never paid anybody.
Orvanna is a demonstration company and its Conductor program is a working prototype. Member records and the organisation tree are synthetic; the purchases behind them are real orders placed through the live storefront using sandbox test cards. No real money moves at any point, so every figure here is real to the demonstration's commission engine and to nothing else.
Not an income claim. The worked examples exist to show how the arithmetic runs. They are illustrations, not projections, and nothing here promises or implies that any person would earn any amount.
A compensation document is only worth reading if it is clear about which parts are real. This one is, in the first minute rather than the last.
Everything in part one is the plan the commission engine runs — unilevel version 1.3. Twelve monthly commission runs, February to July 2026, carry version 1.2 or 1.3 of that specification. Those runs produced statements. They are the plan.
A two-layer extension called the Builder plan. It exists as a working implementation inside a compensation laboratory, where twenty-nine runs have been computed against recorded orders. It has never been the live plan, never produced a statement, and never paid one dollar to one person.
Solid is operating. Outline is modelled.
Layer 1 is not a new version of the plan you are about to read. It IS that plan, byte for byte — the same 10, 5, 5, 3 and 2 percent, the same five levels, the same rank-gated depth, the same 100.00 Sales Volume gate. That equality is a release test, not a claim: on the same month of orders, the two plans' level-pay lines were compared in both directions on earner, source, level, basis, rate and amount across 1,630 lines totalling 13,434.00, with zero differences. The two new layers are paid out of money the live plan already leaves on the table. Nobody's existing pay is moved, reduced or reshaped to fund them.
Part one · the plan that runs today
Part two · the Builder plan, modelled
Acronym key: Personal Volume (PV), Sales Volume (SV), Commissionable Volume (CV), Team Volume (TV), artificial intelligence (AI), Quality Assurance (QA), Coordinated Universal Time (UTC).
A Conductor subscribes to one or more Orvanna agents, and every agent carries a Personal Volume figure equal to its price in dollars. Everything bought on that account in a calendar month adds up to their Sales Volume, and 80 percent of that becomes Commissionable Volume, which is the only number any commission is ever calculated from. Each month the company walks up the sponsorship tree from every buyer and pays a slice of that buyer's Commissionable Volume to the Conductors above them: 10 percent to the direct sponsor, then 5, 5, 3 and 2 percent to the next four up. Two gates decide whether a given Conductor actually receives their slice. First, they must be qualified, meaning their own Sales Volume that month was 100.00 or more. Second, the level must sit inside their paid depth, which their rank sets: a Member reaches one level down, a Builder two, a Leader three, a Director four, an Executive five. Anything that fails either gate is paid to nobody. That is the whole earning model — one mechanism, two gates, no bonus pools, no matching bonuses, no fast start, and no rebate on your own purchases.
| Level | Who | Rate | Arithmetic | Pays |
|---|---|---|---|---|
| Level 1 | the direct sponsor | 10% | 0.10 × 80.00 | $8.00 |
| Level 2 | their sponsor | 5% | 0.05 × 80.00 | $4.00 |
| Level 3 | one further up | 5% | 0.05 × 80.00 | $4.00 |
| Level 4 | one further up | 3% | 0.03 × 80.00 | $2.40 |
| Level 5 | the deepest paid level | 2% | 0.02 × 80.00 | $1.60 |
| Most this order can ever pay | $20.00 | |||
Check it yourself: 10 + 5 + 5 + 3 + 2 is 25 percent of Commissionable Volume, and Commissionable Volume is 0.80 of the price, so 0.25 × 0.80 = 0.20, which is $20.00 on a $100.00 order. That is 8.00 + 4.00 + 4.00 + 2.40 + 1.60 exactly.
Then two gates decide who receives it. Gate A: the earner is qualified — their own Sales Volume was 100.00 or more. Gate B: the level sits inside their paid depth, which their rank sets. Anything that fails either gate is paid to nobody. The plan calls that breakage, and it is not redistributed, not pushed upward, and not held for later.
Two roles exist in this plan. A Conductor has enrolled and holds a place in the sponsorship tree: they can qualify, hold rank and earn. A customer subscribes through a referring Conductor without joining the tree: they never qualify, never hold rank and never earn, but their volume books onto the Conductor's account.
One word does a lot of work. Your ensemble is the set of agents you subscribe to — what you buy. Your team is the set of Conductors beneath you in the tree — who you sponsored, and who they sponsored. Both get called "yours" in conversation, and they are paid on completely differently: your ensemble opens your gate and pays you nothing; your team is where every dollar comes from.
Volume and dollars are the same number: a $100 agent carries 100 PV, a $50 agent carries 50 PV. Everything bought on your account in a calendar month — your own subscriptions plus your customers' — sums to your Sales Volume. Eighty percent of it becomes Commissionable Volume. Nothing in this plan is ever calculated from the price.
The ceiling, which is the plan's central promise. The five level rates sum to 25 percent of Commissionable Volume, and Commissionable Volume is 80 percent of the price. So no order can ever pay out more than 20 percent of its price, whatever the rates are set to. The ceiling is the arithmetic the amounts are computed by, not a limit somebody watches afterward. It has no exception.
One gate governs whether you are paid at all: your own Sales Volume for the month must reach 100.00. Exactly 100.00 qualifies — every threshold in this plan is inclusive. Customer volume counts toward it, so a Conductor who personally bought nothing can still qualify on two customer sales. A month that misses the gate pays you nothing and banks nothing.
The gate is about you, not about the people below you. If somebody in your team is unqualified, their volume still pays you in full. Their own earnings stop; yours do not.
Ten Conductors, M1 at the top. Every worked example in this document is drawn from these ten people and this one month, so the numbers can be cross-checked against each other rather than taken on trust.
| Who | Ensemble held this month | SV | CV | Qual | TV | Rank |
|---|---|---|---|---|---|---|
| M1 | Payment + Pricing | 200.00 | 160.00 | yes | 2,500.00 | Leader |
| M2 | Payment + Software Engineer | 150.00 | 120.00 | yes | 500.00 | Member |
| M3 | Shipping | 100.00 | 80.00 | yes | 1,650.00 | Builder |
| M4 | QA + Secretary, both held by M4’s customers | 100.00 | 80.00 | yes | 0.00 | Member |
| M5 | Accounting | 50.00 | 40.00 | no | 300.00 | Member |
| M6 | Marketing + Customer Care | 150.00 | 120.00 | yes | 0.00 | Member |
| M7 | 12 domain agents + 6 support agents | 1,500.00 | 1,200.00 | yes | 0.00 | Member |
| M8 | Software Engineer + Accounting | 100.00 | 80.00 | yes | 50.00 | Member |
| M9 | Payment + Shipping + Pricing | 300.00 | 240.00 | yes | 0.00 | Member |
| M10 | Secretary | 50.00 | 40.00 | no | 0.00 | Member |
| Totals for the month | 2,700.00 | 2,160.00 | ||||
Cross-check the Commissionable Volume column: 160 + 120 + 80 + 80 + 40 + 120 + 1,200 + 80 + 240 + 40 = 2,160.00, which is exactly 0.80 × 2,700.00.
The M2 case. M2 is qualified, has two frontline Conductors and 500.00 of Team Volume, and is still a plain Member. One of those legs is headed by M5, whose own Sales Volume is 50.00. The 300.00 sitting under M5 does not rescue it — a leg is judged by its top person.
The M8 case. M8 is qualified but has zero active legs, because M8's only frontline Conductor produced 50.00. M8 still earns 4.00, because being paid at level 1 requires only that M8 is qualified. Rank and earning are two different tests.
This is where most of the money in the plan is made, because level 1 pays 10 percent — twice the rate of any other level. You are paid 10 percent of the Commissionable Volume of every Conductor you personally sponsored, for as long as you are qualified that month. Their own qualification does not matter. If they bought, you are paid on it.
M2 sponsored M6. This month M6 subscribed to the Marketing Agent and the Customer Care agent.
That is $12.00 on $150.00 of buying — 8 percent of what M6 actually spent, not 10, because the 10 percent applies to Commissionable Volume.
When the person below is not qualified. M8 sponsored M10, who subscribed to the Secretary agent only: Sales Volume 50.00, Commissionable Volume 40.00. M10 is not qualified. That does not matter here — M8 is qualified, so M8's level 1 line is 0.10 × 40.00 = 4.00. M10 earns nothing and M10's leg does not count as active for M8's rank, but M10's volume still pays M8 in full. That asymmetry is deliberate: all Commissionable Volume pays upline, whoever generated it.
Levels 2 through 5 pay 5, 5, 3 and 2 percent of that person's Commissionable Volume, and you only reach them if your rank says you do. Paid depth is a hard cut: at depth 2 you are paid on levels 1 and 2 and you see nothing from level 3, however much volume is sitting there.
| Level | Rate | Reached by |
|---|---|---|
| 1 | 10 percent | every rank, including Member |
| 2 | 5 percent | Builder and above |
| 3 | 5 percent | Leader and above |
| 4 | 3 percent | Director and above |
| 5 | 2 percent | Executive only |
M3 is a Builder, so M3's paid depth is 2. M7 and M8 sit on M3's frontline, and M10 one level further down beneath M8.
Now change one thing and nothing else. Suppose M3 held Member instead of Builder, so paid depth 1. M10 is out of reach. M3 earns 120.00 + 8.00 = 128.00, and the 2.00 is breakage. It is not pushed to the person above and not held for later. Nobody receives it.
Rank buys reach, not rate. Going from Member to Builder does not increase what you earn on your frontline by a single cent. It opens a new row of people underneath them.
Anybody can subscribe to Orvanna agents as a customer of a referring Conductor without joining the tree. That order books onto the Conductor's account, tagged as a customer purchase with the customer's own identity kept on it so the receipt stays theirs.
The full Personal Volume of a customer purchase counts in the referring Conductor's Sales Volume. The customer never qualifies, never holds a rank and never earns. In this version the referring Conductor receives no separate retail commission on the sale — the benefit is that the volume counts toward their own qualification, feeds their Commissionable Volume, and feeds their upline's Team Volume.
M4 has no subscriptions at all this month. Two of M4's customers each subscribe to one support agent.
Terms approved 2026-08-15. Still not built. It pays nothing today.
Both facts are true at once, and the second matters more. The terms below are settled policy: the rate, who is paid, what triggers it, the caps, and the rule that it does not roll up. But no software computes any of it — there is no table, no column and no function for Instant Payout anywhere in Orvanna, and not one has ever been paid. Nobody should tell a prospective Conductor that Instant Payout pays them.
Two questions are open, and each gates the build on its own: how a payout is recovered if the order behind it is refunded or charged back, for which no mechanism exists, and how these terms sit against the plan's 20 percent ceiling, which has no exception.
Every other payout in this plan resolves once, at the end of a calendar month. Instant Payout is the exception to that timing by design: it pays on the day, because the gap between doing the work and seeing the reward is what stops most new Conductors before they start.
| Term | The rule |
|---|---|
| Who is paid | The sponsor — the Conductor who personally enrolled the buyer. Not the buyer. This mechanism pays for selling, not for buying. |
| What triggers it | The first order ever placed by a Conductor you sponsored, within 30 days of that person’s enrolment date. One Instant Payout per sponsored Conductor, ever. |
| Basis | The order price, excluding tax and any activation fee. |
| Rate | 20 percent of that price. |
| Cap on one event | The basis is capped at $250.00, so no single Instant Payout ever exceeds $50.00. |
| Cap on one sponsor | At most 3 Instant Payouts to one sponsor in one calendar month. |
| Who is eligible | The sponsor must already have at least one completed purchase of their own. No monthly qualification gate applies, because a qualified month cannot be known at the instant a payment succeeds. |
| When it is paid | At the moment the payment succeeds, not at month end. |
| Against the rest of the plan | In addition to level 1 pay, never instead of it. No ordinary commission line is suppressed. |
| Against volume | It consumes no volume. Sales Volume, Commissionable Volume, Team Volume and every rank are untouched by it. |
| It does not roll up | An Instant Payout stops at the sponsor. It creates no level pay, no depth pay and no volume that could reach anybody further up. A Member and an Executive receive the same Instant Payout on the same first order. |
Instant Payout breaks the rule the rest of this document taught you. Everywhere else a percentage sits on Commissionable Volume, which is 80 percent of the money. Instant Payout's 20 percent sits on the order price itself. On a $150.00 first order that is 0.20 × 150.00 = $30.00, not 0.20 × 120.00 = $24.00. A reader who assumes the usual basis will underestimate this mechanism by a quarter.
You sponsor somebody. Nineteen days after they enrol they place their first order, a $150.00 subscription. You have bought agents of your own before, and this is your first Instant Payout this month.
How the cap behaves. Had the first order been $400.00, the basis is capped at $250.00, so the Instant Payout is 0.20 × 250.00 = 50.00, the most any single Instant Payout can ever pay. The level 1 commission at month end is unaffected by the cap and is still calculated on the full order.
How this sits against the 20 percent ceiling — one of the two reasons it is not built. The ceiling is the plan's central promise and it has no exception: no order pays out more than 20 percent of its price. The terms above were approved separately and have never been reconciled with it. The worked example pays 42.00 on a 150.00 first order — 28 percent of the price against a 20 percent ceiling, eight points over. Nothing computes that today and nobody is paid it, and until the two are reconciled nobody will be. That question has to be settled, and written down, before any of this is built.
Five rungs. Each one adds a level of reach, and nothing else. The percentages never change.
| Rank | Everything below must hold in the same month | Reach |
|---|---|---|
| Member | Enrolled. | 1 level■□□□□ |
| Builder | Qualified, and 2 or more active legs. | 2 levels■■□□□ |
| Leader | Qualified, Team Volume 2,500.00 or more, and 3 or more active legs. | 3 levels■■■□□ |
| Director | Qualified, Team Volume 10,000.00 or more, and 2 or more legs each containing a Builder or higher. | 4 levels■■■■□ |
| Executive | Qualified, Team Volume 40,000.00 or more, and 2 or more legs each containing a Leader or higher. | 5 levels■■■■■ |
"A leg containing a Builder" means anybody inside that leg, at any depth, held Builder or higher this month. A filled square is a level you are paid on; an open square is one you are not.
The top two rungs are counted differently, on purpose. For Leader you count active legs, which asks whether your frontline is qualified. For Director you count legs that contain a Builder or higher anywhere inside; for Executive, legs containing a Leader or higher. That is what makes the top of this ladder about developing other leaders rather than accumulating volume.
The same ten people, one month, with nothing left out. This is not an illustration invented for a brochure: it is the plan's acceptance test, and the commission engine is required to reproduce every number below exactly. Volumes, qualification and ranks are in the table in section six.
| Earner | Source | Level | Source CV | Rate | Arithmetic | Amount |
|---|---|---|---|---|---|---|
| M1 | M2 | 1 | 120.00 | 10% | 0.10 × 120.00 | 12.00 |
| M1 | M3 | 1 | 80.00 | 10% | 0.10 × 80.00 | 8.00 |
| M1 | M4 | 1 | 80.00 | 10% | 0.10 × 80.00 | 8.00 |
| M1 | M5 | 2 | 40.00 | 5% | 0.05 × 40.00 | 2.00 |
| M1 | M6 | 2 | 120.00 | 5% | 0.05 × 120.00 | 6.00 |
| M1 | M7 | 2 | 1,200.00 | 5% | 0.05 × 1,200.00 | 60.00 |
| M1 | M8 | 2 | 80.00 | 5% | 0.05 × 80.00 | 4.00 |
| M1 | M9 | 3 | 240.00 | 5% | 0.05 × 240.00 | 12.00 |
| M1 | M10 | 3 | 40.00 | 5% | 0.05 × 40.00 | 2.00 |
| M2 | M5 | 1 | 40.00 | 10% | 0.10 × 40.00 | 4.00 |
| M2 | M6 | 1 | 120.00 | 10% | 0.10 × 120.00 | 12.00 |
| M3 | M7 | 1 | 1,200.00 | 10% | 0.10 × 1,200.00 | 120.00 |
| M3 | M8 | 1 | 80.00 | 10% | 0.10 × 80.00 | 8.00 |
| M3 | M10 | 2 | 40.00 | 5% | 0.05 × 40.00 | 2.00 |
| M8 | M10 | 1 | 40.00 | 10% | 0.10 × 40.00 | 4.00 |
| Company payout for the month | 264.00 | |||||
| Conductor | How it adds up | Statement total |
|---|---|---|
| M1, Leader, reaches 3 levels | 28.00 at level 1, 72.00 at level 2, 14.00 at level 3 | 114.00 |
| M3, Builder, reaches 2 levels | 120.00 + 8.00 + 2.00 | 130.00 |
| M2, Member, reaches 1 level | 4.00 + 12.00 | 16.00 |
| M8, Member, reaches 1 level | 4.00 | 4.00 |
| M4, M5, M6, M7, M9, M10 | no line reached them | 0.00 |
| Paid to 4 Conductors of 10 | 264.00 | |
264.00 out of 2,160.00 of Commissionable Volume is 12.22 percent. Out of the 2,700.00 that came in the door it is 9.78 percent.
The structural ceiling is 25 percent of Commissionable Volume across five levels. On 2,160.00 that would describe 540.00. Only 264.00 was paid, and every dollar of the difference has a reason.
In a deeper organisation the third slice shrinks, which is why real payout rates rise as an organisation matures.
There is no compression in this version. If the plan compressed, M5 being unqualified would let M2 slide into M5's place and collect the 24.00. It does not. In this version an unqualified Conductor is a wall in the tree, not a hole. Compression is named as the flagship change for a future version.
Rounding happens in exactly two places and nowhere else: once per Conductor per month, when Commissionable Volume is computed as 0.80 × Sales Volume; and once per commission line, when the rate is applied to the source Commissionable Volume.
Rounding is half up, so at exactly half a cent the Conductor gets the extra cent. Totals are never rounded twice. Your statement total is the sum of your already-rounded lines, and the company total is the sum of the already-rounded statements. That is what stops a statement from failing to add up.
With the current catalog rounding never actually fires: every price is a multiple of $50.00, so every Commissionable Volume is a multiple of 40, and every rate lands exactly on a cent.
Same data, same plan version, same answer. The organisation is photographed once at the start of a run and every later step reads that photograph, so editing the tree while a run is in flight cannot change that run's output. Every figure is fixed-point decimal, never floating point. Run the same month twice and it agrees to the cent.
A compensation plan is judged as much by what it declines to promise as by what it pays. Everything below is absent from this version on purpose, and each one will be published here before it changes.
| Not in this version | What that means for a Conductor today |
|---|---|
| Compression | An unqualified Conductor blocks the levels below them rather than being skipped over. Volume nobody is paid on is breakage and stays with the company. |
| Refunds and clawbacks | No rule yet exists for reversing volume or reclaiming paid commission. The rule will be published before refunds exist. |
| A retail commission on customer sales | Customer volume rolls up into your Sales Volume, but no separate percentage is paid to you on it. |
| Grace months and rank retention | Ranks are strictly monthly. There is no highest-ever-achieved title and no month of protection after a quiet month. |
| Bundles, packs and one-time purchases | The catalog sells them and offers one-time purchase on every product. Version 1.3 recognises volume from the twelve individual agents only. |
| The activation fee | The checkout’s priority activation fee is not a product, carries no volume, and pays no commission. |
| Disbursement | This system computes and locks statements. It does not move money, and should never be described as a payout system. |
| Instant Payout | Terms approved 2026-08-15, including the rule that it does not roll up. Not built. No software computes it and not one has ever been paid. |
| The Builder override and the second-leg bonus | Described in part two. Modelled and verified in a laboratory; not part of the live plan. No Conductor has been paid one cent by either layer. |
| A member-facing name for the Builder plan | The extension is identified today only by its engineering code. Naming it is a decision that has not been made. |
| Any income representation | Nothing in this document is a projection. Every figure is an illustration of arithmetic on synthetic data. |
On refunds and Instant Payout: the approved rule is that if an order which triggered an Instant Payout is later refunded or charged back, the amount is recovered from the sponsor's next monthly commission run. That recovery does not exist yet, and building it is one of the two conditions on Instant Payout ever being switched on.
Everything from here on has never paid anybody. The Builder plan exists as a working implementation inside a compensation laboratory. Twenty-nine runs of it have been computed against recorded orders. It has never been the live plan, never produced a statement, and never paid one dollar to one person. Every figure in part two is a what-if computed from real recorded volume under different rules. Read part one as documentation and part two as a proposal with its arithmetic and its bruises on display.
Three layers and two laws. Layer 1 is the plan in part one, unchanged. The two new layers pay for something part one does not pay for at all: turning a recruit into a leader. The two laws decide when that money stops and how much of it can ever exist.
| Layer | What it is | Why it exists |
|---|---|---|
| Layer 1, the spine | Unilevel version 1.3 exactly as it runs today: 10, 5, 5, 3 and 2 percent of the source Conductor’s Commissionable Volume across five levels, paid depth set by rank, one gate at 100.00 Sales Volume. Not a dial, not a parameter, not touched. | Everything the current plan already earns: it is explainable, it is proven, and a Conductor who understands today’s plan already understands most of this one. |
| Layer 2, the Builder override | Any month somebody in your organisation holds Builder rank, you earn a percentage of that Builder’s whole group volume, and the developer one generation further up earns a smaller percentage of the same thing. Two generations deep, no more. | The team-building engine. Developing a Builder pays you on that Builder’s entire organisation; developing Builders who develop Builders pays a second generation. |
| Layer 3, the second-leg bonus | A bonus on your second-strongest leg’s volume, with a small step-up as you hold more active legs. | Balance. One giant leg pays nothing extra, by construction, so the rational move is a second real team, then a third. |
Every layer recomputes from scratch each month, from that month's actual orders and that month's actual ranks. Nothing is banked, grandfathered or carried forward. A Builder who lapses stops paying their upline that month. What it protects: sustained engagement — helping your people stay active is worth money to you every month, and the plan prices it exactly.
Every source member-month contributes a fixed pool: 25 percent of its Commissionable Volume, which is 20 percent of its price. Layer 1 draws from that pool first, layer 2 second, layer 3 last. When the pool runs out, the junior layers share what is left in proportion. What it protects: solvency — no order can ever pay out more than 20 percent of its price, whatever the rates are set to, because the ceiling is the arithmetic the amounts are computed by, not a limit somebody watches afterward.
Builder override generation one, 1.5 percent of the Builder's group volume; generation two, 1.0 percent. Second-leg bonus, 2.0 percent of the second-strongest leg, stepping to 2.3 percent with three active legs and 2.5 percent with four or more. The pool that funds all of it is 25 percent of Commissionable Volume per order. These figures are the output of a single calibration pass, and every laboratory run records the exact rates it used.
Seniority runs downward: the spine draws first, the override second, the bonus last.
Part one is passive about leadership: it pays you on whatever depth happens to exist below you, and nothing extra for the work of turning a recruit into somebody who can build. Layer 2 is the answer to that.
Your group volume is your own Commissionable Volume plus that of everybody in your entire downline, at every depth, with nothing excluded. Any month a Conductor in your organisation holds Builder rank or higher, that Builder's whole group volume becomes a basis. The qualified Conductor above them with no other Builder in between earns generation one, 1.5 percent of that group volume. The next qualified Conductor above that, with one Builder boundary crossed, earns generation two, 1.0 percent of the same group volume. There is no generation three.
No breakaway. In the plan family this mechanism comes from, promoting somebody removes their whole group from your volume — the plan punishes the promotion it says it wants, and the field learns to hold its best people down. No volume ever leaves anybody's group here, at any rank, ever. A nested Builder's group stays inside every group that encloses it. Developing a Builder is pure addition with zero subtraction anywhere.
How the two generations are found. Start at the Builder and walk up the sponsorship chain carrying a counter that starts at zero. At each Conductor: if they are qualified and the counter is zero and generation one is unassigned, they earn generation one; otherwise if they are qualified and the counter is one and generation two is unassigned, they earn generation two. Then, if that same Conductor holds Builder or higher, add one to the counter. Stop when the counter reaches two, or at the top of the tree.
Stated honestly, because it is the cost of that choice: because groups nest, one order's volume can back override claims for several Conductors at once. Layer 2 is therefore not bounded by its own rates. It is bounded by Law B, which is where all the bounding in this plan happens.
A bonus on your second-strongest leg's volume, with a small step-up as you hold more active legs: 2.0 percent at two active legs, 2.3 at three, 2.5 at four or more. One giant leg pays nothing extra, by construction, so the rational move is a second real team, then a third.
The basis is a leg, which excludes you by construction — no Conductor is ever paid on their own volume as the source. And because the rate steps up while the basis is diluted, the two move against each other, which is what makes the mechanism resistant to being gamed. Section twenty-one shows what happened when a reviewer tried.
Every layer is recomputed from scratch each month, from that month's orders and that month's ranks. There is no bank, no grandfathering, no carry-forward and no grace period. The consequence people find uncomfortable is the honest one: a Builder you developed who lapses this month stops paying you this month, and last month's override does not protect you.
The consequence people underestimate is the other one: volume withheld is pay lost, permanently. There is nothing to bank it into, so there is never a reason to hold a month back.
Each source member-month contributes a pool of 25 percent of its Commissionable Volume — 20 percent of its price. The spine draws first and always fits, because its five rates sum to exactly 25 percent. The override draws next. The bonus draws last. When the pool is exhausted, the junior layers share what remains in proportion to their claims, and any claim above the pool is recorded in full and paid at zero.
Why this is a promise rather than a policy. The ceiling is not a threshold somebody monitors and reacts to. It is the arithmetic the amounts are computed by: the pool is finite before any layer is evaluated, so exceeding it is not a state the engine can reach. Across every run made, including hostile fixtures built specifically to break it, zero Conductor-months exceeded 20 percent.
What this model can and cannot show. The laboratory replays orders that really happened, under different rules. It can show exactly how pay would be redistributed toward structure and how the ceiling behaves. It cannot show that a single Conductor would have behaved differently under those rules. Every statement below is a claim about the shape of the payout, not a measured behavioural response. Separately, the modelled population is generated with steady growth and almost no cancellation, so it cannot certify how volatile real checks would be.
The plan is supposed to pay for development. Held against the fairest possible control — Conductors with the same personal volume, differing only in whether they developed a Builder:
| Sales Volume band | With a Builder | Their mean pay | With none | Their mean pay | Multiple |
|---|---|---|---|---|---|
| 100.00 to 149.99 | 8 | 52.47 | 141 | 6.66 | 7.9× |
| 150.00 to 299.99 | 8 | 725.57 | 186 | 7.90 | 92× |
| 300.00 and above | 8 | 955.31 | 97 | 11.77 | 81× |
Read the counts before the multiples. Each mean in the Builder column is computed over eight Conductors, in a population where five people take 90.2 percent of the structure budget — so a band mean can be moved a long way by one person. The multiples are real and come from real recorded volume. They also rest on eight members a band. Both halves belong in any quotation of them.
These three rows never appear without the four figures below them. That is a rule of this document.
It does not pay more people. Under the modelled March the live plan pays 206 Conductors of 1,001 and this plan pays 207 — one more. A different plan family tested in the same laboratory, stairstep breakaway, pays 448. This plan's concentration is also slightly higher than the live plan's: a Gini coefficient of 0.9687 against 0.9625, and a top-ten-percent share of 95.33 percent against 94.25.
The only sentence this document will make: the same paid population, a far deeper premium on development. Anybody who describes this plan as broadening participation is describing a different plan.
The live plan pays 14.6085 percent of Commissionable Volume on the modelled March. This plan pays 18.9399 percent on the same month. Those two figures are printed side by side everywhere this plan is discussed, and the phrase "size held equal" is banned from every surface, because it would not be true. The cost also rises as a field matures, because a more developed field produces more Builders and more balanced legs — which is the entire point.
| Month, modelled | Commissionable Volume | Payout | Percent of CV | Conductors paid |
|---|---|---|---|---|
| February 2026 | 83,560.00 | 15,508.27 | 18.5594 | 180 |
| March 2026 | 91,960.00 | 17,417.12 | 18.9399 | 207 |
| April 2026 | 99,680.00 | 19,061.18 | 19.1224 | 228 |
| May 2026 | 111,160.00 | 21,610.86 | 19.4412 | 249 |
| June 2026 | 118,800.00 | 23,217.51 | 19.5434 | 262 |
| July 2026 | 138,040.00 | 27,167.87 | 19.6812 | 285 |
That is 1.12 points of drift in five month-steps, about 0.22 points a month at this stage of maturity. And it is bounded: no month, however mature, can pass 25 percent of Commissionable Volume, because Law B enforces it per order. The classic failure this describes — a plan discovered at 45 percent payout in year three and emergency-amended with the field's trust as the price — is arithmetically unreachable here. Where the drift comes from also matters: it comes out of the gap between the 14.6 percent the live plan actually pays and the 25-point ceiling the price already carries. What a maturing field shrinks is the company's unpaid remainder, never the margin the product was priced against.
Same recorded month, same members, five plan families computed in the same laboratory.
| Plan family modelled | Payout | Percent of CV | Paid | Gini | Top 10% share |
|---|---|---|---|---|---|
| Unilevel version 1.3, the live plan | 13,434.00 | 14.6085 | 206 | 0.9625 | 94.25 |
| Matrix, three wide by seven deep | 15,039.20 | 16.3541 | 237 | 0.9418 | 91.41 |
| Binary, spillover placement | 15,129.40 | 16.4522 | 166 | 0.9658 | 97.45 |
| Binary, volume-balanced placement | 16,083.60 | 17.4898 | 145 | 0.9705 | 98.30 |
| The Builder plan | 17,417.12 | 18.9399 | 207 | 0.9687 | 95.33 |
| Stairstep breakaway | 21,025.60 | 22.8639 | 448 | 0.9330 | 89.12 |
Before this plan was shown to anybody, a reviewer was hired to break it, briefed as a veteran of this industry and told to attack it with everything the industry knows. Every attack below was run in the engine at the rates of record, not argued on paper. The numbers are what the engine paid.
The same six recruits, the same total of 700.00 Sales Volume, rearranged three ways.
| Arrangement | Level pay | Overrides | Second-leg bonus | Attacker's total | Paid to the field |
|---|---|---|---|---|---|
| Two legs, nested, two Builders emerge | 32.00 | 7.20 | 4.80 at 2.0% | 44.00 | 79.20 |
| Three legs, one recruit under each | 36.00 | 0.00 | 3.68 at 2.3% | 39.68 | 63.68 |
| All six flat on the frontline | 48.00 | 0.00 | 2.00 at 2.5% | 50.00 | 50.00 |
The bonus falls from 4.80 to 3.68 to 2.00 as the rate step rises, because dilution beats the step at every count. Fixed downline volume V split across two equal legs pays 0.0100 × V, across three 0.0077 × V, across four 0.0063 × V. Two real balanced legs is the optimum, which is the design goal wearing its own name. Splitting also destroys overrides: the nested arrangement pays 7.20 of them, the split arrangements pay none.
The uncomfortable finding from the same test, published because a reviewer will find it anyway. The attacker's own best outcome is the flat, undeveloped shape — 50.00 — because the 10 percent frontline rate beats every development rate in the plan. The plan pays the field most for the developed shape, 79.20 against 50.00, and it pays the individual most for the flat one. This plan does not reverse a unilevel's preference for width among your own recruits, and it should never be pitched as though it does.
Base month: legs of 240.00 and 120.00, bonus 2.40, total pay 38.40. Cut the strongest frontline's Sales Volume from 300.00 to 100.00 and the legs become 80.00 and 120.00 — the second-ranked value falls to 80.00, the bonus falls to 1.60, level pay falls from 36.00 to 20.00, and total pay falls from 38.40 to 21.60. Removing volume from any leg can never raise the second-largest value, and there is nothing to bank it into. Volume withheld is pay lost, permanently.
Create and pay for a downline account that reaches Builder purely so its group pays you a generation-one override. Builder needs two active legs, so the puppet needs two other accounts at 100.00 Sales Volume each — $300.00 a month of real money.
7.07 cents returned per dollar spent — a 92.9 percent loss, every month, forever, because Law A makes the puppet a subscription rather than a purchase. Funding an artificial second leg is the same trade: $100.00 a month to return at most 0.025 × 80.00 = 2.00, a 98 percent monthly loss.
The bound, stated precisely, because the general form of it is false. For commission generated by the self-funded volume itself, no plan funded under a 20 percent ceiling can return more than 20 cents on a self-funded dollar. It does not cover self-funded volume bought to unlock pay on other people's volume, and unlocking is exactly what the 100.00 qualification gate does. Nor does it cover the approved Instant Payout terms, which work a self-funded 150.00 first order returning 42.00 — 28 cents on the dollar. The 20-cent figure is a bound on one channel. It is not a law of the plan, and an earlier draft of this document stated it as one.
One Conductor, Sales Volume 10,000.00, no downline. Total earned: 0.00. Rank: Member. Your own purchases buy your qualification and nothing else. Builder requires two active legs — two other people each reaching 100.00 in that month. Leader and above require Team Volume, which excludes your own. And a large one-time purchase cannot spike a month: a $2,000.00 one-time order is recognised as 200 Personal Volume a month for ten months, not 2,000 at once.
Part two carries the things that went wrong, the predictions that turned out false, and the one incentive inversion an outside reviewer found and we could not remove. Those are here on purpose. A plan document that answers the awkward question before it is asked is worth more than one that waits.
Every commission line in both plans is computed from Commissionable Volume, which is 80 percent of product dollars. No line, rate or parameter anywhere pays on a count of recruits, enrollments or sign-ups — a full run of 1,001 Conductors was audited for exactly that, and found zero. You cannot be paid for enrolling somebody; you can only be paid when they buy something.
One Conductor with 10,000.00 of Sales Volume and no downline was run through the engine. Total earned: 0.00. Rank: Member. Your own purchases buy your qualification and nothing else. Builder requires two other people each reaching 100.00; Leader and above require Team Volume, which excludes your own.
No. 207 against 206, of 1,001. A stairstep breakaway tested in the same laboratory pays 448. Concentration is slightly higher, not lower: Gini 0.9687 against 0.9625. The honest sentence is the same paid population with a far deeper premium on development — nothing about breadth.
Law B. Each order contributes a finite pool of 25 percent of its Commissionable Volume before any layer is evaluated, so exceeding it is not a state the engine can reach. Measured drift is 1.12 points across five modelled month-steps, and it is bounded by arithmetic rather than by somebody watching a dashboard.
Because the 10 percent frontline rate beats every development rate in the plan. It is the one inversion an outside reviewer found and we could not remove: the plan pays the field most for the developed shape, 79.20 against 50.00, and the individual most for the flat one. It is printed here rather than left to be discovered.
Because its terms are approved policy and people are already describing it as though it works. Printing it with the words "not built" attached, twice, is the only way to keep that description honest. Two open questions gate the build — refund recovery, and its 28-percent-of-price worked example against a 20 percent ceiling with no exception.
Nothing in part two takes effect unless and until this document says a version including it is effective from a stated month. Until then, part one is the plan, in full, and no Conductor has been paid one cent by either new layer.
Compensation plan version 1.3, effective month 2026-08. This document, together with its version stamp, is the statement of the plan. If a number here disagrees with a number anywhere else, this is the page to check it against.
Orvanna is a demonstration company. Member records and the organisation tree are synthetic; purchases are real orders placed with sandbox test cards. No real money moves. Every worked example is an illustration of the arithmetic, not a projection, and nothing here promises or implies that any person would earn any amount.