31 career path bend & trend file

Career Path Enhancements FAQs

Commission Q. Is the commission structure changing on Personal Volume?

A. No, the commission structure is not changing on Personal Volume. It will remain at 25% commission on Personal Volume.

Active Status Q. Are the “Active Status” requirements changing on Personal Volume?

A. No, the “Active Status” requirements will remain the same at $200 Personal Volume in a rolling 3 month period.

Senior Consultant Level – Promotion and Maintenance Q. Are there any changes at the Senior Consultant level?

A. There are no changes being made at the Senior Consultant level. The requirements remain the same.

• Submit $200 PV every rolling 3 months • 2 or more PEQAs o 2 Or more QSCs for Maintenance

Q. Are override percentage earnings changing at the Senior Consultant level?

A. No, the override percentage earnings are not changing at the Senior Consultant level. They will continue to be the same.

• 2% Sponsored Consultants

Director Level – Promotion and Maintenance Q. Are there any changes to the Director level?

A. There are a couple changes being made at the Director level.

• $1,000 PV • $4,000 TV (PV + G0) • 4 PEQAs for Promotion only (Roll ups do not count) • 4 QSCs for Maintenance only o No compression at any level. NEW o Must meet eligibility to promote requirements two months in a row for promotion to take effect. § Example: Meet all requirements in January and February, promotion will be retro activated to February 1. Title will change in system by March 10. o If a Director does not meet maintenance requirements once every three consecutive months, they will be stepped back to Senior Consultant. o If a Director is re-promoting, they must meet DIQ requirements when re-promoting, but do not need four new PEQAs. NEW § When a Director re-promotes they will not get their Director(s) back from their prior Director promotion.

Q. Are override percentage earnings changing at the Director level?

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A. No, the override percentage earnings are not changing at the Director level. They will continue to be the same.

• 3% Personal Sales Bonus • 3% G0

Senior Director Level – Promotion and Maintenance Q. Are there any changes to the Senior Director level?

A. There are changes being made at the Senior Director level, they are: NEW • Promotion Requirements • Organization Volume • “Paid-At” Maintenance • Permanent Pass By

Q. What is the new Organization Volume at the Senior Director level?

A. The new Organization Volume will increase from $12,000 to $20,000 per month at the Senior Director level. NEW

Q. What sales count toward Organization Volume at the Senior Director level?

A. Personal Volume, G0, G1 and G2 sales count toward Organization Volume for Senior Directors and above. Counting G2 Volume toward Organization Volume is an enhancement being added at the Senior Director level. NEW

Q. What are the requirements to promote to a Senior Director?

A. The requirements to promote to Senior Director are: • $1,000 PV • $4,000 TV (PV + G0) • $20,000 OV (PV + G0 + G1 + G2) NEW • 4 PEQAs (Roll ups do not count) • 2 “Paid At” G0 Directors (Permanent roll ups and re-promotes do count) NEW o No compression at any level. NEW

Q. What are the new “Paid-At” Maintenance Requirements at the Senior Director level?

A. The new maintenance requirements to be “Paid-At” the Senior Director level are: • $1,000 PV • $4,000 TV (PV + G0) • $20,000 OV (PV + G0 + G1 + G2) NEW • 4 QSCs • 2 Titled G0 Directors (Permanent roll ups and re-promotes do count) NEW o Title Retention time frame for Senior Director moves from 12 months to 6 months. NEW § If a Senior Director does not meet maintenance requirements once every six consecutive months, they will be stepped back to the title in which Paid-At maintenance requirements were met on the last month of maintenance. (Step back will not fall below Director level; however, Director level Paid-At maintenance requirement will apply.) o No compression at any level. NEW

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Q. If a Senior Director in my G0 promotes to an Executive Director before me, will they permanent pass by me and roll up to my upline Leader?

A. Beginning in January 2016, if a Senior Director in your G0 promotes to an Executive Director before you, they will permanent pass by you and roll up to your upline Leader if you have not promoted to Executive Director within 12 months of your G0’s Executive Director promotion. Once a Consultant has attained the title of Executive Director or above, permanent pass by no longer applies and the sponsor is entitled to maintain the recruit regardless of their title as long as all title maintenance requirements are met. NEW

Q. Are override percentage earnings changing at the Senior Director level?

A. No, the override percentage earnings are not changing at the Senior Director level. They will continue to be the same.

• 5% Personal Sales Bonus • 5% G0 • 3% G1 • 2% G2

Executive Director Level – Promotion and Maintenance Q. Are there any changes to the Executive Director level?

A. There are changes being made at the Executive Director level, they are: NEW • Promotion Requirements • Organization Volume • “Paid-At” Maintenance • Permanent Pass By

Q. What is the new Organization Volume at the Executive Director level?

A. The new Organization Volume will increase from $20,000 to $40,000 per month at the Executive Director level. NEW

Q. What sales count toward Organization Volume at the Executive Director level?

A. Personal Volume, G0, G1 and G2 sales count toward Organization Volume at the Executive Director Level.

Q. What are the requirements to promote to an Executive Director?

A. The requirements to promote to Executive Director are: • $1,000 PV • $4,000 TV (PV + G0) • $40,000 OV (PV + G0 + G1 + G2) NEW • 4 PEQAs (Roll ups do not count) • 4 “Paid At” G0 Directors (Permanent roll ups and re-promotes do count) NEW o No compression at any level. NEW

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Q. What are the new “Paid-At” Maintenance Requirements at the Executive Director level?

A. The new maintenance requirements to be “Paid-At” the Executive Director level are: • $1,000 PV • $4,000 TV (PV + G0) • $40,000 OV (PV + G0 + G1 + G2) NEW • 4 QSCs • 4 Titled G0 Directors (Permanent roll ups and re-promotes do count) NEW o Title Retention time frame for Executive Director moves from 12 months to 9 months NEW § If an Executive Director does not meet maintenance requirements once every nine consecutive months, they will be stepped back to the title in which Paid-At maintenance requirements were met on the last month of maintenance. (Step back will not fall below Director level; however, Director level Paid-At requirement will apply.) NEW • Example, an Executive Director will now have to meet her maintenance requirements once every nine consecutive months, if she was paid-at a Senior Consultant in her 9th month, she will be stepped back to a Director (Paid-At maintenance requirements will apply). o No compression at any level. NEW

Q. Are override percentage earnings changing at the Executive Director level?

A. No, the override percentage earnings are not changing at the Executive Director level. They will continue to be the same.

• 7% Personal Sales Bonus • 7% G0 • 3% G1 • 2% G2

Q. If G0 promotes to an Executive Director before me, will they permanent pass by me and roll up to my upline Leader?

A. Beginning January 2016, if your G0 promotes to an Executive Director before you, they will permanent pass by you and roll up to your upline Leader if you have not promoted to Executive Director within 12 months of your G0’s Executive Director promotion. Once a Consultant has attained the title of Executive Director or above, permanent pass by no longer applies and the sponsor is entitled to maintain the recruit regardless of their title as long as all title maintenance requirements are met. NEW

Senior Executive Director Level – Promotion and Maintenance Q. Are there any changes to the Senior Executive Director level?

A. There are changes being made at the Senior Executive Director level, they are: NEW • Promotion Requirements • Organization Volume • “Paid-At” Maintenance

Q. What is the new Organization Volume at the Senior Executive Director level?

A. The new Organization Volume will increase from $36,000 to $80,000 per month at the Senior Executive Director level. NEW

Q. What sales count toward Organization Volume at the Senior Executive Director level?

A. Personal Volume, G0, G1 and G2 sales count toward Organization Volume at the Senior Executive Director Level.

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Q. What are the requirements to promote to a Senior Executive Director?

A. The requirements to promote to Executive Director are: • $1,000 PV • $4,000 TV (PV + G0) • $80,000 OV (PV + G0 + G1 + G2) NEW • 4 PEQAs (Roll ups do not count) • 8 “Paid At” G0 Directors (Permanent roll ups and re-promotes do count) NEW o No compression at any level. NEW

Q. What are the new “Paid-At” Maintenance Requirements at the Senior Executive Director level?

A. The new maintenance requirements to be “Paid-At” the Senior Executive Director level are: • $1,000 PV • $4,000 TV (PV + G0) • $80,000 OV (PV + G0 + G1 + G2) NEW • 4 QSCs • 8 Titled G0 Directors (Permanent roll ups and re-promotes do count) NEW o Title Retention time frame remains at 12 months for a Senior Executive Director § If a Senior Executive Director does not meet maintenance requirements once every twelve consecutive months, they will be stepped back to the title in which Paid-At maintenance requirements were met on the last month of maintenance.

(Step back will not fall below Director level; however, Director level Paid-At requirement will apply.)

• Example, if a Senior Executive Director does not meet her maintenance requirements once every twelve consecutive months and she was PaidAt a Senior Consultant in her 12th month, she will be stepped back to a Director (Paid-At maintenance requirements will apply). o No compression at any level. NEW

Q. Are override percentage earnings changing at the Senior Executive Director level?

A. No, the override percentage earnings are not changing at the Senior Executive Director level. They will continue to be the same.

• 9% Personal Sales Bonus • 9% G0 • 3% G1 • 2% G2

National Executive Director Level – Promotion and Maintenance Q. Are there any changes to the National Executive Director level?

A. There are changes being made at the National Executive Director level, they are: NEW • Promotion Requirements • “Paid-At” Maintenance

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Q. What are the requirements to promote to a National Executive Director?

A. The requirements to promote to National Executive Director are: • $1,000 PV • $4,000 TV (PV + G0) • $200,000 OV (PV + G0 + G1 + G2) • 4 PEQAs (Roll ups do not count) • 16 “Paid At” G0 Directors (Permanent roll ups and re-promotes do count) NEW o No compression at any level. NEW

Q. What are the new “Paid-At” Maintenance Requirements at the National Executive Director level?

A. The new maintenance requirements to be “Paid-At” the National Executive Director level are: • $1,000 PV • $4,000 TV (PV + G0) • $200,000 OV (PV + G0 + G1 + G2) • 4 QSCs • 16 Titled G0 Directors (Permanent roll ups and re-promotes do count) NEW o Title Retention time frame remains at 12 months for National Executive Director § If a National Executive Director does not meet maintenance requirements once every twelve consecutive months, they will be stepped back to the title in which Paid-At maintenance requirements were met on the last month of maintenance.

(Step back will not fall below Director level; however, Director level Paid-At requirement will apply.)

• Example, if a National Executive Director does not meet her maintenance requirements once every twelve consecutive months and she was Paid-At a Senior Consultant in her 12th month, she will be stepped back to a Director (Paid-At maintenance requirements will apply). o National Executive Directors no longer need to promote one G0 Director in a rolling twelve month period. NEW o No compression at any level. NEW

Q. Are override percentage earnings changing at the National Executive Director level?

A. No, the override percentage earnings are not changing at the National Executive Director level. They will continue to be the same.

• 9% Personal Sales Bonus • 9% G0 • 4% G1 • 2% G2

Compression (Roll-ups) Q. What is compression?

A. Compression is when a Leader does not meet her “Paid-At” status for a particular month and her sales and structure roll up to her upline leader for that particular month only.

Q. How will we be aligning the new Career Plan Enhancements with the new DSA Code of Ethics?

A. With the new Career Plan Enhancements, we will no longer count title compression for promotions beginning in January 2016. Beginning in 2017, we will no longer count sales volume compression. NEW

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Q. If a Leader does not meet her “Paid-At” Status and is stepped back to a lower level (based on the title retention time frame allotted), will permanent roll ups continue?

A. Yes, permanent roll ups will continue based on the same process today when a Leader does not meet her “Paid-At” status (based on the title retention time frame allotted) and she is stepped back to a lower level.

Building Bonus Opportunity 2016 Q. Will Senior Directors and above be rewarded if they meet their new 2017 Leader requirements prior to the effective date of January 2017?

A. Yes, January 2016 through December 2016, will be a Building Year for Senior Directors and above. If a Senior Director or above meets the new “Paid-At” maintenance requirements based on her current level or higher for three consecutive months, the Leader will earn a 2016 one time only “Building Bonus” for promoting to the new paid at maintenance requirements of the 2017 Career Plan. NEW

Q. What are the rewards for the “Building Bonus”?

A. Senior Directors and above will have the opportunity to earn money when they meet the new 2017 Leader maintenance requirements for three consecutive months in 2016 (based on existing leadership title as of December 2015 month-end and earning period begins with January 2016 month-end). NEW • Payout is a one-time bonus (based on current level) for meeting the new 2017 “Paid-At” maintenance requirements for the Leader’s current level for three consecutive months.

• If a Leader promotes to a higher level in 2016, the Leader is eligible for another “Building Bonus” if the new 2017 “Paid-At” maintenance requirements are met for three consecutive months (months cannot overlap if earning a higher level) in 2016 (and except as noted immediately below). o Senior Director: $1,000 o Executive Director: $3,000 o Senior Executive Director: $5,000 o National Executive Director: $7,500

Q. If I meet the new Career Plan maintenance requirements in November or December 2016, will I still be eligible to earn the “Building Bonus” since it’s only offered in 2016?

A. Yes, if you meet the new Career Plan maintenance requirements in November or December 2016, and continue to complete the maintenance requirements for 3 consecutive months, you will earn the “Building Bonus”. NEW

Promotion Bonus – Effective January 2017 Q. What is the Promotion Bonus?

A. The Promotion Bonus is a one-time Promotion Bonus earned when you meet your promotion title (month 1/promotion month) and maintain your maintenance requirements for 2 more consecutive months. (Re-promotes are not eligible for the Promotion Bonus. A re-promote is anyone that has ever held that specific leader title during their Thirty-One Career.) NEW • Example: Promote in January, continue to meet the maintenance requirements in February and March, bonus paid out April 10th.

Q. What level of Leaders have the opportunity to earn the Promotion Bonus?

A. Senior Directors and above have the opportunity to earn the one-time Promotion Bonus. NEW

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Q. What are the Promotion Bonus Amounts?

A. The Promotion Bonus Amounts by Level are: NEW • $1,000 – Senior Director • $3,000 – Executive Director • $5,000 – Senior Executive Director • $7,500 – National Executive Director

Q. Will Directors continue to have the opportunity to earn their $1,000 one-time Director Promotion Bonus?

A. Yes, Directors will continue to have the opportunity to earn their $1,000 one-time Director Promotion bonus when their Director qualifications are met for the first 3 consecutive months following their DIQ month. (Re-promotes are not eligible for this Director Promotion Bonus.)

• Example: DIQ in January, Promote in February, continue to meet the maintenance requirements in March and April, bonus paid out May 10th.

Q. Will the Developing Director Bonus continue in 2017?

A. Yes, the Developing Director Bonus will continue in 2017 and beyond, but will not compress to the next upline Leader if maintenance requirements are not being met by the first upline Leader. NEW

Q. If I promote to higher level during the Developing Director Bonus earning period, will I have to meet the Leader maintenance requirements at my new title level to earn the Developing Director Bonus?

A. Your Leader maintenance requirements for the Developing Director Bonus will be based on your Leader title at the time of your downline’s promotion.

• Example: Your downline promotes to Director in January, your Developing Bonus requirements will be based on your title in January; regardless if you promote to higher level of Leadership in February or March.

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2016 Implementation Q. Are any changes from the new Career Plan being implemented in 2016?

A. Yes, to help you reach and maintain your Leader requirements will be pulling up the following enhancements for 2016: NEW • You will no longer need 4 new PEQAs to re-promote (beginning with January 2016 month-end).

• Re-promotes will count for promotion (beginning with January 2016 month-end).

• Permanent roll ups will count for promotion (beginning with January 2016 month-end).

• Compression roll ups will not count for promotion (beginning with January 2016 month-end).

• The pass-by and maintenance months required for title retention will begin after the promotion month (beginning with January 2016 month-end). NEW o Example: Promote to a Director in February – maintenance months would be March, April and May. • Permanent Pass By at the Executive Director Level NEW o If a Senior Director or below has an Executive Director or above in their downline as of the beginning of February 2016 (based on January 2016 month-end), the Senior Director must promote to an Executive Director by the beginning of February 2017 (based on January 2017 month-end). If the Senior Director or below does not promote to an Executive Director, her downline Executive Director or above will permanently pass by her and roll up to the next upline Leader (Executive Director or above). The pass-by will occur after the 2017 February Commission Run (based on January 2017 month-end) § The only exception to this permanent pass by is if the downline Executive Director or above is not meeting her “paid-at” title. In this case, the Executive Director or above will not permanently pass by the Senior Director or below.

Lineage will continue to stay connected. The only way the downline Executive Director or above will permanently pass by the Senior Director or below is if the Executive Director or above is “paid-at” her title of Executive Director before her upline leader promotes to an Executive Director.

• Example: Sue is a Senior Director with two downline Leaders; Kim who is a Director and Lisa who is an Executive Director. Lisa the Executive Director has one downline Leader that is a Director. Senior Director Sue is meeting her Senior Director maintenance requirements; however, Executive Director Lisa is not meeting her Executive Director maintenance requirements. If Senior Director Sue has not promoted to an Executive Director by the beginning of February 2017 (based on January 2017 month-end), Lisa the Executive Director will not permanently pass by Senior Director Sue. The only way Executive Director Lisa will permanently pass by Senior Director Sue is if Executive Director Lisa meets the “paid-at” Executive Director maintenance requirements before Senior Director Sue promotes to Executive Director.

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Q. How will the Permanent Pass by at the Senior Director Level and Executive Director Level work based on promotions occurring in 2016? NEW A. If a Director promotes to Senior Director before her sponsor (who is a Director) the sponsor will have 12 months to promote to a Senior Director. If at the end of the 12 month period the sponsor has not promoted to Senior Director, the sponsored Consultant (Senior Director) will be reassigned to the next qualified upline Senior Director or above.

• Example: Sue is a Director who promotes to Senior Director on August 2016. Sue’s sponsor Sally is a Director. Director Sally will be given 12 months (until August 2017) to promote to Senior Director. If Director Sally does not promote to Senior Director by August 2017 monthend, Senior Director Sue will permanently pass by Director Sally and be under Sally’s next qualified upline Senior Director or above. o If a Senior Director promotes to Executive Director before her sponsor (who is a Senior Director) the sponsor will have 12 months to promote to an Executive Director. If at the end of the 12 month period the sponsor has not promoted to Executive Director, the sponsored Consultant (Executive Director) will be reassigned to the next qualified upline Executive Director or above.

• Example: Sue is a Senior Director who promotes to Executive Director on November 2016. Sue’s sponsor Sally is a Senior Director. Senior Director Sally will be given 12 months (until November 2017) to promote to Executive Director. If Senior Director Sally does not promote to Executive Director by November 2017 month-end, Executive Director Sue will permanently pass by Senior Director Sally and be under Sally’s next qualified upline Executive Director or above.

Q. How will title maintenance requirements work in 2016?

A. Below are examples at each Leadership level on how title maintenance requirements will work in 2016: • Example: Director Lori has not met her Director maintenance requirements for three consecutive months (April 2016 – June 2016), Director Lori will be stepped back to a Senior Consultant the beginning of July based on June month-end.

• Example: Senior Director Sue has not met her Senior Director maintenance requirements for twelve consecutive months (November 2015 – October 2016), Senior Director Sue will be stepped back to a Director the beginning of November 2016 based on October 2016 month-end.

• Example: Executive Director Sally has not met her Executive Director maintenance requirements for twelve consecutive months (November 2015 – October 2016), Executive Director Sally will be stepped back to a Senior Director the beginning of November 2016 based on October 2016 month-end.

• Example: Senior Executive Director Carrie has not met her Senior Executive Director maintenance requirements for twelve consecutive months (November 2015 – October 2016), Senior Executive Director Carrie will be stepped back to an Executive Director the beginning of November 2016 based on October 2016 month-end.

• Example: National Executive Director Lisa has not met her National Executive Director maintenance requirements for twelve consecutive months (November 2015 – October 2016), National Executive Director Lisa will be stepped back to a Senior Executive Director the beginning of November 2016 based on October 2016 month-end.

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Q. If I’m re-promoting to Director and meet DIQ in December 2015 under the current Career Plan (having 4 new PEQAS) and one of my new PEQAs go inactive in January 2016, but I have 4 PEQAs, will I promote in January 2016 under the new Director promotion requirements?

A. Yes, to DIQ in December 2015 for Director, you will need 4 new PEQAs, but in January 2016, you will need 4 PEQAs (they do not have to be 4 new PEQAs). NEW

2017 Implementation Q. When will the new Career Plan Enhancements take effect?

A. The new Career Plan Enhancements will go into effect January 2017; however, we encourage Leaders to begin working toward the new enhancements now. The sooner Leaders reach the new requirements, the sooner they will have the potential to see growth opportunity with financial reward. NEW

Q. How will the title transition and maintenance of the new Career Plan roll out?

A. Beginning January 1, 2017, your title will be based on December month-end under the current Career Plan. The Enhanced Career Plan will take effect based on January 2017 month end. At that time, everyone will restart their maintenance period. NEW • For example: If an NED was on month 8 of maintenance in December 2016, the NED will continue to be an NED the beginning of January 2017. The NED maintenance period starts over in January 2017 (meeting once in a rolling 12 month period).

• If an NED was on month 12 of maintenance in December 2016, the NED will be stepped back to Senior Executive Director the beginning of January 2017. The Senior Executive Director Maintenance period will start in January 2017 (meeting once in a rolling 12 month period).

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Director

Directors that are at Month 3 of maintenance for Current December 2016 will Plan be stepped back to (December Senior Consultant

2016)

New Plan (January 2017)

Directors that are at Month 0-2 of maintenance for December 2016 will start the new Career Plan as a Director and maintenance starts over for January 2017 (Maintenance requirement - once every 3 consecutive months.

If a Director does not meet maintenance requirements once every 3 consecutive months, they will be stepped back to Senior Consultant.)

Senior Director

Executive Director

Senior Executive Director

Senior Directors that are at Month 12 of maintenance for December 2016 will be stepped back to Director

Executive Directors that are at Month 12 of maintenance for December 2016 will be stepped back to Senior Director

Senior Executive Directors that are at Month 12 of maintenance for December 2016 will be stepped back to Executive Director

Senior Directors that are at Month 0-11 of maintenance for December 2016 will start the new Career Plan as a Senior Director and maintenance starts over for January 2017 (Maintenance requirement - once every 6 consecutive months. If a Senior Director does not meet maintenance requirements once every 6 consecutive months, they will be stepped back to the title in which Paid-At maintenance requirements were met on the last month of maintenance. Step back will not fall below Director level; however, Director level PaidAt maintenance requirement will apply.)

Executive Directors that are at Month 011 of maintenance for December 2016 will start the new Career Plan as an Executive Director and maintenance starts over for January 2017 (Maintenance requirement - once every 9 consecutive months. If an Executive Director does not meet maintenance requirements once every 9 consecutive months, they will be stepped back to the title in which PaidAt maintenance requirements were met on the last month of maintenance. Step back will not fall below Director level; however, Director level Paid-At maintenance requirement will apply.)

National Executive Director

National Executive Director that are at Month 12 of maintenance for December 2016 will be stepped back to Senior Executive Director Senior Executive National Executive Directors that are at Directors that are at Month 0-11 of Month 0-11 of maintenance for maintenance for December 2016 will December 2016 will start the new Career start the new Career Plan as a Senior Plan as a National Executive Director Executive Director and maintenance and maintenance starts over for starts over for January 2017 January 2017 (Maintenance (Maintenance requirement - once requirement - once every 12 consecutive every 12 consecutive months. If a Senior months. If a Executive Director National Executive does not meet Director does not maintenance meet maintenance requirements once requirements once every 12 consecutive every 12 consecutive months, they will be months, they will be stepped back to the stepped back to the title in which Paidtitle in which PaidAt maintenance At maintenance requirements were requirements were met on the last met on the last month of month of maintenance. Step maintenance. Step back will not fall back will not fall below Director level; below Director level; however, Director however, Director level Paid-At level Paid-At maintenance maintenance requirement will requirement will apply.) apply.)

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Q. How will title maintenance requirements work in 2017?

A. Below are examples at each Leadership level on how title maintenance requirements will work in 2017: NEW • Example: Director Lori has not met her Director maintenance requirements in November 2016 and December 2016, Lori will come over in January 2017 as a Director and her maintenance requirements will be reset for her rank at the new 2017 Director title retention time frame (3 months). She will have January, February and March of 2017 (three consecutive months) to meet her Director maintenance requirements at least once during that time frame, if not, she will be stepped back to a Senior Consultant the beginning of April 2017 based on March 2017 monthend.

• Example: Senior Director Sue has not met her Senior Director maintenance requirements from February 2016 – December 2016, Sue will come over in January 2017 as a Senior Director and her maintenance requirements will be reset to her rank at the new 2017 Senior Director title retention time frame (6 months). She will have January – June 2017 (six consecutive months) to meet her Senior Director maintenance requirements at least once during that time frame, if not, she will be stepped back to her “Paid-At” title based on her last month of maintenance (June 2017 month-end). Her title will not go below Director level, but will be required to meet Director Maintenance Requirements going forward.

• Example: Executive Director Sally has not met her Executive Director maintenance requirements from February 2016 – December 2016, Sally will come over in January 2017 as an Executive Director and her maintenance requirements will be reset for her rank at the new 2017 Executive Director title retention time frame (9 months). She will have January – September 2017 (nine consecutive months) to meet her Executive Director maintenance requirements at least once during that time frame, if not, she will be stepped back to her “Paid-At” title based on her last month of maintenance (September 2017 month-end). Her title will not go below Director level, but will be required to meet Director Maintenance Requirements going forward.

• Example: Senior Executive Director Carrie has not met her Senior Executive Director maintenance requirements from February 2016 – December 2016, Carrie will come over in January 2017 as a Senior Executive Director and her maintenance requirements will be reset for her rank at the new 2017 Senior Executive Director title retention time frame (12 months). She will have January – December 2017 (twelve consecutive months) to meet her Senior Executive Director maintenance requirements at least once during that time frame, if not, she will be stepped back to her “Paid-At” title based on her last month of maintenance (December 2017 month-end). Her title will not go below Director level, but will be required to meet Director Maintenance Requirements going forward.

• Example: National Executive Director Lisa has not met her National Executive Director maintenance requirements from February 2016 – December 2016, Lisa will come over in January 2017 as a National Executive Director and her maintenance requirements will be reset for her rank at the new 2017 National Executive Director title retention time frame (12 months). She will have January – December 2017 (twelve consecutive months) to meet her National Executive Director maintenance requirements at least once during that time frame, if not, she will be stepped back to her “Paid-At” title based on her last month of maintenance (December 2017 month-end). Her title will not go below Director level, but will be required to meet Director Maintenance Requirements going forward.

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