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Adjust your GCI, recruits and their performance. Everything recalculates live.
Commission Split
Signing Grant
Available at any time for key recruits
Dividend Payout %
% of company profit distributed
Total Units in Pool
Your share = your units ÷ total. Editable — defaults estimated from agent count.
Agent/leader pool = 90% · Staff = 10%
Your Slice vs. The Pie
Your % shrinks but RM value grows — smaller slice of a bigger pie is worth more.
Leaver Rules
Dividends earned are always yours — already paid out. Only exit payout is affected by leaving.
Your Units
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Your Pool Share
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Pool Size
10%
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Your 5-Year Earnings
📋 What You Can Verify
Your unit balance and total pool units — visible in your annual statement. Company profit — filed with SSM, publicly verifiable. Dividend calculation — 70% of filed profit × 10% pool × your share. Unit formula — published, you can calculate your own units.
🔒 What Remains Confidential
Other individuals' unit holdings. Signing grant amounts. A 3-person verification panel (rotated annually from top performers) audits that the formula is applied correctly.
What Happens When We Hit 1,000 Agents?
The equity pool doubles from 10% to 20%. Toggle to see impact on your payout.
"Commission is what every agency pays.
Equity is what makes you an owner."
Year-by-Year Detail
| Yr | GCI | Rec | Qual | Qual GCI | Pers U | Head U | Perf U | Loy | Yr U | Cum | Pool% | Co% | Comm | Dividend |
|---|
Exit Payout
Company Projections
Edit to match your business plan. Profit is pre-tax (no tax shown for simplicity).
| Year | Profit (RM) | Valuation (RM) | Agent Count |
|---|
Dividend Waterfall
Profit → Dividend (% distributed) → Your share
| Yr | Profit | Dividend Total | Pool's Share | Retained | Pool% | Pool Value |
|---|
Exit Valuation
How Units Are Earned
1. Personal GCI — Escalating Tiers
Must hit RM 30,000 minimum to earn any personal units.
2. Recruit Headcount
1 unit per agent recruited. Must be 3+ months in the calendar year.
3. Recruit Performance (Flat Rate)
1 unit per RM 30,000 of qualifying recruit's GCI. Flat rate — no escalating tiers. Recruit must hit RM 30,000 minimum.
Threshold: RM 30,000 GCI or 2 recruits. Miss both = zero new units (prior units safe).
Loyalty Multiplier
Year 2 = 10% more units than Year 1. Rewards tenure — applied to all units earned that year.
Your Three Income Streams
Leaver Rules
Bought-back units are burned — remaining holders' shares increase.
Dividends earned during your time are always yours — already paid out as cash. Only exit payout is affected by leaving.
Performance Review Cycle
Programme participation requires ongoing active contribution. Reviews are automatic and formula-driven — no management discretion needed.
Auto-removal from programme = same treatment as leaver (burned if Y1–2, 30% buyback if Y3+). Programme removal is separate from company employment — agent may remain at the company as a regular commission agent without equity participation.
Conduct & Culture Clause
Immediate Termination — Bad Leaver (100% burned):
• Breach of non-compete or non-solicitation agreement
• Gross misconduct, fraud, or dishonesty
• Harassment or discrimination (documented)
• Deliberately undermining the company, recruiting agents to leave, or sabotaging deals
• Refusal to comply with reasonable company policies after written warning
Two-Strike System — Less Severe Behaviour:
Programme Review Panel
Composition: 3 persons, selected from top performers, rotated annually.
Dual Role:
1. Audit — verify unit formula application and pool totals are correct.
2. Conduct — hear cases referred under the two-strike system.
Process for Conduct Cases:
① Management files complaint with documented evidence
② Panel reviews within 30 days
③ Agent has right to respond (written or in person)
④ Panel recommends: dismiss, warning, or programme exit
⑤ Board makes final decision
The panel recommends, the board decides. This separation ensures due process and protects both parties.
Active Service Requirements
Participants must maintain at all times:
• Active real estate license — E (Estate Agent), PEA (Probationary Estate Agent), or REN (Real Estate Negotiator)
• Available for client work — no indefinite personal leave without board approval
• Attend mandatory company meetings/training — minimum 2 per quarter
• No competing position — must not hold a license or role at any competing agency
Breach of any active service requirement = treated as voluntary resignation → triggers standard leaver rules.
Board Discretionary Right
The board reserves the right to terminate any individual's programme participation under exceptional circumstances.
• Requires 75% supermajority board vote
• Written grounds must be documented
• Agent receives 30 days' notice and right to respond
• 30% buyback offered (good leaver terms)
This is a rarely-used safeguard for situations not covered by the automatic performance review or conduct clauses. The 30% buyback ensures legal defensibility.
Pool Expansion
90% agents/leaders · 10% staff.
Governance & Transparency
✓ Transparent: Unit formula (published), company profit (SSM-filed), dividend calculation, your unit balance, total pool size, performance review thresholds.
🔒 Confidential: Individual holdings, signing grant amounts, discretionary grants, conduct case details.
🔍 Verified: Programme Review Panel (3 persons, rotated annually) audits formula application, pool totals, and hears conduct cases. Panel recommends, board decides.