Growth Formula      
The model for expansion beyond van one.......        

  To grow your service department businesses in a safe, stable manner we must be conscious of 3 very important concepts...    

The technicians we hire must fit a very exact criteria. One of the major goals with new hires is to give them a clear path to ownership and to have them pay for the bulk of their cost through all in home sales.
Every technician we hire must be motivated to want to be a partner in the organization.

(A great motivated technician will actually  pay for himself in our growth model)
The technician we hire must have previous experience in a performance based pay plan. At headquarters we have always preferred partners who have worked for major chains like Stanley Steamer and Coit. These technicians transition easily into our business model and are used to having a quota for In Home Sales. This is a key requirement for the technician who will operate your second van.


The technician must have a "Caregiver" mindset. He must be a guy who gets personal fulfillment from helping others. The most conscientious technicians are the ones who wow customers.  

Here is the basic business model to add a second van....      

      Van One Operated By License Holder    
        The license holder must ensure the following on van one-    
     Van one is maintaining $40 in home sales avg
Van one is doing all  "canvas jobs" .. we will explain...
   Van 2 Operated By Employee      
  With the employee for our new van, we must structure his work agreement in a very specific way to cover his cost.    

  The goal of the employment contract is to have the employees productivity completely cover the cost of his employment.    

 Technician must be offered the following pay plan    15% of money out    20% of In Home Sales        
    Technician must have a quota of $40 avg per job in home sales. This is very key. And must be emphasized during the interview process.      
    Technician must have a requirement of passing out 6 neighbor door hangers at each job he performs.      
    The customers that respond to these door hangers will be directed to a special ID phone number and website so that we know they originated from a door hanger. Partners will be paid 75% of the revenue from these 'canvasing jobs".      
    We must give the technician an assurance that an ownership licence will be granted to him after a minnimum of 15 months of employment. And a maximum of 2 years of employment.  (His employment for you is his training to get his own license.)      
    Technician must have a lease agreement in place that assures him the ability to lease the van from the partner when his license is granted.      

Boss Canvasing Site.
Designed to aid in employee costs.
Your Boss Optima canvasing site will be a copy of the regular site we use to generate customers.

Your Boss Optima canvasing site is a key aspect of our growth system. The door hangers used by your employees will direct customers to this site for price quotes and will also use a  special 1-800 number.  This will enable us to identify clients generated from door hangers. The door hanger will also promote "a free room" offer with purchase. This will further distinguish these clients. Again you will be compensated 75% of these jobs.

It is very key that you run these jobs personally so that all of your 75% can be utilized to pay your employees cost.

How the math works to cover your employees cost for van two.      

    Let's say the average job being run on van 2 is $300

Employees pay is 15%....................................................................$45
His avg In Home Sale should be $40  (he gets 20%)...................$8
Thats a total avg cost of...................................................................$53  for the employee, per job that we need to cover.

Here is how we cover the majority these two costs-
His $40 avg In Home Sale at 50% and after we pay him $8 leaves us.................................$12
Van one is also averaging $40 in in home sales per job...we use 50% of that also...............$20
We get at least 2 jobs a week from his door hanger jobs @75% we can apply another........$10 at least per job.

Through basic In Home Sales and door hanger activity we are covering ....$42 of the employees cost per job.
This means the employee is only costing you about 4% per job.

  Now if we want to super charge it....What if the average between the two vans was $50 in In Home Sales?
What if both van one and two were doing door hangers and getting 75% of those jobs.? 
This would cover all of the employees base cost.

What this model creates for our partners is van two virtually doubling your profits!

  But as you can see,
it is critical that the employee we hire be skilled and experienced in In Home Sales. We need that skill to make the model work.  All of the major chains like stanley steemer and coit use a similiar models, to ensure the employee covers his cost.

  Our new employee must also .....
understand how important it is that he perform the door hanger duty at every job. He must know that this is a key element to us supporting his position.

So what happens when 15 months pass and the employee gets his own license?

4 things occur......

    You "lease to own" the van to the employee for a fair price that allows him to buy it from you.      
     He gets a territory license of at least a 20 mile radious. (Larger if you have area outside of your territory circle you want to give to him.) This is all defined when he is hired. If he wants to re locate to another market, that is an option also.      
     The employee gets his own 40% ownership license.       
Headquarters gives you an override of 5% of everything he does and 20% of his  IHS for your development efforts.      

Headquarters has created a position guide agreement you can use when hiring
your first technician. It is in a pdf format so you can print it from this site.
Click here to access the technician postion guide.  




Thank you for reading this page!

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