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I. Promoter Recruitment Process:

  1. Marketing personnel submit an application to their office's customer director for recruiting promoters.
  2. After verification by the office customer director, an application is submitted through the branch company to the headquarters marketing department.
  3. The marketing headquarters approves based on actual conditions; if approved, it notifies the office customer director to proceed with recruitment.
  4. Newly recruited promoters, after passing the interview by the office customer director, are arranged for unified training by the branch company's training coordinator.
  5. After passing training, promoters are assigned to work by marketing personnel.
  6. The office customer director submits the personnel files of recruited promoters to the branch company and the marketing department for archiving.

II. Fixed-Store Promoter Management Rules: 1. Setting Tasks: When arranging full-time promoters for various retail stores, regional heads must submit the total sales survey of all brands in that store to the office superiors. Based on the store's monthly total sales, each promoter must be assigned a "minimum sales target" and "task sales target" for the next month. These targets are determined proportionally according to the store's monthly total sales and local market conditions.

2. Sales Attribution to Individuals: If a promoter is absent due to rest, leave, or other special circumstances, sales made in the store that day do not count toward the promoter's commission. Monthly rest schedules and store assignments are uniformly arranged by the regional promoter supervisor and relevant store personnel, with one promoter per store. Warranty cards must be stamped with the store's official seal. Weekly reports and customer information forms, after being filled and confirmed by the promoter supervisor, must be submitted to the branch company for review before the 31st of each month. Example:

Attached: Notes for Filling Warranty Cards: (1) Each warranty card must include "user phone, mobile phone model, IMEI number, purchase date, selling unit, selling address, contact phone, and official seal." The phone model must be clearly marked as "Zhongqiao C-288". (2) If a customer purchases two identical machines at the same time, the customer's name and IMEI must be filled in twice, and marked as 1 and 2. Each IMEI can only be counted once for sales commission. If there are special cases like returns or exchanges, promoters cannot report duplicate claims; supervisors must strictly check this. (If duplicate warranty cards are found, a fine of 200 yuan per card will be imposed.) (3) Promoters' monthly warranty cards, after being stamped by the store, signed and verified by the regional supervisor, are used by the supervisor to create payroll, which must be submitted to the branch company before the 30th of each month. (4) For machines sold during promotional activities, the warranty card must clearly state "Our company's promotional activity with [company name] at [location]" and have the supervisor's signature. (5) The sales date on the warranty card must match the attendance date on the weekly report. If dates do not match, a penalty of up to 200 yuan per card will be imposed on the promoter.

3. Sales Commission Calculation: (The following commission-related content is for reference only) (1) Commission is calculated according to local commission standards. (2) Salary structure: A. Base salary + commission (basic sales + task sales). Basic sales commission is calculated based on four types of stores. B. Phones sold during promotional activities are uniformly counted for commission.

III. Mobile Promoter Management Rules 1. Work Duties: A. Implement regional management, establish files for major distributors and excellent sales staff (specific content determined by each office). Provide product knowledge training to sales staff. B. Post and maintain POP posters, lightbox films, and stickers. C. Appropriately allocate promotional items. D. Visit the responsible regional distributors at least once a week to understand the week's sales and next week's promotional plans. E. Pay attention to dress and personal image, be polite and civilized, and always maintain the company's image. F. Strictly comply with all company rules and regulations, and resolutely obey all tasks assigned by superiors. G. Be familiar with the functions, performance, features, and selling points of our products, and use knowledge of other companies' products to highlight our products' cost-effectiveness.

2. Work Planning and Monitoring: The regional supervisor and office director jointly arrange and define the work scope.

3. Salary Structure: Base salary + commission. Commissions are managed in a tiered manner, with basic and task sales targets set.

IV. Temporary (Part-time) Promoter Management

  1. Application Conditions and Background: During festivals with many promotional activities, such as National Day, New Year's Day, Spring Festival, etc., or when the branch company directly plans and hosts large events and there is a shortage of staff, applications can be made directly from the "Promotion Expense Application Form".
  2. Work Duties: Introduce and promote the brand directly to consumers at the promotion site, distribute flyers, assist business supervisors in setting up the promotional venue, etc. Salary Structure: Base salary + commission.

V. Promoter Management Details and Penalty Measures:

  1. Each regional supervisor must create a daily attendance sheet for full-time promoters based on market specifics and have the store manager sign to confirm, to avoid absenteeism or unauthorized position changes. Supervisors must conduct irregular spot checks. (Late arrival or early departure within 5 minutes: 20 yuan deduction; within 10 minutes: 30 yuan deduction; over 15 minutes: deduction of the day's wages. Three consecutive late arrivals in a month will result in dismissal.) This work is the responsibility of marketing personnel or the promoter supervisor, with oversight by the regional manager.
  2. Each region cannot arbitrarily hire or dismiss any promoter. Decisions must be based on comprehensive evaluation of work performance, skills, techniques, and existing shortcomings. If there are objections, a comprehensive evaluation report should be drafted and submitted to the branch company. Those who work less than one month will only receive commission, not base salary. Those who work less than three months will have their last month's salary canceled and only receive commission.
  3. Each region must hold at least one meeting per month for promoters to communicate. Regional supervisors must maintain constant contact with promoters to grasp market dynamics (such as product allocation, focus packaging, or other follow-up work).
  4. At the monthly summary meeting, the branch company will distribute the next month's meeting and training schedule to each office. Office supervisors must communicate with distributors and promoters in a timely manner according to the schedule and prepare work reports.
  5. Reports must be accurate and detailed; false or inflated reports are prohibited. If discovered, a penalty of ten times the amount will be imposed.
  6. Leave: A. If there is a matter, an application must be submitted one day before the leave, and it is only valid after approval by the relevant company supervisor; otherwise, it will be treated as unauthorized absence. B. In special circumstances where normal work is impossible, the promoter must promptly contact the promoter supervisor and obtain approval; otherwise, it will be treated as unauthorized absence.
  7. Salary Penalty Details: A. If the monthly sales do not meet the basic target, the salary will be paid as commission on completed sales at ?% plus base salary. B. If the basic target is not met for three consecutive months, the base salary will be downgraded. C. If the "task target" is completed at less than ?% for three consecutive months, all commissions will be canceled and dismissal will be considered.

VI. Promoter Reward Measures: Each office will select one "Best Service Star" and one "Smile Star" monthly based on the promoter evaluation score sheet, report to the branch company, and reward 100 yuan each time. If the score ranks in the top three for three consecutive months, a reward of 200-300 yuan will be given. The reward plan should be assessed according to the "Full-time Promoter Monthly Evaluation Form".

VII. Responsibilities and Others

  1. Once a promoter is employed by the company, the company is responsible for providing appropriate training and clarifying their job duties and scope. Promoters should enjoy the rights within their scope, have their achievements recognized, and receive promised rewards. Promoters should serve the company diligently, and personal interests should be subordinate to the company's overall interests.
  2. Strictly comply with the company's price system and confidentiality of related materials. Any violation may result in immediate dismissal and liability for losses caused to the company.

VIII. Regional Promoter Supervisor Reward and Penalty Measures: Each regional supervisor must effectively manage and assign promoters as above. Excellent supervisors who manage all regulations without any errors will receive a reward of 100 to 300 yuan. If any violation occurs, a penalty of 100 to 300 yuan will be imposed based on severity. If errors occur more than three times consecutively, a penalty of 500 yuan will be imposed.

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