Our Compensation & Qualification plan is built on two foundations:
Skill Level - the member’s demonstrated knowledge, training, and results.
Proficiency - the member’s consistency in activity, performance, and outcomes.
Surge offers three primary categories of participation:
Scout - Referral partners who generate qualified project leads.
Strategists - Sales professionals who advance leads, present proposals, and close deals.
Mentors - Strategists who are capable of closing deals independently, and actively support Strategists in co-closing projects. Every Surge project must include a Mentor.
Each level qualifies for progressively higher earnings and benefits as members demonstrate mastery and meet defined Key Performance Indicators (KPIs).
DEFINITIONS
Term | Definition |
Compensation Value (CV) | The portion of total project markup allocated to the field for distribution to participating team members according to their skill level. Typically, 70% of the gross project markup becomes the CV. |
Markup | The total gross margin per watt applied to a project to cover Surge’s retained operations (design, engineering, IT, logistics, etc.) and field compensation. Example: a $0.50/watt markup equals $0.15 to Surge and $0.35 to the field. |
Mentor | A qualified, high-performing leader who oversees project opportunities, supports Strategists, ensures project accuracy, and helps close deals. All Surge projects must include a Mentor. |
Strategist | A trained sales professional responsible for generating qualified opportunities, advancing deals, and closing sales. There are three Strategist levels (I–III), each with increasing earnings and advancement requirements. |
Scout / Super Scout | Referral partners who submit qualified project leads. They do not present or close deals but earn a flat rate per installed watt once a project completes. |
Sponsor | The member who personally enrolled another Strategist or partner into the Surge platform. Sponsors receive a portion of that member’s Compensation Value according to their level. |
Qualified Opportunity | A lead that includes at minimum twelve (12) months of PDF utility bills and, if applicable, an interval data report (when the client has demand charges). Qualified opportunities are reviewed before proposal creation. |
LOI (Letter of Intent) | The signed client authorization allowing Surge and its partners to conduct a site audit, collect necessary data, and advance the project to contracting. |
M1–M5 | The five project milestones used for billing and commission distribution. These include Offer Acceptance (LOI), Final Contract, Final Stamped Design, Substantial Completion, and PTO/Commissioning. |
AHJ (Authority Having Jurisdiction) | The governing entity responsible for approving plans, designs, and permits in the project’s local area (e.g., city, county, or utility authority). |
PTO (Permission to Operate) | The final approval from the utility or AHJ allowing the system to operate and produce power. This marks the final milestone (M5) in the project payment cycle. |
Revenue Share | The percentage of a mentored project’s Compensation Value (CV) paid to a Mentor for their involvement in the project. Typically ranges from 25%–75%, depending on the Strategist’s level. |
KPI (Key Performance Indicator) | The measurable criteria- such as presented opportunities, closed projects, or monthly pitch requirements- used to evaluate performance and maintain status within Surge. |
Co-Mentor | When two Mentors collaborate on a single project, they share the Mentor commission portion equally (50/50 split). |
Advisory Council | A leadership group comprised of active Mentors who maintain KPIs and contribute strategic input, feedback, and guidance to Surge’s executive team. |
Non-Solar Projects | Energy-related projects outside of solar- such as EV charging, LED lighting, insulation, or battery storage -that follow a separate markup and commission value structure determined per vendor. |
COMPENSATION STRUCTURE
Surge applies a consistent commission framework that ensures transparency and fairness across all projects. Each project includes a gross markup, typically around $0.50 per watt for systems under 500 kW. This markup is divided as follows:
30% retained by Surge for operations, design, IT, logistics, and administration.
70% allocated as the Compensation Value (CV) - distributed to sales participants
Formula to calculate Compensation Value:
System Size (Watts) × Markup Rate = Total Markup
Total Markup × 70% = Compensation Value (CV)
Example Markup Ranges by System Size:
System Size | Typical Markup | Notes |
< 500 kW | ~$0.50 / watt | Standard benchmark |
500 kW – 1 MW | ~$0.40 / watt | Adjusted for competitiveness |
> 1 MW | ~$0.25 – $0.30 / watt | Large-scale pricing requires custom bids |
COMPENSATION TIERS
Each skill level earns a defined portion of the Compensation Value (CV).
Level | Earnings Structure | Minimums / Notes |
Scout | $0.01 per watt | Minimum $1,000 |
Super Scout | $0.02 per watt | Minimum $2,000 |
Strategist I | 25% of CV | — |
Strategist II | 50% of CV | — |
Strategist III | 75% of CV | — |
Mentor | 100% of CV + Co-Sell Split (25–75%) | Co-Mentor = 50/50 Split Mentor Pool |
EXAMPLES OF COMMISSION DISTRIBUTION
Below are illustrative examples assuming a 100 kW solar project at a $0.50/watt markup.
Total Markup:
100,000 watts × $0.50 = $50,000
Surge Portion:
100,000 watts × $0.15 = $15,000
Compensation Value (CV):
100,000 watts × $0.35 = $35,000
Example 1: Strategist Level I
Strategist I: 25% of CV → $35,000 × 25% = $8,750
Mentor: 75% of CV → $35,000 × 75% = $26,250
Example 2: Strategist Level II
Strategist II: 50% of CV → $35,000 × 50% = $17,500
Mentor: 50% of CV → $35,000 × 50% = $17,500
Example 3: Strategist Level III
Strategist III: 75% of CV → $35,000 × 75% = $26,250
Mentor: 25% of CV → $35,000 × 25% = $8,750
Example 4: Mentor Level
Mentor: 100% of CV → $35,000 × 100% = $35,000
These examples assume no Scout, Super Scout, or Sponsor commissions apply.
PAYMENT TIMING & MILESTONES
Everyone in the field is paid when Surge is paid. Payments from clients are received either directly (cash) or via financing. Surge issues draw invoices based on defined project milestones.
Project Milestones (M1–M5):
Milestone | Trigger Event | Client Payment | Purpose |
M1 | LOI Signed | $1,000 | Initiates site audit & contract assignment |
M2 | Final Contract Signed | 10% of Total Contract Value | Design, engineering, and permitting |
M3 | Final Stamped Design Submitted for Permitting | 50% of Total Contract Value | Start of installation phase |
M4 | Substantial Completion of Installation | 35% of Total Contract Value | Installation closeout |
M5 | Permission to Operate (PTO) | 5% of Contract Value | Final project commissioning and O&M turnover |
Commission Payment Release Schedule
Milestone | % of Earned Commission Paid |
M3 | 40% of total entitled sales commission |
M4 | 60% of total entitled sales commission
Sponsor commissions paid 100% at M4
|
Payment Frequency: Surge processes all eligible commission payments each Friday, based on the prior week’s receipts.
Clawback Notice: In the event of project cancellation, client default, or refund, associated commissions may be subject to reversal.
QUALIFICATIONS & REQUIREMENTS
Each level within Surge’s structure includes defined costs, benefits, performance requirements, and advancement criteria.
SCOUT
Category | Details |
Cost | $0 |
Earnings | $0.01 Per Watt Installed (Minimum $1,000) |
Access | Lead Entry Portal Scout Training
|
Performance Requirements | None |
Advancement Requirements | Submit 5 Qualified Opportunities OR Achieve 1 Closed Project |
SUPER SCOUT
Category | Details |
Cost | $0 |
Earnings | $0.02 Per Watt Installed (Minimum $2,000) |
Access | Lead Entry Portal Scout Training |
Performance Requirements | 1 Opportunity Per Quarter |
Advancement Requirements | Complete Strategist Application |
STRATEGIST I
Category | Details |
Cost | $497 Annually |
Earnings | 25% of Total CV 50% of Sponsor CV (1st Generation) |
Access | Replicated Website & Entry Portal Back Office Management Dashboard Learning & Training Site |
Performance Requirements | 1 Qualified Opportunity Per Month |
Advancement Requirements |
|
STRATEGIST II
Category | Details |
Cost | $497 Annually |
Earnings | 50% of Total CV 50% of Sponsor CV (1st Generation) |
Access | Replicated Website & Entry Portal Back Office Management Dashboard Learning & Training Site |
Performance Requirements | 1 Qualified Opportunity Per Month |
Advancement Requirements |
|
STRATEGIST III
Category | Details |
Cost | $497 Annually |
Earnings | 75% of Total CV 50% of Sponsor CV (1st Generation) 50% of Sponsor CV (2nd Generation) |
Access | Replicated Website & Entry Portal Back Office Management Dashboard Learning & Training Site |
Performance Requirements | 2 Qualified Opportunities Per Month |
Advancement Requirements |
|
MENTOR
Category | Details |
Cost | $0 Annually (Maintained Via Active KPI Achievement) |
Earnings | 100% of CV on Personal Sales 25–75% of CV on Mentored Sales (Revenue Share) 50% of Sponsor CV on 1st and 2nd Generations Eligible for Advisory Council Seat |
Access | Replicated Website & Entry Portal Back Office Management Dashboard Learning & Training Site |
Performance Requirements | Minimum 2 Project Pitches Per Month - Subject to Adjustment |
Advancement Requirements | Special arrangement or appointment based on leadership performance and company need |
NON-SOLAR PROJECTS
Surge also offers compensation for non-solar products and services. Each vendor category (e.g., EV charging, battery storage, LED lighting, etc.) has a unique markup and Compensation Value. For each non-solar project, Surge will publish the applicable:
Standard markup and expected range
Defined Compensation Value (CV)
Specific commission percentages for participating roles
These details will be outlined before any non-solar project is sold to ensure full transparency.
SUMMARY
The Surge Compensation & Qualification Plan rewards growth, leadership, and collaboration. As you advance through each tier - Scout to Strategist to Mentor, you gain greater earning potential, leadership opportunities, and influence within the Surge network.
Our mission is simple: empower professionals to create energy independence, prosperity, and purpose - together.
DOCUMENT REVISION FOOTER
Document Title: Surge Compensation & Qualification Plan
Version: 4.0
Effective Date: October 1, 2025
Approved By: Executive Team and Chief Executive Officer (CEO)
Prepared By: Chief Sales Officer (CSO), Surge Enterprises LLC
Review Cycle: Quarterly or as amended by Surge Executive Team
Distribution: Internal & Authorized Surge Members Only
Confidential Notice: This document contains proprietary and confidential information of Surge Enterprises LLC. It is intended solely for use by Surge personnel, affiliates, and authorized partners. Unauthorized reproduction, disclosure, or distribution is strictly prohibited without prior written consent from Surge Enterprises LLC.