1. Fixed sharing scheme: coaches and institutions agree on a fixed sharing ratio, such as 60% for coaches and 40% for institutions. The sharing ratio will not change regardless of the number of students and the performance of coaches.
2. Floating share plan: the coach and the institution agree on a minimum guaranteed share ratio. For example, 50% for coaches and 50% for institutions. When the number of students reaches a certain level or the coaches perform well, the proportion of coaches will increase accordingly. For example, if the number of students exceeds 50, the coach will get 60%; if the number of students exceeds 100, the coach will get 70%.
These two schemes have their own advantages and disadvantages. The fixed increase scheme can ensure the coach's stable income, but it may limit the coach's development space. Floating stock scheme can encourage coaches to actively explore the market, but it may cause some instability to coaches' income.
Considering the above factors comprehensively, we should choose the appropriate sharing scheme according to the specific situation, and clearly stipulate the sharing ratio, calculation method, payment time and other details in the contract to avoid disputes. At the same time, coaches and institutions should establish good cooperative relations and develop together to achieve mutual benefit and win-win results.