Performance Weighted Pool

The Performance Weighted Pool is a distribution structure where the reward pool is divided among all collaborators who earned metric scores during the distribution period, proportional to each collaborator’s score relative to the total. Collaborators who contribute more receive a larger share.

When a distribution triggers, Siren tallies the metric scores for every collaborator, calculates each one’s percentage of the total, and applies that percentage to the reward pool. A collaborator with 40% of the total metric score receives 40% of the reward pool. Every collaborator with a non-zero score receives something, but higher performers receive more.

How the reward pool is calculated

The reward pool for a distribution is based on a percentage of revenue collected since the last distribution. You configure this percentage when setting up the distributor. For example, if you set the pool to 15% and your site earned $40,000 since the last distribution, the reward pool for that period is $6,000.

With the Performance Weighted Pool, that $6,000 is divided based on each collaborator’s share of the total metric score. If three collaborators have scores of 500, 300, and 200 (totaling 1,000), they receive $3,000, $1,800, and $1,200 respectively.

How metric scores work in this structure

Each distributor is configured with tracking events that define what it measures. As these events happen during the distribution period, Siren accumulates a metric score for each collaborator. Each event type has a configurable point value.

In the Performance Weighted Pool, these scores directly determine payout size. The point values you assign to different tracking events shape what the distributor rewards most. If you set course completions to 10 points and lesson completions to 1 point, a collaborator whose students complete full courses will outweigh one whose students only finish individual lessons. This lets you signal which behaviors you value through the point configuration.

Where this works

This is the most common distribution structure for revenue-sharing programs. It naturally rewards contribution while still ensuring that every active collaborator receives something.

The content creator profit share recipe uses this structure to divide a percentage of site revenue among bloggers based on traffic to their posts. A blogger who drives 10,000 visits earns proportionally more than one who drives 1,000, but both receive a share. The instructor revenue share recipe applies the same approach to course platforms, where instructors earn based on student engagement with their courses. The management incentive plan uses it for quarterly management bonuses tied to team performance.

This structure works especially well when you want to:

• Reward proportionally without creating a winner-take-all dynamic
• Motivate collaborators to increase their contributions over time
• Run ongoing revenue-share arrangements where everyone who participates earns based on their output

When to avoid this

If you want to create a competitive bonus where only the top performer gets paid, use Top Score Wins instead. The Performance Weighted Pool always pays every contributing collaborator, which dilutes the incentive for extreme performance.

If contribution level doesn’t matter and you just want equal shares for participation, the Shared Engagement Pool is simpler and communicates that expectation more clearly.

Comparison with the program-level structure

The program-level Performance Weighted Pool works the same way conceptually, but operates on a per-transaction basis. When a customer converts, the reward for that transaction is divided proportionally among collaborators based on their engagement scores with that customer. The distribution-level version operates over a time period instead, dividing the accumulated reward pool based on metric scores accumulated across all activity during the period.