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Compensation Model

Purpose (Why)

At a practical level, Samara only dealt with contributions so far:

  • historical contributions (recorded in Google sheets)
  • personal contributions (work done on the side)
  • external contributions (financial or knowledge transfers)
  • quest-based contributions (Hypha quests)

In addition, Samara has developed an ad-hoc compensation model:

  • define HUSD need in advance (based on your fiat needs to be able to contribute the time to Samara)
  • propose commitment (%)
  • do the Co-Ev process
  • update commitment
  • use 3 salary bands related with contribution (%): 70k for 1%- 49% contribution, 90k for 50%-79% contribution, 110k for >80% contribution
  • HUSD amount pay and the rest in Samara tokens with 1.8 multiplier

The purpose of this policy is to anchor the compensation model on the approach outlined in The Chronicles of Samara

  1. Role and badge archetypes to anchor complexity, skills and membership levels
  2. Circles, assignments and budgets
  3. Dynamic commitments and contribution accounting

and to better integrate with 4 key conceptscomponents  for

  1. Mindshare (how much of your life you give to Samara)
  2. Complexity (intensity/complexity of the work you do for Samara)
  3. Value (the value your contribution brings to the organization)
  4. Bonus (generic multiplier added on top)

The following chart visualizes all 4 components:

  1. Dividing mindshare into quests, contributions and roles
  2. Encoding complexity a priori through the allocation of the funding, expenses and salaries
  3. Decoding value a posteriori through the contribution level, proof of work and role archetypes (+OKRs)
  4. Adding a bonus through the membership level and badge archetypes

Note that complexity is tied to a role-assignment within the context of a circle (e.g. a senior front-end developer for the DHO subcircle in Hypha) and the value is decoded and voted on in an organizational context. 

Implementation (How)

Examples (What)

 

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