Samara's Compensation Model
Premise
Premise: None of us have practical experience creating a new civilization. We may have tangential skills - but we recognise that previous history does not reflect your ability to add value into Samara or this movement. That compensation isn’t based on your resume but on the value you bring to Samara and this movement in real time.
Compensation
The goal is to match qualified applicants with open job postings. In traditional job markets, this process is overtaxing, one-sided, prone to trial & error and a guessing game between pretense & perception. In a decentralized human organization, we are using role archetypes as attractors for applicants and badge archetypes as qualifiers for applicants to optimize the matching process and to reduce biases. Role archetypes represent the complexity of the job and the capacity of the organization to fill in positions (e.g. the organization might have room for 5 storytellers at a complexity level of B3). Badge archetypes represent achievements and skillsets of applicants. Both archetypes are used to find the right applicant for the assignment.
The compensation is based on a token mix that consists of SAMARA equity/value, SVOICE voice token, HUSD USD equivalent and SEEDS. This mix is determined by a "formula" that converts the USD Equivalent in the right mix of tokens (see below). Furthermore
Salary Bands
Samara has three salary bands, named B1, B2 and B3. Each band represents complexity level associated with the role assignment. See the table below for the current complexity levels - yor mileage might vary for your organization.
| Band |
Complexity |
| B1 |
Relatively Low Complexity - focused on doing - minimal time sensing and on calls - maximum time DOING! 60/20/20 - Doing/Sensing/Learning (within one circle) |
| B2 |
Mid Complexity - much more headspace and managing overlapping topics, issues, information etc. Supporting multiple individuals. 40/40/20 - Doing/ Cultivating (Sensing & Coordinating) with multiple individuals/ circles /Learning
|
| B3 |
Max Complexity - Samara is your primary focus and devotion. Supporting and serving multiple circles, individuals, and the movement effectively. 20/60/20 - Doing/ Cultivating (Sensing & Coordinating) with multiple circles & organisations/ Learning
|
>>>>>>>>>>>>> The following needs to be revisited
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Universal, Consistent & committed ‘Work/Play-Pay’:
$70k pa converted into an average hourly rate @ 40hr week - (minimum 30%+ time commitment)
- Relatively Low Complexity (C) - focused on doing - minimal time sensing and on calls - maximum time DOING!
60/20/20 - Doing/Sensing/Learning (within one circle)
Complexity/intensity recognition rewards:
If members decide, the group intelligence agrees and there is capacity, you can take on more complexity (which takes up much more time and energy). There are currently two Gratitude/Gift bonus levels compensation increases which reward higher commitment complexity and intensity as recognised by the community.
Mid Complexity recognition (C+): ($70k) +20k - (minimum 50%+ time commitment)
Mid Complexity - much more headspace and managing overlapping topics, issues, information etc. Supporting multiple individuals. 2 months on universal pay before this becomes available and according to organisation capacity and budget.
40/40/20 - Doing/ Cultivating (Sensing & Coordinating) with multiple individuals/ circles /Learning
* Fellow circle members vote
Max Complexity/Intensity potential recognition (C++): ($70k) +40k - (minimum 80%+ time commitment)
Max Complexity - Samara is your primary focus and devotion. Supporting and serving multiple circles, individuals, and the movement effectively. Individuals become eligible for nomination for this bonus after a minimum of 3 months of universal pay commitment before this band becomes available and according to organisation capacity and budget.
20/60/20 - Doing/ Cultivating (Sensing & Coordinating) with multiple circles & organisations/ Learning
*Entire organization votes
Commitment
% of your time & energy committed to Samara
Minimum commitment in Samara is 30% for typical regular contributions.
Members self-assess their commitment times in agreement with the group at the beginning of the cycle. After the cycle period the team can assess each-other and people can voluntarily change their % to reflect personal changes in time contributed or based on team assessment.
This process is a Community building exercise where once a Lunar Cycle (pick a moon phase) the team comes together to assess each-other anonymously. Each team has 1 treasurer who is responsible for setting up this tool (spreadsheet, typeform, etc) reviewing it and presenting findings.
Compensation Example
Jane is holding:
“Typical contribution B” | 80% Time Commitment
“Typical contribution A” | 20% Time Commitment
Intensity Badge C++ (1.571 Multiple)
Compensation Breakdown:
$70K *.80 (Time) *1.571 (Intensity)= $87,976
$70K *.20 *1.571 = $21,994
Total Compensation:
$87,976 + $21,994 = $109,970
