Samara's Compensation Model
Premise
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 possibly SEEDS (if the organization has a reserve). This mix is determined by a "formula" that converts the USD Equivalent into the right mix of tokens. Each member can decide on the %DEFERRED, meaning how much of the income should be paid in SAMARA tokens vs. HUSD tokens. See the Samara Token page for more details on each of the tokens in use. The current income formula for Samara is
1 USD Equivalent = 1 SAMARA * (%DEFERRED) + 1 SVOICE + 1 HUSD * (1 - %DEFERRED)
Salary Buckets
Defining a salary for a role is an extremely difficult task to do. There are many, many variables playing a part in the decision to find a fair and equitable salary for everyone in the organization. Salary buckets determine the base income and complexity level of an assignment. This income is further adjusted (up or down) by pay bands that are rewarded as badges. For example, an “Seniority” badge can be awarded to recognize experience, skills or seniority. Note that badges are personal accomplishments, while salary buckets are tied to the complexity of a role.
Samara has three salary buckets, namely B1, B2 and B3. Each bucket represents a complexity level associated with the role assignment. See the table below for the current complexity levels - your 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
|
Commitment
We define commitment as “mindshare” (not how many hours per week you work in an assignment). For example, a commitment level of 100% is equivalent to having your awareness being fully present and focused on a single assignment. Members self-assess their base commitment level in agreement with the group (voted on in the assignment), but can then adjust the levels up or down based on individual circumstances, e.g. you may have to reduce your workload for one week or step out in the next week to go on a vacation trip, etc. Note that you cannot exceed your base commitment level at any time.
Minimum commitment in Samara is 30% for regular assignments. Please note that your total level of commitment for the sum of all assignments cannot exceed 100%.