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Samara's Compensation Model

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 compensation in Samara is based on a token mix that consists of SAMARA equity/value, SVOICE voice token, HUSDHUSD  - 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

Compensation for contributors

Currently every contributor to Samara is compensated in the following way:

  • 1$ contribution can be compensated with 1 SAMARA or with 1 HUSD (these are the only two token types currently available in Samara)
  • Contributors request the HUSD they need to cover their fiat needs (This is intended to allow people to free up their energy and be able to contribute to Samara by covering the living costs they would otherwise have to invest elsewhere to get)
  • The rest of their contribution (Total contribution - HUSD amount) is compensated in SAMARA, multiplied according to the multiplier in place at a specific time
  • Contributors choosing to get compensation in SAMARA and taking the risk of the future uncertain value of SAMARA are compensated more (based on the multiplier) for the trust and willingness to accept SAMARA instead of HUSD which can be used immediately.

Example: 

  • One contributor has a 5,000$ contribution in a lunar cycle and he needs 1,000$ HUSD as fiat needs.
  • The 5,000$ contribution is made by 1,000$ HUSD and 4,000 SAMARA; 
  • The 4,000 SAMARA are being multiplied by the current multiplier (1.8 at this stage), so 4,000 x 1.8 = 7,200 SAMARA

Compensation for investors

11$ USD Equivalentinvestment = 1 SAMARASAMARA, *multiplied according to the multiplier in place at a specific time.

Current distribution of tokens to contributors and investors

The current way Samara allocates tokens is through this spreadsheet (%DEFERRED)Compensations +sheet) 1.This SVOICEis far 1from ideal but works as a record of all the contributions to Samara. It details contributions and tokens for each month or for a specific lunar cycle, and the exact amounts of SAMARA, HUSD *and (1SVOICE.
-
%DEFERRED)

Salary Bands

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. 

For these early stages Samara is using three salary bands, namely B1 ($70k/year), B2 ($90k/year) and B3 ($110k/year). These bands are directly connected with the commitment levels, B1 for up to 49%, B2 for 50% - 79% and B3 for over 80%. 
bands1.png

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 propose their commitment at the start of the cycle period and self-assess their actual contribution level after the cycle period ended and can then adjust the levels up or down to reflect personal changes in the contribution or based on the results of the Collective Evaluation process. 

The Collective Evaluation process is a Community building exercise where at the end of a cycle the team comes together to assess each-other contribution.

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%.

Future models for role and badge archetype

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. 

image-1618346901310.png

Salary Bands - future model

Samara is analyzing a model with an universal, unique band, and two additional levels of rewards for complexity/intensity. 
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