E.2 Compensation

Summary

This page names the factors that may shape staff compensation: location, role, and performance. No pay policy, benchmark, role band, formula, or amount has been adopted, and nothing here is a promise of pay. One principle is settled: performance is assessed against the roles a person actually holds, using E.1 Expectations. How scores relate to pay is undecided.

E.2.1 Location

Location may affect compensation; whether and how is not yet decided.

E.2.2 Role

Staff can hold Individual Contributor, Directly Responsible Individual, and Player-Coach roles, and these overlap. E.1.4 Mixed roles and predominant role notes that IC, DRI, and Player-Coach are not a managerial ladder and that how to determine a predominant role is not yet decided. Whether predominant role affects pay is also open.

E.2.3 Performance

Performance is assessed against the rubrics in E.1 Expectations. Per that page, a 3 means fully meeting expectations, and performance is kept separate from promotion. How a performance rating affects pay, if at all, is not yet decided.

E.2.4 Worked example

Once the policy exists, this section will work through an example: a person in India whose predominant role is DRI and whose performance is rated 3 out of 5.

E.2.5 Review and administration

Review timing, who approves changes, and how exceptions are handled are not yet decided.

Maintained policy text

The authoritative rules will live in A.1.5 Compensation policy once they are written.