When introducing projects and initiatives within a team, the competence criteria are relevant to ensuring organisational effectiveness and is used for evaluation and definition of contribution level and value per level.
|
|
Level 1 |
Level 2 |
Level 3 |
Level 4 |
Level 5 |
|
|
Individual |
Team Member |
Manager |
Leader |
Executive |
|
Level 1 Roles |
Worth |
Regulation |
Reliability |
Transparency |
Humanity |
|
Level 2 Processes |
Commitment |
Autonomy |
Passion |
Harmony |
Immunity |
|
Level 3 Structure |
Respect |
Courage |
Security |
Justice |
Unification |
|
Level 4 Strategy |
Accountability |
Flexibility |
Creativity |
Responsibility |
Generation |
|
Level 5 Specialist Skills |
Collaboration |
Uniqueness |
Excellence |
Integrity |
Expansion |
Contributor Maximum Potential Share of Income/Revenue Calculation Methodology
Each collaborator is evaluated based on their contribution by level and collaborator assessment results. After project costs have been accounted for, the gross margin becomes an income 'pool' for collaborator remuneration. Actual collaborator remuneration amount is calculated by determining the total points amount for the project, then dividing the total income pool by the total points that amount to result in a $ value per point. Each Collaborator receives the net $ value, adjusted based on project assessment and evaluation. Adjustments may consider client refunds should KPIs not have been met due to collaborators failing to meet their agreed impact criteria. The maximum awarded points are provided below. Level is assessed on actual contribution post-evaluation not intended contribution pre-project commencement.
|
Roles |
Level 1 |
Max Points |
|
Individual |
||
|
Worth |
0 |
|
|
Processes |
Commitment |
0 |
|
Structure |
Respect |
0 |
|
Strategy |
Accountability |
16 |
|
Specialist Skills |
Collaboration |
60 |
|
Roles |
Level 2 |
Max Points |
|
Team Member |
||
|
Regulation |
0 |
|
|
Processes |
Autonomy |
0 |
|
Structure |
Courage |
0 |
|
Strategy |
Flexibility |
204 |
|
Specialist Skills |
Uniqueness |
420 |
|
Roles |
Level 3 |
Max Points |
|
Manager |
||
|
Reliability |
0 |
|
|
Processes |
Passion |
0 |
|
Structure |
Security |
0 |
|
Strategy |
Creativity |
780 |
|
Specialist Skills |
Excellence |
1320 |
|
Roles |
Level 4 |
Max Points |
|
Leader |
||
|
Transparency |
0 |
|
|
Processes |
Harmony |
0 |
|
Structure |
Justice |
0 |
|
Strategy |
Responsibility |
1932 |
|
Specialist Skills |
Integrity |
3040 |
Level 5 Impact and Purposeful Innovator CIC Project Revenue
For all novel projects brought forth by PI at company inception, PI will receive an income equivalent to the maximum point allocation of Expansion. This is 5800.
|
Roles |
Level 5 |
Max Points |
|
Executive |
||
|
Humanity |
0 |
|
|
Processes |
Immunity |
0 |
|
Structure |
Unification |
0 |
|
Strategy |
Generation |
3852 |
|
Specialist Skills |
Expansion |
5800 |
For projects that have been conceptualised and are being rolled out as a pre-package, PI will receive an income equivalent to Level 4 (3040) or Level 3 (1320), based on how much involvement is required to the strategy development and operational management, respectively.
|
Roles |
Level 4 |
Max Points |
|
Leader |
||
|
Transparency |
0 |
|
|
Processes |
Harmony |
0 |
|
Structure |
Justice |
0 |
|
Strategy |
Responsibility |
1932 |
|
Specialist Skills |
Integrity |
3040 |
|
Roles |
Level 3 |
Max Points |
|
Manager |
||
|
Reliability |
0 |
|
|
Processes |
Passion |
0 |
|
Structure |
Security |
0 |
|
Strategy |
Creativity |
780 |
|
Specialist Skills |
Excellence |
1320 |