| A | B | C | D | F | G | H | Y | Z | |
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1 | Criterion Institute Compensation Calculation | ||||||||
2 | Role: Consultant / Team Member | ||||||||
3 | Note, all compensation is in USD, and paid to team members in USD. | ||||||||
4 | |||||||||
5 | Base Compensation | Annual Value | Your Value | ||||||
6 | All team members start with the same annual base compensation. This salary is competitive with starting salaries in our peer organizations. If we decide to raise compensation based on a cost of living increase, we would increase the base compensation for everyone. | 60000 | 1 | 60000 | |||||
7 | Compensation based on experience. In addition to the base salary, this sets the core compensation for the team member. | ||||||||
8 | Increase in core compensation tied to years in related fields. Time working in finance or social change, or in applied, targeted education programs. This would include time working at Criterion and on the anniversary of the first contract would increase every year. | 1000 | 0 | 0 | |||||
9 | Increase in core compensation for years working in positions where there is an explicit role working at the intersection of social change and finance. This increase is only for years PRIOR to time at Criterion. | 1000 | 0 | 0 | |||||
10 | Increase in core compensation for years actively engaged in Criterion's network, either as a friend and ally, in relationship through one of our partners or as a member of the team (either as a volunteer, contractor, or employee). | 2000 | 0 | 0 | |||||
11 | Total core compensation reflecting years of experience. This core compensation would automatically increase each year by 3000 on the anniversary of your contract. | 60000 | |||||||
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13 | Additional compensation based on responsibilities. This compensation would be added or subtracted if the team member stepped into our out of these roles. | ||||||||
14 | Additional compensation for leadership in the organization managing a function or a team. | 6000 | 0 | 0 | |||||
15 | Additional compensation for leadership of an individual program strategy or strategies. | 6000 | 0 | 0 | |||||
16 | Additional compensation for leadership tied to the pillars of our strategic plan (Advisory Board Liaison). | 6000 | 0 | 0 | |||||
17 | Leadership tied to implementing approaches aligned with achieving one of the 3 results. | 6000 | 0 | 0 | |||||
18 | Additional compensation for responsibility for financial reporting or directly managing for revenue and expenses. Significant responsibility (6000) Oversight responsibility (12000). | 6000 | 0 | 0 | |||||
19 | Additional compensation for taking on the management responsibility for having any direct reports. | 3000 | 0 | 0 | |||||
20 | Additional compensation for each direct report or reporting relationship where there is indirect responsibility. | 1200 | 0 | 0 | |||||
21 | Total compensation before benefits | 60000 | |||||||
22 | |||||||||
23 | Benefits, including vacation, insurance, and other employment related expenses. For employees we pay for these benefits directly. For contractors we pay a flat rate compensation. The formula for benefits is 50% of the base salary. If we raise the base salary due to cost of living increase, compensation for contractors will also increase. For employees, Criterion absorbs the increased costs of benefits directly. | 30000 | 1 | 30000 | |||||
24 | Total annual compensation | 30000 | 90000 | ||||||
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27 | Monthly | 7500 | |||||||
28 | Days working per week | 3 | |||||||
29 | Monthly Rate by # days working per week | 4500 | |||||||
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