Compensation for I to I Trainings
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Lewis Daniels
Jun 13, 2011, 1:29:43 PM6/13/11
to RT-Google List MKP-CO, Peg Pandolfi, Evan Lasky
Kado,
As agreed, I studied the attached proposal from Stephen Pollitt for compensation for I to I trainings. Here are my comments and suggestions.
Analysis
There are many things to consider with regard to compensation in an organization that has both paid staff (weekend leaders and others compensated for weekends, Exec. Dir,) and volunteer staff (weekend non-leader staff, MOS, Round Table, and on and on). There are perhaps criteria for determining who gets paid and who doesn't but if they exist, I've never seen them.
Suggested criteria are:
1. Amount of time spent doing the activity
How frequently does the man engage in this activity and how much time must be committed to the activity?
2. Certification requirements for performing the activity
Is there significant time, and perhaps cost, devoted to getting certified to perform this activity? Does the activity require specialized skills (accounting or IT, for example)
Surely, there are many other criteria to be considered. Whatever we decide, the system must treat men fairly without rewarding some more than others just because...
Ultimately, we have to ask a) are we accomplishing the stated mission, goals, etc. and b) is the work sustainable, e.g. we are not burning people out we are able to get people to participate.
The proposal by Stephen Pollitt is unique in that compensation is in the form of a credit that can be used for InnerGold/MKP trainings; it is not direct pay.
We could determine that the organization should have three levels of compensation:
1. Paid staff
2. Staff paid with credits
3. Staff that is totally volunteer (e.g. no pay)
Recommendations
My recommendation is that we adopt the proposal on a trial basis. This makes sense since the I to I leaders are requesting this form of compensation.
I further recommend that we study InnerGold/MKPc compensation and develop a comprehensive compensation system. In my opinion, this is not an urgent matter.
Lewis
As agreed, I studied the attached proposal from Stephen Pollitt for compensation for I to I trainings. Here are my comments and suggestions.
Analysis
There are many things to consider with regard to compensation in an organization that has both paid staff (weekend leaders and others compensated for weekends, Exec. Dir,) and volunteer staff (weekend non-leader staff, MOS, Round Table, and on and on). There are perhaps criteria for determining who gets paid and who doesn't but if they exist, I've never seen them.
Suggested criteria are:
1. Amount of time spent doing the activity
How frequently does the man engage in this activity and how much time must be committed to the activity?
2. Certification requirements for performing the activity
Is there significant time, and perhaps cost, devoted to getting certified to perform this activity? Does the activity require specialized skills (accounting or IT, for example)
Surely, there are many other criteria to be considered. Whatever we decide, the system must treat men fairly without rewarding some more than others just because...
Ultimately, we have to ask a) are we accomplishing the stated mission, goals, etc. and b) is the work sustainable, e.g. we are not burning people out we are able to get people to participate.
The proposal by Stephen Pollitt is unique in that compensation is in the form of a credit that can be used for InnerGold/MKP trainings; it is not direct pay.
We could determine that the organization should have three levels of compensation:
1. Paid staff
2. Staff paid with credits
3. Staff that is totally volunteer (e.g. no pay)
Recommendations
My recommendation is that we adopt the proposal on a trial basis. This makes sense since the I to I leaders are requesting this form of compensation.
I further recommend that we study InnerGold/MKPc compensation and develop a comprehensive compensation system. In my opinion, this is not an urgent matter.
Lewis
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