OSE Pay Strategy

4 Year Programs

• People move to the very top of each comparable industry standard work category, such as carpenter. Zip recruiter shows 2% as the very top tier, see for example SEH Revenue Model Development. Thus, it is reasonable to use this pay scale as the 'top' in that categorgy.
• At the point of top 2 percenter, person advances to the next more integrated set of responsibility. Such as manager, designer, entrepreneur, etc.
• Anything other than advancement - based on OSE's requirement of lifelong learning in the selection process- means that the person is not in the right area, or OSE made a poor choice. OSE assumes that the person will be able to meet the requirements for advancement - if OSE granted admittance to the person. This requires discipline on the part of OSE to not accept people who OSE deems could not meet the requirements. This is obvious here - people have to meet certain requirements.
• OSE promises top pay after 4 years of OSE work - for everyone no exception. This means that people who pass the test make it - those who don't have an opportunity to enter a different track.
• In general, first 4 years are about learning the culture fully. People pass for culture, not competency. Because culture guarantees competency. Hence, if a person did not make the grade, they can try a different track. Rationale is that the 4 year program has a certain set of requirements, and we do not accept people into the program if they do not think they can make the grade after 4 years of indoctrination.
• Pay scale can be complicated, but we simply use top 2% as our top standard. Then we move into a new class of earnings. It seems quite ambitious to be a top 2% organization. However, this is not elite. We do not take people who are at the top, we grow them to their full potential every 4 years on a given track. This means that the project can scale - with average people who decide to take on the responsibility to produce extraordinary results. Through OSE culture of transcendent (post-scarcity) open collaboration based on best practice (economy of integration, modularity, lifetime design, courage (to take on pressing world issues that serve many people).

Notes

1. The nominal starting figure for a build manager running a 24 person crew is $95k per year.
2. All the figures above may change based on data collection, with a general 50/50 share of revenue going to worker and OSE in productive roles. Ie, however much someone earns, OSE should be generating as much value from that based on product sales. This allows OSE to grow towards the goal of opensourcing the economy.