FBA Contract: Difference between revisions

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=Work-Study and Pay=
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Students earn based on documented capacity. There are 3 capacities: production, operational, and executive. These correspond to the builder track, management track, and replication track. Production capacity is the ability of the aspirant to produce to know quality control specifications. Operational capacity is the more integrated perspective of production, workflow and space setup, tooling selection, and parts supply on site. Executive capacity adds logistics, scheduling, admissible parts lists, and business modeling to make production happen.
 
Pay in the Future Builder Academy apprenticeship is set by:
#Student producing an up to 5 minute time lapse showing one instance of a build. This shows basic production capacity.
#Student producing a production run time lapse showing multiple instances over an extended period of a full day's work. This shows workflow, time, and energy management aspects
#Students also document enumerated quality control points by taking pictures of these specific points, including measurements or features
#Collecting their own data of build time per product, and analyzing the data collected from other participants - for production baselines under real working conditions.
#Baselines are used to determine pay corresponding to complete novice
#Data collection is repeated every 6 months, in which case context switching is examined for setup time between different tasks - of which there is a large number. Therefore, the first data collection explores skill and workflow, and the successive data collection sessions are
#Work that does not meet quality control must be corrected or redone. Accounting is made for wasted materials. Waste is subtracted from production value at face value, ie, if a mistake destroys material, that value is subtracted from value generated.
#Value generated is essentially boiled down to product per hour = pay per hour. Thus, a time quantity per task can be established - counting the overall day workflow, not an individual instance. Therefore, the single instance of a build is not counted as the official productivity rate - given that setup, transition time, materials prep, tooling, etc - all require significant time on top of actual work. Hence,
#Pay scale ranges from minimum wage ($14) to $35 as outlier pay for plain build work for carpenters. See [[OSE Pay]] for expectations.
#Once the aspirant gets into management roles, the pay rises accordingly. We are developing this pay scale strategy.
 
=Pay Meta=
The above intends to be a merit based system where people earn according to their productivity. People are incentivized for performance because higher performance means higher pay. The organization itself (OSE) is incentivized to teach methods effectively - as revenue in the OSE cross-subsidy model relies on production. The student is expected to absorb learnings effectively.  The full day's  data collection examines the ability of the student to self-manage. Quality control points assure consistent results. This system protects OSE from paying for non-work or re-work, as work that does not meet quality control does not count towards productivity. This way, efficient production remains the baseline for organizational growth.

Latest revision as of 17:46, 7 August 2025

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