Employee Salary Guide
This document outlines the salary tiers of Hypha employees and the evaluation process.
Each employee will perform a self-assessment to determine their *L* and *R* and discuss their evaluation at a meeting with all full members of the organization. *S* is determined based on hours in Clockify.
Salaries are reassessed at minimum annually, or more frequently, at maximum quarterly. If a new hire or existing employee negotiates a higher salary, we should reassess all roles to ensure pay consistency.
In the next *Annual General Meeting*, members will discuss:
- geolocation factors (e.g., location-based salary)
- whether to modify the senority tiers (e.g., granularity, multipliers)
- responsibility tier for back office lead roles
### Skills and experiences
**L0**: Entry-level with proficiency in a few core skills for relevant position. Not self-sufficient and needs mentorship and peer learning to progress.
**L1**: Years using core skills for relevant position. Able to self-motivate and independently acquire new skills as required for the role. Needs mentorship for problem setting and strategy but self-sufficient in execution.
**L2**: Many years with core skills and broad set of adjacent skills for position. Self-motivated, self-managing, able to mentor others, and have done a full cycle (start, mid, end, fail) of relevant projects. Trusted to sign off on deliverables relevant to areas of expertise.
**L3**: Confident with core skills, adjacent skills, leads and mentors others. Brings their own distinct approach to a relevant position to articulate and execute. Widely regarded as domain expert internal and external to the organization.
**+1L**: A +1 modifier may be applied if necessary to fill a position requiring a skill with high market demand.
**R0**: Meets [good member requirements](https://handbook.hypha.coop/member-workers.html#being-a-good-member). Requires support in defining tasks.
**R1**: Takes ownership of key deliverables and occasional leadership of small initiatives or sub-initiatives within larger initiatives. Supports others in small ways (e.g., peering).
**R2**: Leads initiatives and/or back office functions regularly and reliably. Defines objectives and tasks, ensures the quality of deliverables, and manages internal and/or client and partner relationships. Often serves as point person to interface with internal and external teams.
**R3**: Leads one or more major initiatives regularly and reliably. Serves as point person to long-running client initiatives. Actively contributes to developing the organizational strategy and represents the organization publicly.
### Seniority in organization
**S0**: A new employee who is not yet accepted as a full member.
**S1**: A full member who has spent less than a third of *M* hours in the organization based on total hours worked since August 1st of 2019.
**S2**: A full member who has spent less than two thirds of *M* hours in the organization based on total hours worked since August 1st of 2019.
**S3**: A full member who has spent more than two thirds of *M* hours in the organization based on total hours worked since August 1st of 2019.
**+1S**: A +1 modifier is applied to a *Founding Member* of the organization.
**M represents the maximum work hours for a single employee since the incorporation date of August 1, 2019. This is calculated as 400 hours multiplied by the number of quarters since July 1, 2019.*