Given that we have different people all around the world that live under different economies and benefits, it helps to come up with a salary policy that was both simple and fair.
You are paid a little better than someone with your same job in your geographical area (so it’s adjusted for cost of living).
The goal of this policy is to remove salary as a something employees think about. Basically, people at Intempt should know that they are paid well compared to their peers. In other words, Intempt employees are not going to find a better paying job somewhere else, unless they are willing to move. And if they are, we're open to that and we'll adjust their salary accordingly (both up and down).
Once a year or so, we review the local averages from online job sites and look at how much each employee could get if they got a similar job in their same geographical location now, and we adjust each person's salary accordingly. It's subjective, but we discuss it together one-on-one and come up with a figure that makes both of us happy.
We want salary to not be part of the equation, people should do their best work not for a raise, but because they want to. Again: people want Autonomy, Mastery and Purpose, all things we try to provide as an employer.
How we calculate the cost of living.We get the relative cost of living in USA, Poland, Lithuania, Ukraine from the Consumer Prices tables. We get the relative Consumer Price Index for the US from the Bureau of Labor Statistics' Consumer Price Index tables.We take the latest data available from each and combine them, coming out with a score for each country we hire in. We use this regional score to weigh the seniority amounts.
We've spent some time thinking about who consistently gets performance bonuses and why. We firmly believe it's the folks that have a growth mindset and are continuously learning.
Over time, we have found that folks that embrace a growth mentality are the ones that do well to earn bonus awards.
Intempt is a Learning Organization
The problem is that "being good" is not good enough. Each of us has a yearning to keep learning new things all the time, to get better. We're all passionate about it, but we realized that with the day-to-day routine, we rarely had time to dedicate to learning new things.
The first thing we decided was that we should encourage everyone to set some time aside each week for learning (roughly 3-5 hours a week).
You don't have to do it each week, you can manage it whichever way you'd like. Each person can choose to pick work-related topics. Expenses for learning topics related to a person's job can be reimbursed as a shared responsibility.
These expenses can be books, classes or talks or online learning groups - the opportunities are endless!
To make sure we take this seriously, we also added these questions to the ones we always go through in our 1-1 meetings:
- Are you on track with your professional development?
- Are you learning enough (on the job or in PD time)?
- Think long term: are you working on what you want to get better at, or should we change something?
Performance Levels & Bonus Trigger
At the end of every year, Intempt gives a performance bonus to employees that go above and beyond their normal core-competency. Beginning in 2021, this gift comes in the form of a bonus.
There are three performance levels that trigger a bonus, “Very Good” triggers 1-month bonus, “Excellent” triggers 2-month bonus and “Outstanding” work triggers a 3-month bonus.
Please note that participation in the bonus program is voluntary and it’s intended for employees that want to push for higher growth and performance, above and beyond their base salary.
All bonus determination is made by your direct manager and the “Small Council” of the longest tenure Intempt employees, so it’s peer regulated and strictly based on a voting protocol. No executive overrides/bias are allowed.
Work at Intempt
If you want to work at Intempt you can check our job ads here