Fair Pay

We want everyone to be paid fairly and sustainably for their work at bleech. We want the process of how pay is set and changed to be transparent.

Each role will get a job scorecard that sets out what we expect team members to achieve in their role. We started with a job scorecard for Developers and will ad more for other roles in the future. The impact of each team member is evaluated against those expectations with a score system. Multiple scores are then calculated into a single impact score that is taken as a comparable figure to evaluate pay for the role across team members and teams.

 


Developer Job Scorecard

Mission

To implement technical solutions to meet the needs of specific client requirements. To work to our standards and deadlines to produce work that meets or exceeds the expectations of the client and your team. To value technical excellence and collaboration. To seek assistance as required and ensure you continue to develop your skills and actively seek out new experiences and opportunities to learn.

Principles

Ambitious – Invested – Reliable

Competencies

  • Self-organising – ​you take responsibility for your own schedule and workload. You know what’s expected of you each week and can confidently discuss competing priorities on your time.
  • Teamwork​ – you achieve your goals working with your colleagues and clients – you avoid being the hero and you’re never a team of one. You understand the reasons for our baseline standards and you stick to them.
  • Integrity – ​you set clear commitments and expectations and you do what it takes to meet those commitments.
  • Resilience and tenacity – ​you handle the difficult situations. When faced with a challenge, you step up to solve it and do not wait for others to work it out for you.
  • Sensitivity to others – ​you are polite and considerate to client and colleagues and understand that we’re all working toward the same goal.
  • Strong opinions, lightly held – ​you speak up, but you’ll listen to critique with open ears.

Impact Outcomes

  1. Preparation & Planning
    1. You fully understand the context of the projects and components you work on.
    2. You define the technical details of customer requirements in sufficient details and document your approach and assumptions before beginning work.
    3. You define and agree all work on support projects before implementation.
    4. You provide accurate estimates for work to be delivered and set realistic expectations of what can be delivered by when.
    5. You manage client expectations so they understand what they will see and when, and what feedback you need so the client is satisfied with what will be produced.
  1. Delivery
    1. You deliver the work you have committed to for the agreed deadline so that the rest of the project is not affected.
    2. You deliver work to meet or exceed client expectations of quality.
    3. You deliver work that meets your teams and the Technical Lead’s expectations of quality.
    4. You plan your own time appropriately to ensure the all non programming task are accounted for.
    5. You collaborate effectively with other team members and external suppliers to prevent misunderstandings, rejected work and defective tickets.
  1. Billable Time
    1. Your average billable time statistic has a value of 80% or higher.
    2. You check monday.com to ensure your planned work is correct and allows you to meet this goal.
    3. You alert your project lead in advance if you are unable to meet this target.
    4. You prioritise client work up to this target before engaging in other discretionary activities.
    5. You log all work done accurately in monday.com.
  1. Clients / Representation
    1. You manage client expectations so we avoid any unexpected client issues.
    2. You build rapport with clients and make efforts to build strong working relationships.
    3. You challenge the client’s preconceptions and assumptions so that we are adding value through our work.
    4. You hold yourself and your teams accountable to a high quality level.
    5. You deliver to agreed deadlines and budgets.

 


Impact scoring

In 1-on-1s at the start of every quarter (Jan, April, July, Oct), we evaluate a team member against the impact outcomes in their job scorecard using the A+++ to C scale.

This evaluation is done during the 1-on-1 by the team member and Technical Lead. The CEO will also review proposed evaluations with Technical Leads in advance, to ensure fairness across teams.

The scale for the subjectively assessed outcomes is:

  • A+++ – Widely recognised level of amazingness. Does and teaches. When people think of this skill, they think of you (or would if they knew you). This will be rare, even on our amazing team.
  • A+ – Does more than your team expects, even at our high level. Exceptional and noticeable skills.
  • A – Does as expected, at our high standards. Completely, utterly able to accomplish what is needed.
  • B – Could be more awesome. This is a good thing to work on over the next year.
  • C – This falls well short of our expectations and needs to improve significantly.
  • X – We don’t have enough evidence to give you a rating for this outcome right now.

Calculating impact score

We calculate an impact score using this formula (rounded to nearest 0.25):

((4 x Count(A+++) + 3 x Count(A+) + 2 x Count(A) +
1 x Count(B) + 0 x Count(C) + 0 x Count(X)) 
/ Count(*))

 


The Pay Review

A team member has the opportunity to ask for a pay review within 7 days after each impact score evaluation, so there are four opportunities per year, but there is a limit of one pay increase per year per team member.

Pay progression for a team member’s current role, will be based on the progression of the last three impact scores, so taking the past nine months into account. You must also not have any impact outcomes marked as X (not enough evidence) during the past three assessments to qualify for a pay review.

This review is undertaken by the CEO and a Technical Lead. It happens within 14 days of the request being made. Subsequent changes to pay would be back-dated to the 1st day of the month in which the pay review was requested.

 


How starting pay is set

During recruitment, we will undertake a theoretical assessment against the outcomes in a job scorecard for a new recruit’s previous experience of performing similar work elsewhere. This will give an initial impact rating which will determine the starting salary offer we make.

 


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