Organization Settings
Last updated
Last updated
The compensation algorithm of Collabberry is the core of the product. The settings are crucial to understand and set up correctly to adjust the algorithm to work optimally for your needs and organization type.
Collabberry's compensation is based on two components - agreements and peer-to-peer assessment rounds ran after every period. Assessment Round Settings are those peer-to-peer assessment rounds which are utilizing the wisdom of the crowds in orde to measure and adjust value brought by each contributor.
This setting shows how often a peer-to-peer assessment round will be ran, and therefore what's the compensation cycle.
Weekly means that contributions are tracked and contributors assess each other every week,
Biweekly - every 2 weeks
Monthly - once a month
Quarterly - once every 3 months.
As a default value at Collabberry we advise using Monthly cycle for compensation, as running it more often might feel like an admin task for your team. Quarterly or Anually (coming soon) are appropriate if you use Collabberry to distribute bonuses.
Shows when is the start date of the period you're running compensation for. Every cycle it will automatically update.
Assessment Start Delay - how many days after the compensation period the round should start
Assessment Duration - for how long the p2p assessment round should be open
Performance Adjustment Rate - What's the maximum deviation from the base salary in which the peer-to-peer assessment can fluctioate. We suggest using 20%. Having a very high PAR might make the contributors feel unsafe, that they won't know how much to expect monthly, but 20% is still sufficient to see and feel the impact of the p2p assessment.
Treasury Funds - Optionally you can provide us with your current treasury balance, and we'll do the calculation of your runway and predictions based on the rounds ran dynamically.
Let's take as an example the settings that we have in Collabberry for our own internal compensation.
Our compensation period is set to monthly, having as a start date the first of the month. This means that the compensation period for which the peer to peer assessment round will be ran is 1st of Month - 31st of Month, (1st of Jan - 31st of Jan)
Our assessment delay is set to 1 day, so the round will start on the 2nd of Jan, so that the contributors have time to reflect on who's done what in the past month, and also generate certain reports if needed. For instance internally we compile a single notion page with all the team priorities of the past month, collecting them from our weekly meeting notes. Our assessment duration is 5 days, so the team has 5 days to fill the assessment forms for everyone in the team they've worked with.
Our Performance Adjustment Rate is set to 20% (the default one). This means that our base salaries can grow or drop with 20% each month based on the assessments by our peers.
We at Collabberry have a multisig holding all our funds, we've set the amount in the trasury in the settings. Now based on every months spendings on compensation, Collabberry calculates approximation on the runway if the team remains the same.
