The Staff is composed of the following Operational Functions:

Security
Intelligence
Facilities
Acquisitions
Design
Selections
Training
Futures
Promotions
Transportation
Materials
Research and Development
Enviornmental
Recreation
Partnerships
Legal
Medical
Diplomacy
Auditing

How the Staff's Operational Functions are applied...

Our organization is based on adaptations to needed functions rather than fixed titles to define a persons responsibilities.

We move people to areas that need a given talent rather than firing someone when a 'position' becomes redundant.
We focus on developing peoples talents as they develop and maintain our operations...no such thing as an engineer for life, or secretary for life...careers or long term assignments in this sense are not available.....we are about human development and organizational adaptation, not the status quo.

A person may serve multiple functions based on talent and interest and our needs...including multiple functions which have nothing to do with one another...giving each person an opportunity to not just stretch their abilities as a person, but also in sorting out of professional opportunities that are most satisfying.

To discourage a class system from forming and blocking people from lateral and vertical movement, we emphasize the importance of everyone partaking in the completion of the work, this includes all "grunt" work.

That means being an "exec" will not keep you from sweeping up trash, giving out flyers, painting a building, or any of the other "meanial" and repetative tasks that are necessary to maintain a system.

Everyone works toward common goals, so in practical terms if all the promotions work is done for the day and engineering, R&D, or legal need help, you will be made available to them rather than expecting the specialists to do all the work themselves....more talented people to work a problem means less time spent on it and quicker solutions.

This is also a way of encouraging a group consciousness, a community of common interests in which everyone takes part of the responsiblity of success, and in its rewards.

Everyone (regardless of how "high" or "low" they may be perceived to be) can apply anytime for further advancement, and based on commitment and demonstrated/tested talent, will receive investment of time, material, and effort best suited to advance that person to their desired destination/plane of existance.

Those who's interests outstrip the limitations of SSF will have opportunities with Seattle Commonwealth, The Commonwealth for Human Ideals, UW Cola, or C-Systems itself.


Leadership
The Chief of Operations, and the Daily Operations Director are the top authorities...a DOD has not been selected yet.
The Chief is Charles....has only ONE name.....
so proper etiquette means a formal rather than a personal referral....as in...how are you Chief or goodbye Mr. C.


Practical Responsibilities
The staff primarily is tasked with helping those in Seattle Proper, to become aware of SSF offerings, to promote peoples leisurely participation in our program, to help people start a franchise from our program, also to make sure that the quality of our offerings is maintained indefinitely.

Early on, as we start, we need Staff to focus on helping the would-be franchise developers with the tasks of creating the franchise....finding people to participate..making sure they have all the resources before, during, and after funding by us..

This to be done in parallel to staff-developed franchises, both to make sure that the program is fully implemented and to work out the kinks of each franchise idea, and come to a more clear understanding of how each franchise needs to be supported and what the limitations of staff may be.


Hours and Compensation

Our Budget makes allowance for about 4000 weekend and 2400 weekday employees (at our peak, and fully funded).

[  Seperately from our festival budget there will be a collectives budget for the creation of a shared-profit development system, our collectives.
This group will function separately from SSF festivities and will not be subject to general SSF staff.....its funds will come directly from C-Systems or from the investors...transfers to and from this group will be possible.....details to follow...]

Weekday periods...

(800 people) 7am-1pm...
(800) 12pm-6pm...
(800) 5pm-11am...

Weekend periods....

(2000) 7am-3pm
(2000) 230pm-1030pm

1 hour/half hour overlaps to help with transitions, to minimize problems.

As practice informs us of our actual needs...which are bound to change regularly..these timetables are set to change as well...they are just a guide.

The weekday shifts work 30 hours each week for a pay of $3,600 per month ($30/hr).  The weekend works 16 hours each week for $2,000 per month ($31.25/hr).

The first 90 days is an evaluation period.

Pay is at 70% of hiring rate.
Upon successful completion of evaluation, the other 30 percent is paid as a signing bonus, with up to 100% of this sum added, if the person demonstrates a consistently excellent work ethic....in every sense.

Meaning: $2000 weekend pay = $1400 + $1400 +$1400 + signing bonus of $1800-$3600 (if signed to stay as employee)


(Special Note)

If you want to be a Staff Employee...BEFORE we are funded...you are in-effect a staff volunteer, without the volunteer hours.
The rules of compensation are that you get pay at the same 70% rate.....with backpay from the day you started to the present, as soon as we have the money.
From the day we go public we expect to have sufficient funding to be at 25 percent of budget (minimum) in the first 3-4 weeks, at 50% within 4-6, and 100% at 6-8 weeks.
Make plans and preparations accordingly.


Work Spaces

We aim to build our HQ at greenlake within the next 12-15 months, and have some 2 dozen neighborhood bases of operation.

We start with nothing.

Our gatherings will be wherever we can manage...backyards, garages, parks, parking lots, etc..and of course online.....a mix of public and volunteered spaces.

Unless a large infusion of cash comes quickly, we will start with small neighborhood offices corresponding to where there is greatest interest in developing the program.

We will likely transition to 3 zones to complement the neighborhood locations..

north........probably near northgate
central.....somewhere downtown
south.......georgetown/south park area.






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