Quantifying Typical Unpaid 'Duties as Assigned' Contributions: The Value of Lived Experience
In "Quantifying Typical Unpaid 'Duties as Assigned' Contributions: The Value of Lived Experience," we examine the often-overlooked financial worth of Marc and Josie's contributions to their organization. Despite being on a fixed salary, they extend themselves far beyond their job descriptions, impacting fundraising, community engagement, brand value, influence, and intellectual property. This exploration seeks to quantify their extensive, yet unpaid, contributions and discusses the potential for equitable salary adjustments, providing a unique insight into the real value of lived experiences in the workplace.
Marc and Josie have become the go-to figures for public speaking engagements organized by their employer. They find themselves on stage or in front of a camera quite often, not just talking about the work they do, but also sharing their deeply personal stories. Every month, roughly 15 hours of their time is devoted to preparing and delivering these presentations. While they receive many praises and thank-you notes for their "compelling" stories, their paychecks remain the same. Their work outside regular hours goes unrecognized, at least in financial terms.
Fundraising Impact
Marc and Josie are not just employees; they are compelling storytellers who have helped raise around $10,000 each per month for the organization. They share their stories at special events, leveraging their lived experiences to connect emotionally with donors, inspiring them to open their wallets for a greater cause.
Community Engagement
Beyond fundraising, both Marc and Josie engage with the community at a grassroots level. Their work has resulted in approximately 100 hours of volunteer time each month, valued at $25 per hour. That's another $2,500 in community engagement value they bring to the table, enriching the very communities they serve.
Brand Value
Marc and Josie are more than just employees; they are ambassadors for the organization's brand. While it's hard to put a number on brand value, their stories and outreach activities add an estimated $1,000 per month per person in brand equity. Their narratives resonate with people, and that connection enhances the organization's reputation.
Influence and Reach
Both have substantial social and professional networks. They leverage these to increase the organization's reach, equivalent to about $500 in advertising value per month per person. When Marc and Josie talk, people listen, and that amplifies the organization's message far beyond its immediate circle.
Intellectual Contributions
Then come the projects, partnerships, or grants they've directly influenced. Let's assume their insights and networks have a hand in about $5,000 worth of successful grants or valuable partnerships each month. Their intellectual contributions are not just abstract ideas; they have tangible financial impacts.
Total Value Add
Marc and Josie each contribute a significant amount of value to their organization in various ways. Here's a breakdown of the total added value:
Per Person: Fundraising Impact: $10,000 per month.
Community Engagement: $2,500 per month (100 hours at $25/hour).
Brand Value: $1,000 per month.
Influence and Reach: $500 per month.
Intellectual Contributions: $5,000 per month.
Total Value per Person: $19,000 per month.
Total Value Annually per Person: $228,000 per year.
Calculating an Equitable Salary Adjustment
If an equitable salary adjustment is considered to partially close the gap between Marc and Josie's current salary and the total value they add, here are some possible adjusted salaries based on different percentages of the disparity:
The gap between Marc and Josie's current salary ($60,000) and the total value they add is $168,000. This means that their contributions are valued at $228,000 annually ($60,000 current salary + $168,000 gap).
Using this gap, the equations for the equitable salary adjustment at different percentages are as follows:
25% Adjustment: New Annual Salary=$60,000($168,000×0.25)=$102,000New Annual Salary=$60,000+($168,000×0.25)=$102,000
50% Adjustment: New Annual Salary=$60,000($168,000×0.50)=$144,000New Annual Salary=$60,000+($168,000×0.50)=$144,000
75% Adjustment: New Annual Salary=$60,000($168,000×0.75)=$186,000New Annual Salary=$60,000+($168,000×0.75)=$186,000
These equations show how the new annual salaries were derived based on 25%, 50%, and 75% adjustments of the gap between their current salary and the total value added. These figures offer a range of options for considering how much of the value-add disparity could be reflected in their salaries, while also acknowledging the organization's other financial commitments and constraints.
Our analysis in "Quantifying Typical Unpaid 'Duties as Assigned' Contributions" not only demonstrates the substantial financial and intangible value that Marc and Josie bring to their organization but also raises critical questions about the fairness of their compensation. By calculating the potential for equitable salary adjustments, we spotlight a significant disparity in how their contributions are valued versus compensated. This discussion serves as a call for organizations to reevaluate and recognize the true worth of their employees' multifaceted contributions, especially those stemming from lived experiences.