Pay Scale

As partof our process to become a Montana Public Benefit Corporation (B-Corp) in Spring 2020, Spark Architecture has fully transparent compensation guides. Salary levels range from 5 to 15, meaning that the maximum gap between lowest and highest paying positions is capped at a factor 3.                                           

Cash compensation                        

Annual Full-Time Salary Base compensation = Salary Level (5-15) X Multiplier                                               

Additional Share Compensation                       

Annual Shares = Salary Level (5-15) X Share Multiplier; rounded to closest integer.       

The share multiplier is calculated as the difference between the multiplier we would like to pay down the road (10), and what we can currently afford given previous year’s profits. As an example if the current multiplier is 4, the share multiplier would be 6%. If your position is rated a “10”, you would earn 6 shares at the end of a full year in additional to $40,000, and the benefits outlined below. Shareholders receive additional annual dividends.                    

        Position / Steps         I    II    III    IV    V    VI

        Leadership         10    11    12    13    14    15

        Design & Production     6     7     8     9    10    11

        Support and Specialty    5     6     7     8     9    10

Additional Benefits

As you will see outlined in the corresponding sections, qualifying employees receive ten (10) Holidays/Year, as well as learning days (starting at 2/year), and Paid Time off for sickness, wellness, vacation etc (starting at 13/year). In addition we cover for the following costs on top of your salary, amounting to between 30 and 50 percent additional cash expenses covered by us:

Part Time, hourly and contract employees                       

1: Establish equivalent Annual Salary Base above                   

2: Qualifying “Exclusive” Part Time  Positions of 50% or more is percentage of Salary Including benefits.”                   

3: Hourly Part Time Positions: Divide Annual Base Salary by 2,000 for hourly rate.       

4: For Contract Employees (Labor Law Restrictions apply) – add current benefit/payroll cost percentage (44% In 2019).           

Steps / Growth Measures

Growth Measures/Steps:        I    II    III    IV    V    VI

Learn and keep growing throughout your career at Spark. While each job description has some specific performance criteria, the overarching logic is outlined/ below.

 We review your responsibilities at a minimum of once a year, to ensure your job description and ranking accurately reflect your contribution.                                                   

Responsibility – Step Weight  (50%)    

15%    Size/Quantity of work.     For example: responsible for 1-12+ M Construction Dollars / Year                   

15%    Quality of work.     May be demonstrated by awards, client and contractor feedback, referrals, win-rate, endorsements.                   

10%    Overall Complexity.    For example: responsible for 1-30 initiatives/ projects   

10%    Supervision and Coaching     Requires < – > Provides significant supervision/ coaching/ guidance       

Experience – Step Weight (35%)   

15%    Industry Experience  (Years)    Relevant total Experience, including education. 0-4 / 5-10 / 11-16 / 17-22 / 23-30 / 31+                   

10%    Unique relevant expertise/credentials    I.e. Expertise in target market /  tool / design relevant to position. Might be documented in award, credentials, publications, or specific experience years (1-18+ years immersion).                   

10%    Spark Experience    Experience at Spark, including internships: 0-4 / 5-10 / 11-16 / 17-22 / 23-30 / 31+       

Culture – Step Weight (15%)15%    Spark Citizenship    Basic Alignment < – > Active Advancement specific to values and mission