RO Concepts That Guided My Practice

Speaker A Was a long way from anything close to what you'd see in Stratified Systems Theory books. And over time we implemented a lot of the principles in that organization. One of the things that we picked up, and I think it's now become more accepted on a broader basis, is the role of an individual contributor. And we actually use that word now for a lot of roles in the company and it influences the way we look at those roles in terms of accountabilities, in terms of pay. We've got a structure where we can pay individual contributors a lot of money as if they were in the management ranks, and yet we don't get confused about having them do managerial kinds of things. And so we have several roles in the company where they're the individual contributor, the senior engineer, the senior It person, or the senior regulatory person without a lot of management responsibility, which I think was a concept that we took out of Stratified Systems Theory, a couple of areas where we haven't been as successful in It. We implemented pay practices where we tried to use the pay systems that Stratified Systems endorsed and with some success in It, we had less success spreading that throughout the corporation and it was going probably against some norms or some basic HR practices that were just too hard to overcome. Although what I have seen over time is the concept of differentiation within a role based on pay and making sure that we link pay up to the performance rating has become more widespread than it used to be. So that piece of It has been accepted pretty well.