# Compensation Principle

### Median Pay

We follow a level-based structure corresponding to each [Ascend Level](https://playbook.thevantageproject.com/evolving/basics-of-ascending#ascend-paths). The idea is to prevent salary (base pay) from becoming a guessing game. It's simple and straight forward.

[**DEEP DIVE**](https://docs.google.com/spreadsheets/d/18VyIU74VTjJ9m1lkchmo_aAn5KN3GkpSpjbOH_QiZGM/edit?via_commande=true#gid=461665169)

Earnings here have 4 components:

1. **Base Pay:** This is decided by the level-based structure and is a function of your skill level and status on the [ascend path](https://playbook.thevantageproject.com/evolving/basics-of-ascending/)*.*<br>
2. **Success Pay:** This is a function of the process you are the part of and usually adds another \~1x on your base pay. Success payouts occur when you win.<br>
3. **Equity:** This kicks in at level 3 as an additional percentage of your base and is dispursed monthly through liquid tokens.<br>
4. **Equity-based dividends:** Dispersed annually, and in equal-weighted ratio of token holdings.

This structure eliminates the need for a manager that decides your price.\
Instead, it lets your actions do it in a permissionless environment. Thus, putting you in control.

The system is designed to afford personal growth with unlimited upside and limited downside.

&#x20;

Recommended read:

{% embed url="<http://chamatharchive.com/liquidity-and-team-turnover/>" %}


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