Willit
  Your True Value has never been more clear       
  Real Money -  Backed by the Will of The People
 
  A Systemic Reform Movement Solution - Created by: AdvanCN.org - W. Iamwe, Trustee
 
    BENEFITS  
  1 Willits calculate an individual's energy output and ensures fair compensation regardless of nationality, race, or gender.  
     
  2 You can never lose Willits nor have them stolen from you.  
  3 Willits never deflate or inflate in value and ensure price stability for all products: Groceries, gas, clothing, luxury goods, and services.  
     
  4 Willits are naturally produced and only exist as long as you do. Thus, wealth concentration and unfair advantage is prevented.  
     
  5 Willits are backed by your energy output and the energy output of all members of society, and cannot be arbitrarily created and distributed, and thus ends fiat money.  
     
  6 Willits have an auditable trail to ensure accurate accounting and reporting on the true state of our economic output and efficiencies.  
     
  7 Not taxable!!! All the Standard Needs of society, including the needs for administration and governance are provided by the People through Standard Needs Agreements and tax grants; your Willits will not be stolen by means of taxation. See Tab :: Tax Grant  - for the tax plan and calculations  
     
     
  8 Prevents slave labor, wage slaves, and unfair trade practices.  
       
  INSTRUCTIONS  
  Email Us Select "Update" at the bottom of the page to update the calculations, for the Calibration Point Levels (CPL) you have selected  
   
   
   
  Please complete the survey after you review the compensation standards  
Willit Monetary System Compensation Calculation
       
Update the sample data (1-13) with your data to determine your true value
         
After you update the data with your own information, select "UPDATE" to view your base Willit compensation rate.  
      The following fields help to calculate your base Willit Compensation -  i.e.,  the minimum you will be paid.  
  STEPS   Today's Date:    
Instruction:
Enter your date of birth 1 of 13
Date of Birth
Current Age:
Instruction:
Leave age at 86.
(May change based on Doctor Certification of when you need to retire - based on your medical condition.
Thus if you are healthy, and wish to work until your are 90+ you will not be prevented from doing so.)
 2 of 13
Life Span Expectancy /  Productive Age / or Retirement Age
Vote Required to establish or to modify "Life Span Expectancy"
    Potential  Life Force: Will / Power / Energy - in minutes    
Minutes in days Days -  used to date
Minutes - used to date
Days in Year Estimated Remaining years (productivity)
365 Estimated Remaining minutes
AAAAAAAAAAAA
Estimate of  Willit energy to be used for production
Does not include Travel Time (See: Step 8)
Instruction:
Enter the average number of hours you work each week 3 of 13
Instruction:
Enter the average number of hours you work each week
Weekly Hours
Max. 40 hours (See: Step 9 - to calculate Over-time (OT))
Instruction:
If needed, enter additional minutes you work each week. 3b
Instruction:
If needed, enter additional minutes you work each week.
Minutes
CALIBRATION POINT LEVELS (CPL)
      Total Production Minutes:      
Work Hardship Level
Work Hardship Level (also consider desirability of the position - See Step 10)  CPL: Level 1 to 15
Easy Labor Medium Labor  Normal Labor Hard Labor Hazard Pay
GMS Integration:
Determined by vote of industry union members 4 of 13
1 4 8 12 16
            WHL to be set by member vote of independent labor unions and guilds for each industry  
Select Knowledge/Skill Level or Task Level:
Knowledge / Skill Level of Member CPL: Level 1 to 35
Education Range or Skill Equivalency Bachelors Masters Ph.D. CMS
GMS Integration:
Determined by EDU Certification System
 5 of 13
Elementary Pre Junior High Junior High Advanced  College College 2 College 3 Production
      OR     Levels 1-3 Levels 4-6 Levels 7-9 Levels 10-12 Levels 13-16 Levels 17-20 Levels 21-24 Levels 25-35  
Standards for certification to be set by production and service Units, education institutes, unions/guilds, and parents Local to 26 CMS
Task - Level  CPL: Level 6 to 26
Task Level
Expert
State to 28 CMS
5b
General Specific Technical Advanced Mastery Master Work
Nation to 32 CMS
      Either  5a or 5b must be set to zero (0)     Level 6-8 Level 9-11 Level 12-15 Level 16-19 Level 20-23 Level 24-26   Global to 35 CMS  
Hierarchy CPL: Level 8 to 1
Hierarchy
 
SC Integration:
Determined by HRS - Human Resource System 6 of 13
      Student Apprentice Staff Member Supervisor Manager  Director Executive President    
      Select Hierarchy Standards, go to tab: "Hierarchy Status CPL"     8 7 6 5 4 3 2 1    
If, Level 5.9 to 1.0 and manage more than 24 people:
How many people do you directly supervise?
Resources or Units under your direct supervision
up to 10 11 to 20 21 to 30 31 to 40 41 to 50 51 to 60 61 to 70 71 to 80 81 or more
Instructions:
Enter the number of people you directly supervise (do not include the supervisees of those who are supervised by you). 6b
No. of Direct Supervisees
4.44%
SC System Integration:
Vote required to confirm or amend 6c
Supervision Percentage:
Supervision Base CPL:
Vote required
  Willits   Compensation Rate (Base / BEE)    
      Your  Weekly Willit Compensation - Based on Production Minutes: Base Compensation Rate (BCR) - The Minimum Compensation Standard    
Hourly Rate:
Per Minute Rate:
      Additional Benefits & Compensation (ABC):        
  Weekly   Weekly Rate w/ ABC: Total Min Total Hours    
      Hourly Rate:      
      Per Minute Rate:         
Option SD
Shift Differential: Evenings, Weekends, and Holidays CPL: 1 to 2
Shift Standard Evenings Overnight Weekends Holidays
7 of 13
0 1 1.5 2 1.5 2
Willits Compensation with  Shift Differential:
Hourly Rate:
Per Minute Rate: 
      Supervisory Benefits:     From Step 6b - c; for supervision of over 24 individuals    
Travel Compensation:
Travel Rate Days Worked Travel Days
8 of 13
Days Worked
50% 0 1 2 3 4 5 6 7
Travel Time Minutes
      Travel Allowance: 45-minutes to or from work per day ( 1.5-hours per work day)            
Over-time Minutes:
Overtime Time Standard OT Holidays
9 of 13
OT - Rate
0 1.5 2
9b of 13
Hours
  9c of 13   Minutes
         
Total OT Minutes
                Hourly Rate  
  Annual    Annual Wage - Weekly Rate x 52 weeks: Based on Base Compensation Rate  
        with Max. Performance Bonus:     Bonuses are included in Lifetime Maximum Compensation Calculation only for Standard Needs Work  
        Weekly Rate with: ABC ( x ) 52 weeks:        
  Link         Tax Grant to be issued to Governance Solos see RP-Tax Grant  
        Bonus  Standard Needs Work/Performance Bonus        
  ESAO   Economic and Social Adjustment  Options - CPL  
  PVHD   Differential: Perceived Value and High Demand     "Perceived Value" is an optional factor for those who request compensation above the standard base rate. The High Demand "premium factor" is declared by a nation. If one feels they should be compensated to a higher degree, one can, when submitting their skills for employment consideration demand a higher rate. Nonstandard rate request can be honored by the Global Compensation and Transaction Administration - upon National Acceptance (just as for CMS) either per individual case or Class Action. And simply means one reaches their earning caps and thus retirement earlier than others.   
  10 of 13  
     
      Annual Willits Compensation with  Shift Differential:      
Hourly Rate:
  RCPRI   National Resource Conservation and Population Incentive   With various System Core components, we will be able to detect when resource requirements are insufficient to meet the needs of the population. If required, a nation can enact the conservation incentives.   
11 of 13
Conservation Incentive Select: Yes or No
Percentage Increase or decrease
* Population Reduction Incentive percentage can be enacted by national vote, with a percentage range of: 0% to 100%.
      Annual Wage - Weekly Rate x 52 weeks: * Resource Conservation will use a negative percentage range from:(-1%) to (-65%), and be enacted by national vote.  
        with Max. Performance Bonus:     Non-punishment, benefit based incentives for population reduction.  
        Weekly Rate with: ABC ( x ) 52 weeks:     The population reduction incentive is issued for households and individual who commit to not having children.  
                 
    BONUSES - Standard Needs Earned Equity           
At the end of the production quarters, bonuses are allotted (not included in the BEE (Basic Energy Expense) calculation for the cost of goods).
If all needs are met within the quarter and there is "minimal" waste, quarterly bonuses are distributed (Standard Needs Agreement required). 
Your quarterly bonus calculation:
Quarterly Bonus = Quarterly Earnings  X  (Good Will Points + Production Efficiency Points). Bonuses are held in escrow for any citizens with an active complaint against them within the bonus quarter, and may not be issued if the complaint is confirmed as legitimate.
    Bonus Percentage Promoting Good Health and Social Interaction  
      6 Points Possible   Healthy Weight Drug Free Disease Free Social Phit Continuing Education Total  
12 of 13 1 GOOD WILL - iAmwe
Health System Health System Health System Justice  System Education System
14 Points Possible
pos Score: I-Act Production and Distribution Systems
13 of 13 2 Production Efficiency 4
Top performer designation 
20 Bonus Points Possible
3
Efficient   (Work,  was completed on time and within standard energy investment criteria)
      Total Applicable Points:   3
Attendance and On time  
            2
Report Accuracy  
      Quarterly Wage:   1
Made recommendations for production efficiencies and/or safety standards improvement  
        Possible to achieve 20% wage rate bonus   1
Completion of Work Relations Questionnaire (Rate Supervisors and Coworkers)  
      Quarterly Bonus:      
      Weekly Bonus for PWAS:  
      View your Maximum Lifetime Willit Distribution based on your current calculation.  Select The Maximum Compensation Tab  
Bonus Dates
Quarter 1 Quarter 2 Quarter 3 Quarter 4
January April July October
February May August November
March June September December
Month End Closing
Last day Last day Last day Last day
Performance Review Deadline
April 7th July 7th October 7th January 7th
Bonus Awarded
April 14th July 14th October 14th January 14th
  Hierarchy     COUNTRY   POPULATION
Wrina Iamwe Ph.D.:
Source: February 18th 2019
https://en.wikipedia.org/wiki/List_of_countries_by_population_(United_Nations) 2017 Est.
NUMBER OF CPL 1 -Presidents              
STEPS
Options:
Hierarchy CPL:
World based on HSB of 24
  1 of 3 Employees  
    Select Unit Size (all employees or position)                  
  2 of 3 Supervisor  
    Selection Number of Supervised Employees               SELECT A COUNTRY      
2 of 3 Managers
Select Number of Managers
based on HSB of 24
Select Your CPL
list ordered by population highest to lowest
EXAMPLE  Source: Wikipedia 06/09/2018
Production, Service, or Administrative Unit
United States Largest Private Employers (as of 2016)[1][2][3]
        Number of Managers
Level 1 to 5 		  31 26 25 20 19 14 13 8 7 2 1     Potential
Achievement Age 		  Hierarchy Structure Breakdown (HSB)   HSB   Rank Employer Global number
of Employees 		 
Supervisor Min:
Requirement:
Vote required to confirm the Supervisor Rate, i.e. the number of people one must supervise to be consider for levels one to five. 24
Min Supervised
Executives
Directors
Managers
Supervisors
Employees
Hierarchy
Max. Years
President
CPL 1
Executive
CPL 2
Vote required 
Min. Under Hierarchy
Min. Supervisors
Min. Supervisors
Min. Supervisors
Supervised
Min.
CPL
Employees Supervisors Managers Directors Executives
Employees Supervisors Managers Directors
1 Wal-Mart 2,300,000
Level 1  President 1
1
70 81
1
1
2 Amazon 541,900
Example:
Large Corporations, Industry Union leaders,
Senators, Governors, or Mayors
1.1
69 80
2
2
3 Kroger 443,000
1.2
68 79
3
3
4 Yum! Brands 420,000
1.3
67 78
4
4
5 The Home Depot 406,000
1.4
66 77
5
5
6 International Business Machines 380,000
1.5
65 76
6
6
7 McDonald's 375,000
1.6
64 75
7
7
8 Berkshire Hathaway 367,700
1.7
63 74
8
8
9 FedEx 335,767
1.8
62 73
9
9
10 United Parcel Service 335,520
1.9
61 72
10
10
11 Target Corporation 323,000
Level 2 Executive 1
0
2
60 71
11
11
12 Walgreens Boots Alliance 300,000
2.1
59 70
12
12
13 General Electric 295,000
2.2
58 69
13
13
14 Albertsons 273,000
2.3
57 68
14
14
15 Wells Fargo 269,100
2.4
56 67
15
15
16 AT&'>AT&T 268,540
2.5
55 66
16
16
17 PepsiCo 264,000
2.6
54 65
17
17
18 Cognizant Technology Solutions 260,200
2.7
53 64
18
18
19 Starbucks 254,000
2.8
52 63
19
19
20 Deloitte 244,400
2.9
51 62
20
20
21 J.P. Morgan Chase 243,355
  Level 3 Director 1           0         3   50 61   21   21   22 Lowe's 240,000  
3.1
49 60
22
22
23 TJX 235,000
3.2
48 59
23
23
24 Ernst &'>Ernst & Young 231,000
3.3
47 58
24
24
25 UnitedHealth Group 230,000
3.4
46 57
3.5
45 56
3.6
44 55
3.7
43 54
3.8
42 53
3.9
41 52
  Level 4 Manager 1               0       4   40 51   HSB   HSB   HSB  
4.1
39 50
Director
CPL 3
Manager CPL 4
Supervisor   CPL 5
4.2
38 49
Employees Supervisors Managers
Employees Supervisor
Employees
4.3
37 48
1
1
1 CPL6
4.4
36 47
2
2
2 CPL 5.9
4.5
35 46
3
3
3
4.6
34 45
4
4
4
4.7
33 44
5
5
5 CPL 5.8
4.8
32 43
6
6
6
4.9
31 42
7
7
7 CPL 5.7
Level 5 Supervisor 1
0
24
5
30 41
8
8
8
Example:
Teacher with a class of students
Small business owner with up to 24 employees
-
-
-
-
5.1
29 40
9
9
9
-
-
-
-
5.2
28 39
10
10
10 CPL 5.6
-
-
-
-
5.3
27 38
11
11
11
-
-
-
-
5.4
26 37
12
12
12 CPL5.5
-
-
-
-
5.5
25 36
13
13
13
-
-
-
-
5.6
24 35
14
14
14 CPL 5.4
-
-
-
-
5.7
23 34
15
15
15
-
-
-
-
5.8
22 33
16
16
16
-
-
-
-
5.9
21 32
17
17
17 CPL 5.2
Level 6 Staff Member
24
0
-
-
-
-
0
6
20 31
18
18
18
Example:
Self employed
or employee without supervisor status
Favorable Audit 8
Year 2
Year 2
Year 2
-
Review/Audit 8
6.1
19 30
19
19
19 CPL 5.2
Favorable Audit 7
Quarter 3
Quarter 3
Quarter 3
-
Review/Audit 7
6.2
18 29
20
20
20
Favorable Audit 6
Quarter 2
Quarter 2
Quarter 2
-
Review/Audit 6
6.3
17 28
21
21
21
    Favorable Audit 5   Quarter 1    Quarter 1    Quarter 1    Simular Industry or Job   Review/Audit 5   6.4   16 27   22   22   22 CPL 5.1  
Favorable Audit 4
Year 1
Year 1
Year 1
Review/Audit 4
6.5
15 26
23
23
23
Favorable Audit 3
Quarter 3
Quarter 3
Quarter 3
-
Review/Audit 3
6.6
14 25
24
24
24 CPL 5
Favorable Audit 2
Quarter 2
Quarter 2
Quarter 2
-
Review/Audit 2
6.7
13 24
Favorable Audit 1
Quarter 1 
Quarter 1 
Quarter 1 
-
Review/Audit 1
6.8
12 23
CPL Upon Hire
-
-
-
-
CPL Upon Hire
6.9
11 22
Level 7 Apprentice
0
0
-
-
-
-
Apprent. Review 9
7
10 21
Favorable Review 8
-
-
-
-
Apprent. Review 8
7.1
9 20
Favorable Review 7
-
-
-
-
Apprent. Review 7
7.2
8 19
Favorable Review 6
-
-
-
-
Apprent. Review 6
7.3
7 18
Favorable Review 5
-
-
-
-
Apprent. Review 5
7.4
6 17
Favorable Review 4
-
-
-
-
Apprent. Review 4
7.5
5 16
Favorable Review 3
-
-
-
-
Apprent. Review 3
7.6
4 15
Favorable Review 2
-
-
-
-
Apprent. Review 2
7.7
3 14
Favorable Review 1
-
-
-
-
Apprent. Review 1
7.8
2 13
CPL Upon Hire
-
-
-
-
Apprent. Review 0
7.9
1 12
Level 8 Student
0
0
-
-
-
-
Student
8
0 11
N/A
N/A
N/A
N/A
N/A
0
                                 
                        CPL Levels      
Degree of 
Physical Work Physical Danger Total
% % %
Class: WORK HARDSHIP LEVELS
3.13 3.13
1 Easy Labor
2
3
4 Medium Labor 
5
6
7
8 Normal Labor
  9      
10
11
12 Hard Labor
13
14
15
16 Hazard Pay
    Maximum Base-Compensation Calculator  
Life Time Earnings and Transfer:
$ Willits
Percentage  Weekly Total
Hourly Wage
Year
Age Remaining Yrs YR CNT
Weekly Total
Annual Total
Increase Increase Per
Step 1
Date of Birth
1
W. Iamwe Ph.D.:
Retirement Exception: Doctor's confirmation of ability to work. Retirement Age
2
      3            
Step 1   Hours Per Week (From Step 3)
Insert the average number of hours
you work each week
  4            
Weeks Per Year 52
5
Production Minutes
6
7
Work Level
8
At the time of Exchange
9
Knowledge Skill Level
10
Hierarchy
11
12
13
As you age  your value increases naturally
14
  LOGIC   15            
As we age, we gain knowledge and experience.
As a result, we obtain insight. With insight, one becomes more valuable to society.

As one's life on earth is coming to an end, life becomes more precious.  One should select what they invest their energy into with care.

Thus,  Willit Compensation incrementally increases
naturally.
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  Consumer Credit Calculation  
  Also, see: legislative enactment process for production or service unit resource procurement process  
  First, complete the "Your True Value" tab.     
     
    Product Cost Per:   Month Quarter Annual   Input & Assumptions:   Instructions:  
  Step 1     Cost of Product       1. Enter Product Cost  
                   
  Step 2     Estimated percentage of upkeep         2. Estimate the upkeep of the product based on its useful life duration  
    Upkeep and maintenance cost     Will be based on actual upkeep cost      
               
    Total Procurement Cost of Good:        
               
  Step 3     Useful Life of Product (ULP) Months:     3. Enter the useful life of the product you wish to purchase (months only)  
    ULP must be greater than PBP   Years:      
                 
      Procurement Credit Terms:            
  Step 4     Payback period (PBP) Months:     4. Enter the number of monthly payments  
    PBP must be less than ULP   Years:      
                 
  Auto     Your Life Expectancy (LE)            
    Life Expectancy must be greater than the Useful life/Payback period of the product:    From: Your True Value    
           
  Auto     Credit Term Acceptability       0 = Unacceptable Term  
      Useful/Payback Period Check       1 = Acceptable Term  
      Payback/Life Expectancy Check            
      Met Criteria Total:           Must equal 2 to receive credit  
             
    Credit Determination (automatic)        
  Step 5     Employment status:  Select if:     
  5. Select your employment status  
  Link   Standard Needs = 1 (Equity Bonus) you work in the Standard Needs Market for Earned Equity   Calculation based on bonus   If you work SN and will rely on Equity Bonus = 1  
  WAUT = 2 (Capital) you accept Willit Compensation for all work   Calculation based on income   If you work in the Capital Markets full-time or contract work = 2  
      Both = 3 you work in both the equity and capital markets   Info Link   If you work in both Capital and Equity Markets = 3  
         
  Step 6     Employment Terms: Select if:  
  6. Select employment type  
      At Will Leave blank      
  Step 7     Contract   Beginning date:     7. Select contract start date  
  Step 8       End date:     8. Select contract end date  
        your employment has a limited term (months)     Employment contract remaining months  
          Years:     Contract Years  
  Step 9       Monthly Rate:     9. Enter Contract Montly Rate  
        Contract Compensation:     Remaining Compensation  
      Revenue Weekly Monthly Quarterly Annual    
      Standard or/and Bonus Compensation        
      Contract Compensation        
      Total Revenue        
  Step 10   Obligation - Debt       10. Percentage of income already obligated to expenses  
    Obligations       From Central Account   
    New Procurement     % Remaining Ann. Income  
      Total Obligations:       $ Remaining Ann. Income  
               
  Credit  Weekly Monthly Quarterly Annual        
  Pre-Willit Allocation Scope (PWAS):   PWAS based on PBP years    
      Available PWAS Credit (*Term):      
  Step 11   Savings: Select Savings Account     Household Saving Accounts   11. Optional, Select your household savings account  
            Auto Detect Saving Account - Household Ledger  
      Total Funds & Credit                
      New Procurement      
      Differential PWAS   Remaining Credit    
               
    CREDIT DETERMINATION  
  Final    
  There is no interest for Willit credit. If eligible for the PWAS credit, the monthly amount will be automatically deducted from your Willit account by the GCTA.  
  Resource Procurement Tax Grant Process  
   
Auto Annual Willit Wage   
  OR    
Input Input Willit Wage  
       
Input Tax Grant Percentage % Vote Required  
  Tax Grant Stipend  
   
   
  Standard Distribution Apportionment Select Percentage Contribution on Average Per-Person  
  Government Silo Fraction of Tax Grant RP-Tax Grant Apportionment  
  Neighborhood
     
  County
     
  City
     
  State
     
  Country
     
         
   
       
  Est. United States Procurement Power  
  if Average Willit Wage is:  
       
  Government Silo Fraction of taxation Estimated Population RP-Tax Grant Annual Willit Purchasing Power  
  Neighborhood  
  County/District  
  City  
  State  
  Country  
  Estimated average per-person (RP Tax Grant):  
       
   
     
   
  Accurate Past Earnings Compensation Calculations (APEC)  
Past Earning Compensation:
Note:
Wrina:
This is the date the People agree that the rate of reparations will be calculated from prior to implementation APEC Calculation agreed upon year 
2008
A foundation agreement is required to determine the date we will begin calculating wage deficiencies and abuses of the labor force. 
Enter Current Year
Documentation of the wages you were paid are required to make an accurate determination of the energy investment you should have been compensated to determine your reparation amount.
Global Standards
Year: Work Level
Knowledge Skill Level
Hierarchy
Weekly
Rate 		Weeks
Worked 		Annual
Current Calculation Standards:
Date of Birth
1
Work Level
Retirement Age
2
Easy Labor Medium Labor  Hard Labor Hazard Pay
      3
 
 
      1 5 10 20      
  Hours Per Week   4
 
 
      Knowledge Skill Level  
Weeks Per Year 52
5
Education and Skill Levels:
Production Minutes
6
None Graduate Advanced  Professional Dr Master
7
1 5 10 15 20 25
Work Level
8
Hierarchy
At the time of Exchange
9
Staff
Member 		Supervisor
Manager 
Knowledge Skill Level
10
Student Director Executive President
  Hierarchy     Total: (APEC) Transferable to Willit Account           8 5 4 3 2 1  
Notes:
Tax grants are not alloted to government bodies for APEC earnings -- as the administrative bodies have failed in their duty to ensure justice.
Fair dividend distribution  - Based on your skills and energy input
  Adjust the rates in the calculator to gauge you dividend potential.   Residual Dividend Share
    Example Product Type: Digital Movie  
    You have a 2-hour movie or documentary you have helped to make  
         
    Funds from creating residual products are received until you have reached your earnings cap  
    Calculation can also be used for collaborative teams for R&D, Inventions, etc.    
       
U.S. 
* Year "X" Goal
Viewer / Users / Products sold Territory
1. Set viewership or annual product sells goal
Set Price
Product Price
2. Set price (Dollars, Willits, etc.)
Total Revenue
Expenses 
Est.
Expense: Management
(based on Average Div. Call Rate)
Administration
Marketing
* Select Range    Dividend Call Rate
Between 30 to 80%
Dividend Call Rate is based on
at cost marketing and content delivery rates, and does not include Executive Compensation.
     
30%-80%
Dividend Pool (Revenue -minus- AE)
3. Update data: Enter
Enter
Vested Group/Team
Vested Departments/Pools Percentage of RDS
Your RD-Share No. of Contributors Avrg. Contributed Hours Total Hours Total Minutes
your hours your minutes % of Contribution
* 1
* 2
* 3
* 4
* 5