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    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  
    Select "Update" at the bottom of the page to update the calculations, for the Calibration Point Levels (CPL) you have selected  
     
     
     
  Please complete this survey after you review the compensation standards
  Select submit at the bottom of the page to send your survey response.
   
  NAME
     
  EMAIL
     
     
     
  Are the Willit Monetary System standards, standards that you can support?
 
     
  What do you think needs improvement?
   
     
  Overall Concept Rating  
1 - Poor Rating 2 3 - Moderate 4 5 - Highest Rating
  Select from 1 to 5 - with 1 being the least favorable rating
 
     
  Additional Comments or Message
   
     
  How did you learn about us?
   
     
     
  OPTIONAL SURVEY QUESTIONS  
  Your information will remain private. We do not share your information with anyone. Your answers help us to determine the demographic of people who are most interested in the Systemic Reform Solution Initiatives - and helps save funds by strictly marketing to our target audience. Thank you for your assistance.
 
 
   
  AGE
  GENDER
Male Female
  NATIONALITY
  EDUCATION LEVEL
No Schooling Elementary High School College Advanced Degree
 
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.   Integration   Component  
  STEPS   Today's Date:    
 
1 of 13
  Date of Birth     iAmwe   Account: Age  
Current Age:
2 of 13
Life Span Expectancy / Productive Age / or Retirement Age
Vote Required to establish or to modify "Life Span Expectancy"
iPresent
Enactment: Retirement Age Agreement
    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)
3 of 13
Weekly Hours
Max. 40 hours (See: Step 9 - to calculate Over-time (OT))
iAct
Time Sheet
 
3b
 
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      
 
4 of 13
 
    1 5 8 12 15       iPresent   Enactment - Union Work Hardship Level  
            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
 
5 of 13
 
    Elementary Pre Junior High Junior High Advanced College College 2 College 3 Production   iLearn   Certification Confirmation  
      OR     Level 1-3 Level 4-6 Level 7-9 Level 10-12 Level 13-16 Level 17-20 Level 21-24 Level 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   iPresent   Enactment - Union Work Hardship Level  
      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
 
6 of 13
      Student Apprentice Staff Member Supervisor Manager Director Executive President     iAct   Work Orders: Enactment -Employment Agreement
      Select Hierarchy Standards, go to tab: "Hierarchy Status CPL"     8 7 6 5 4 3 2 1    
               
If, Level 5.9 through Level 1.0, select:
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
iAct
Work Orders: Employees under supervision
6b
No. of Direct Supervisees
4.44%
6c
Supervision Percentage:
Supervision 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          
                   
  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 Reduction 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  
      5 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  
15 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:   2
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
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
Average Hierarchy CPL:
list ordered by population highest to lowest
Applicable options
EXAMPLE Source: Wikipedia 06/09/2018
  Production, Service, or Administrative Unit         Hierarchy Structure Breakdown (HSB)   HSB   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
  President       CPL 1   Executive     CPL 2   Rank Employer Global number
of Employees
 
  Supervisor Min:
24
  Min Supervised       Executives   Directors   Managers   Supervisors   Employees   Hierarchy   Max. Years   Employees Supervisors Managers Directors Executives   Employees Supervisors Managers Directors      
    Vote required       Min. Under Hierarchy   Min. Supervisors   Min. Supervisors   Min. Supervisors   Supervised   Min.   CPL         1   1   1 Wal-Mart 2,300,000  
  Level 1 President 1           13,824   331,776   7,962,624   1   70 81   2   2   2 Amazon 541,900  
  Example:
Large Corporations, Industry Union leaders,
Senators, Governors, or Mayors
        12,499   299,981   7,199,539   1.1   69 80   3   3   3 Kroger 443,000  
          11,174   268,186   6,436,454   1.2   68 79   4   4   4 Yum! Brands 420,000  
          9,850   236,390   5,673,370   1.3   67 78   5   5   5 The Home Depot 406,000  
          8,525   204,595   4,910,285   1.4   66 77   6   6   6 International Business Machines 380,000  
          7,200   172,800   4,147,200   1.5   65 76   7   7   7 McDonald's 375,000  
          5,875   141,005   3,384,115   1.6   64 75   8   8   8 Berkshire Hathaway 367,700  
          4,550   109,210   2,621,030   1.7   63 74   9   9   9 FedEx 335,767  
          3,226   77,414   1,857,946   1.8   62 73   10   10   10 United Parcel Service 335,520  
          1,901   45,619   1,094,861   1.9   61 72   11   11   11 Target Corporation 323,000  
  Level 2 Executive 1       0     576   13,824   331,776   2   60 71   12   12   12 Walgreens Boots Alliance 300,000  
              521   12,499   299,981   2.1   59 70   13   13   13 General Electric 295,000  
            466   11,174   268,186   2.2   58 69   14   14   14 Albertsons 273,000  
            410   9,850   236,390   2.3   57 68   15   15   15 Wells Fargo 269,100  
            355   8,525   204,595   2.4   56 67   16   16   16 AT&T 268,540  
            300   7,200   172,800   2.5   55 66   17   17   17 PepsiCo 264,000  
            245   5,875   141,005   2.6   54 65   18   18   18 Cognizant Technology Solutions 260,200  
            190   4,550   109,210   2.7   53 64   19   19   19 Starbucks 254,000  
            134   3,226   77,414   2.8   52 63   20   20   20 Deloitte 244,400  
            79   1,901   45,619   2.9   51 62   21   21   21 J.P. Morgan Chase 243,355  
  Level 3 Director 1           0   24   576   13,824   3   50 61   22   22   22 Lowe's 240,000  
                22   521   12,499   3.1   49 60   23   23   23 TJX 235,000  
              19   466   11,174   3.2   48 59   24   24   24 Ernst & Young 231,000  
              17   410   9,850   3.3   47 58       25 UnitedHealth Group 230,000  
              14   355   8,525   3.4   46 57      
              12   300   7,200   3.5   45 56  
              10   245   5,875   3.6   44 55  
              7   190   4,550   3.7   43 54  
              5   134   3,226   3.8   42 53  
              2   79   1,901   3.9   41 52   HSB   HSB   HSB  
  Level 4 Manager 1               0   24   576   4   40 51   Director   CPL 3   Manager CPL 4   Supervisor CPL 5  
                    22   521   4.1   39 50   Employees Supervisors Managers   Employees Supervisor   Employees  
                  19   466   4.2   38 49   1   1   1 CPL6  
                  17   410   4.3   37 48   2   2   2 CPL 5.9  
                  14   355   4.4   36 47   3   3   3  
                  12   300   4.5   35 46   4   4   4  
                  10   245   4.6   34 45   5   5   5 CPL 5.8  
                  7   190   4.7   33 44   6   6   6  
                  5   134   4.8   32 43   7   7   7 CPL 5.7  
                  2   79   4.9   31 42   8   8   8  
  Level 5 Supervisor 1                   0   24   5   30 41   9   9   9  
  Example:
Teacher with a class of students
Small business owner with up to 24 employees
      -   -   -   -   22   5.1   29 40   10   10   10 CPL 5.6  
        -   -   -   -   19   5.2   28 39   11   11   11  
        -   -   -   -   17   5.3   27 38   12   12   12 CPL5.5  
        -   -   -   -   14   5.4   26 37   13   13   13  
        -   -   -   -   12   5.5   25 36   14   14   14 CPL 5.4  
        -   -   -   -   10   5.6   24 35   15   15   15  
        -   -   -   -   7   5.7   23 34   16   16   16  
        -   -   -   -   5   5.8   22 33   17   17   17 CPL 5.2  
        -   -   -   -   2   5.9   21 32   18   18   18  
  Level 6 Staff Member   24     0   -   -   -   -   0   6   20 31   19   19   19 CPL 5.2  
  Example:
Self employed
or employee without supervisor status
  Favorable Audit 8   Year 2   Year 2   Year 2   -   Review/Audit 8   6.1   19 30   20   20   20  
    Favorable Audit 7   Quarter 3   Quarter 3   Quarter 3   -   Review/Audit 7   6.2   18 29   21   21   21  
    Favorable Audit 6   Quarter 2   Quarter 2   Quarter 2   -   Review/Audit 6   6.3   17 28   22   22   22 CPL 5.1  
    Favorable Audit 5   Quarter 1   Quarter 1   Quarter 1   Simular Industry or Job   Review/Audit 5   6.4   16 27   23   23   23  
    Favorable Audit 4   Year 1   Year 1   Year 1       Review/Audit 4   6.5   15 26   24   24   24 CPL 5  
    Favorable Audit 3   Quarter 3   Quarter 3   Quarter 3   -   Review/Audit 3   6.6   14 25      
    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      
    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
 
Retirement Age
  2            
      3            
Step 1 Hours Per Week (From Step 3)
  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 and have 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:  
Calendar
Calendar
  7. Select contract start date  
  Step 8       End date:  
Calendar
Calendar
  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