Traditional financial structures are based on the laws of scarcity and not abundance. They usually allow one group of people (management) to control the financial access and well-being of others (employees). This rarely takes into consideration the financial needs and aspirations of people working for an organization, listening to their voices in defining how employees are compensated and treated while with the company.
As a sociocracy-based network, we believe in full financial accessibility and transparency. We engage candidates and employees in working together to determine the fair compensation each person received based on their financial needs, well-being and aspirations. As a result, we make all our financial decisions in public through a network of circles – Finance and Fundraising, Support, and Mission circles, collectively responsible for the effective financial management of the Network, and the building of financial abundance for the Network and its employees.
Our fiscal year runs from July of one year to June of the following year. All our budgeting and reporting is conducted on this basis.
As a sociocracy-based network, we believe in full financial accessibility and transparency. We engage candidates and employees in working together to determine the fair compensation each person received based on their financial needs, well-being and aspirations. As a result, we make all our financial decisions in public through a network of circles – Finance and Fundraising, Support, and Mission circles, collectively responsible for the effective financial management of the Network, and the building of financial abundance for the Network and its employees.
Our fiscal year runs from July of one year to June of the following year. All our budgeting and reporting is conducted on this basis.
IRS Reporting |
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At YPC we use Open Collective to report on how we generate and allocate revenues, and how we spend the financial resources we receive ensuring maximum transparency and accountability.
Quarterly Financial Reports |
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July 2024 - June 2025
September 30, 2024
December 31, 2024
March 31, 2025 (Upcoming)
June 30, 2025 (Upcoming)
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Annual Budget
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Statement about Compensation: At Youth Power Coalition, Compensation and Other Employment Costs (OECs) are the Networks largest expense category. We use MIT’s Living Wage Calculator to establish pay within the organization, with a range of 1x (minimum) to 3x (maximum) of the established living wage for a candidate’s or employee’s family reality. The maximum of the range is also balanced against the financial sustainability needs of the Network and building financial abundance for all who are employed by it.
Our driver is to ensure that a living wage is the key factor in determining a person's compensation, and not the position they hold. As such, we start flipping the control of the hiring and employment process on its head. It is a joint exploration and agreement by the Network and employment candidates, which may lead to non-traditional compensation outcomes. For example, an employee might be making more than the Network's Executive Director in any given year. All decisions are made within the Network's Circle governance structure and are made in public.
Our driver is to ensure that a living wage is the key factor in determining a person's compensation, and not the position they hold. As such, we start flipping the control of the hiring and employment process on its head. It is a joint exploration and agreement by the Network and employment candidates, which may lead to non-traditional compensation outcomes. For example, an employee might be making more than the Network's Executive Director in any given year. All decisions are made within the Network's Circle governance structure and are made in public.