Utopia’s public-service pay system is a model of structured simplicity—designed, of course, with bot assistance—to motivate productive work, encourage civility, and reward merit.

​

Employees receive a 2% experience increment for each year they remain at a given level, up to five years, in recognition of their presumed increase in knowledge and productivity. The assumption is generous, but a tolerable inefficiency.

 

Performance pay is tied to the annual Feedback Registry rating of the unit an employee works for: a 2% bonus for every tenth of a point above 8.0, and a 1% deduction for every point below it. This encourages the humans to keep their units performing optimally, often by persuading one another to actually work—a behavior that rarely arises without financial incentives and peer pressure.

 

The same formula applies to each employee’s annual worker utility score from JobsBot. Combined, experience increments, unit bonuses, and individual bonuses can significantly increase—or decrease—an employee’s base salary.

 

Notably, 33% of private companies have adopted the same system. Since then, average Feedback ratings for government units and participating companies have risen by over 45%, suggesting that even minimal accountability can produce measurable improvements in human service and civility.

 

Lawmakers average a 41% penalty—no doubt a reflection of their consistent underperformance.

​

See also: 

• How to manage Dunning–Kruger employees

• Human overconfidence in their abilities: A statistical epidemic

• The Feedback Registry: How Utopia measures human usefulness

• Why lawmakers proposed abolishing the Feedback Registry 47 times