Merge pull request #46 from sparksuite/add-to-design-principles

Add to design principles

people-operations/design-principles.html

@@ -26,18 +26,20 @@ <h2 class="display-6">Design principles</h2>
 
 					<p>
 						With transparency being at the forefront of our company values, we felt it’s appropriate to share the
-						principles that guide our thoughts and decisions when crafting (and updating) our benefits, perks, and
-						policies. The reality is that there are a multitude of organizations that can be compared to the way we do
-						things, but we feel confident that our approach is optimal overall for team members.
+						principles that guide our thoughts and decisions when crafting (and updating) our benefits, perks,
+						compensation, and policies. The reality is that there are a multitude of organizations that can be compared
+						to the way we do things, but we feel confident that our approach is optimal overall for team members.
 					</p>
 
 					<p>
 						The overarching theme that drives our people ops decisions is the idea that the company’s role is to provide
 						ample benefits and perks, and the team member’s role is to manage them in the way that suits them best. We
 						do this by affording substantial flexibility within firm and predictable boundaries that are objective,
-						rather than arbitrary based on individual circumstances. What this means is setting clear expectations that
-						consistently apply to all team members, and giving each team member the autonomy to decide how those
-						expectations are met. Let us elaborate…
+						rather than arbitrary based on individual circumstances. We also focus on keeping everything simple so that
+						it’s more likely to inherently apply to a variety of situations—foreseeable and unforeseeable—without
+						requiring ad hoc decisions or exceptions. What this means is setting clear expectations that consistently
+						apply to all team members, and giving each team member the autonomy to decide how those expectations are
+						met. Let us elaborate…
 					</p>
 
 					<h3 class="pt-2 h5">Paid time off</h3>
@@ -103,6 +105,18 @@ <h3 class="pt-2 h5">Flexible remote work</h3>
 						letting each team member decide how to make that work with their preferences and schedule.
 					</p>
 
+					<h3 class="pt-2 h5">Health premium contributions</h3>
+
+					<p>
+						We have designed our <a href="../benefits/health.html">health</a> contributions in a way that gives team
+						members as much autonomy as possible when managing their benefits. We intentionally maximize team members’
+						salaries and minimize the company contribution toward health premiums. By putting more of the total
+						compensation into salaries, team members have the opportunity to determine where their money goes, whether
+						that is more to their health plan, or more toward hobbies, travel, savings, or any other interests.
+						Ultimately, our goal with this approach is to offer the same amount of <em>total</em> compensation while
+						affording team members the flexibility to allocate their money in ways that best fit their needs.
+					</p>
+
 					<h3 class="pt-2 h5">Reducing uncertainty</h3>
 
 					<p>
@@ -130,9 +144,9 @@ <h3 class="pt-2 h5">Maximizing benefits</h3>
 					</p>
 
 					<p>
-						Ultimately our goal is to promote a healthy work-life balance and offer perks and benefits that team members
-						love. Because we recognize that team members have their own unique preferences, we design our policies with
-						flexibility in mind to achieve that goal.
+						Ultimately, our goal is to promote a healthy work-life balance and offer perks and benefits that team
+						members love. Because we recognize that team members have their own unique preferences, we design our
+						policies with flexibility in mind to achieve that goal.
 					</p>
 				</div>
 			</div>