EqualOcean intends to become an independent third-party institution with global influence. It is utmost important for us to make our people extraordinary and professional. EqualOcean’s internal mechanism is based on the four pivotal principles: Self-discipline; Evolving over time; Strictly following the rules; Mitigating emotional biases.
I 日常 Working process
EqualOcean requires team members to arrive at the office before 9:40 am, and be back to the office before 1:45 pm after the lunch break which starts at 12:30 pm. The team is supposed to arrive before 10:00 am on Sundays. The time mentioned above is the time of everybody getting on their seats. Team leaders and members supervise each other; HR team maintains staff administration through Dingding app.
If somebody arrives late due to personal discomfort, force majeure or because of having meals with business partners, he/she needs to inform the team in advance via the WeChat group. An employee that comes late without a valid reason has to send a CNY 100 red envelope to the team’s WeChat group as a punishment.
Being late for more than 3 times in a month will result in a layoff.
EqualOcean members can be reached from 7:30 am to 11:30 pm. Team members are supposed to Check group messages and emails frequently and respond in a timely manner. As for the important but not urgent matters, our employees communicate via email.
► EqualOcean工作日每天下午6:00 开 Pitch Meeting，成员每天分享自己的工作、收获和疑惑；EqualOcean要求每周六结束前提交工作周报，成员需对当周的成绩、成长和疑惑进行总结，周日开周会；每月开一次月度总结会。保持持续快速学习，是每个成员获得成长的关键。
Pitch meeting starts every day at 6:00 pm. The purpose of Pitch Meeting is to share what the members have done, learned and been confused about during the day. Members are asked to submit weekly reports every Saturday summarizing their achievements within the week. The weekly meeting is held every Sunday. Team meetings take place at the end of every month, employees submit their monthly reports at the same time. We mostly focus on members’ ability to learn and grow quickly and efficiently.
If the computer is left in the office after work time, it has to be locked to ensure safety of the company’s information. The last colleague leaving the office must properly close doors and shut windows to ensure security of the articles in the office.
II 原则 Principles
EqualOcean is gradually building a partnership structure. Partners are not allowed to have romantic relationships with colleagues. Direct relatives of partners are prohibited from working in the firm. A partner recommending his/her friend or classmate to join EqualOcean shouldn’t take part in the hiring process of the latter.
EqualOcean is now implementing a strict financial policy. Partners are permitted to be aware of the company’s financial situation. Any dishonest financial claim might lead to layoff.
Transparency and honesty are the key pillars of EqualOcean’s culture; we share maximum possible information (regardless of its nature) with all the team members instead of concealing it. We prefer to chat in the WeChat team group rather than private chats.
We aspire to address the challenges using two honest principles:
• Rationality over emotions.
► EqualOcean要求“Go High”而不是“Go Low”；追求更高标准，而不是低标准；追求更长远，而不是更短期；追求更难，而不是更容易；当成员之间就具体的事情发生争论时，公司及其他成员要支持提出高标准（Go High）的人。
EqualOcean requires its employees to “Go High” as opposed to “Go Low”, we always pursue higher standards basing on two principles:
• Long Run over Short Run;
• Challenge over Simplicity.
III 激励 Incentives
The employee of the Quarter is awarded CNY 3,000, which is also an important measure for promotion.
Team members working in EqualOcean for more than one year that get an “excellent employee” title gain the Company’s options. There are two criteria for employees applying for a partnership position:
1. Working in EqualOcean for more than one year; 2. The period of time onboard should be longer than a half of the Company’s existence time period.
Employees joining at an earlier stage are likely to receive more options.
Monthly salary is divided into base salary and bonus pay. The latter part is assessed by the line manager considering two factors: work-related performance and contribution to the team’s success. The assessment standards are dynamic and expected to increase over time.
► EqualOcean根据当年运营情况，设定年终奖；年终奖一般为“入职满一年，1个月薪资”，是否“入职满两年，2个月薪资”得届时看运营情况定；入职不满一年，按照入职天数/365天 x 月薪。公司开启商业化后，将给到成员商务协作和执行奖金。
To determine an amount of the year-end bonus, EqualOcean relies on operational performance. An employee gains:
• [(Number of days in EqualOcean)/365*monthly salary] bonus, if he/she joined the Company less than one year ago;
• One-month salary, if he/she joined the Company more than a year but less than two years ago;
• Two-month salary, if he/she joined the Company more than two years ago.
► 入职且成功转正的成员，将有终身的、唯一的工牌工号（即便离职）；另外EqualOcean将根据 周年 去设定其它奖励，如“两周年金币”等；平时逐步加进其它表彰方式。
Each of the formal employees receives a unique staff number. This chapter is of temporary nature, and new incentives will be added to the list in the future.
IV 争议 Disputes & Disagreements
Disagreements between different layers: Superiors are obliged to explain their position in detail. Subordinates are expected to persuade the higher-level employees with well-backed arguments. If mutual agreement isn’t reached, the lower-level employee should obey the superiors.
If the conflict between employees of the same level happens, they have to report to a higher-level employee and obey the decisions made by him/her.
Arguments and disputes should be backed up by facts and data instead of personal emotions. If both parties lack evidence, EqualOcean uses the higher industry standards to resolve problems appear.
EqualOcean doesn’t accept the “one person – one vote” concept as long as any type of dictatorship. Each of the team members have different voting rights across various areas of specialization.
V 入职、试用、转正及淘汰 Onboarding, Probation, Fulltime & Managing-out
► 新人入职要求统一更换微信等社交媒体头像为职业头像，体现职业感；除参与公司总部统一安排的新员工培训，EqualOcean新同事入职第一天，需进行断电学习 (Cut-out Study) ——在不带电脑、不带手机的情况下，带着《EqualOcean治理机制与原则》和纸笔，在一个独立房间/会议室里（如梦想加电话亭）进行独自阅读、思考，写下体会和疑问，一个小时的时间，完成之后直接进行考核、并由老同事进行答疑。
New employees must change alias photo/profile picture in WeChat app to professional alias photo/profile picture. In order to participate in the new staff training held at the EO headquarters (Sanyuanqiao Station), new colleagues need to complete a review of the first day of employment: an employee is supposed to read the Company’s internal mechanism and principles, think it over and write down personal thoughts and questions about the regulations without use of any digital devices in a separate room/conference room for at least one hour. On the first day of employment, a new member is exposed to a brief examination conducted by the team.
• 撰写3篇深度企业分析文章，要求字数2000字以上、数据图表3个以上，且逻辑清晰的企业分析文章；或企业案例分析报告一份（竖版PPT，25page +，更佳）；
Requirements to be met before the probation period is over:
• Passing the New Staff Orientation test, including EO internal orientation content and Internal Mechanism & Principles of EqualOcean;
• Publishing 3 enterprise analyses of more than 2,000 words, 3 charts each, with clear logic and insightfulness OR a case study report (PPT format, more than 25 pages);
• At least one monthly KPI score should be above 10;
• Completing the reading list;
• Strong bonding with the group during the probation period;• Sharing the Company’s value set.
After the probation period ends, the candidate is evaluated by the EqualOcean full-time employees. If he/she passes the first round of examination, the final round takes place at the EO headquarters (Sanyuanqiao station).
The managing-out mechanism based on monthly KPI scores:
• If an employee is ranked last TWICE in a quarter (3 months), he/she is asked to quit;
• If an employee receives the lowest score 3 times within one year, he/she will be asked to quit.
First draft: 2018/12/11
The version 1.0 took effect at 2019/1/1
Second Draft: 2019/2/24
Version 2.0 takes effect at 2019/2/25 (Protocols added)