A new project - personal open profiles to change the culture of work.

1. It’s about the future of work
13 December 2013
http://capability.us

2. A complex market place …

3. There’s no such thing as a job for life anymore and
income polarisation is causing huge issues …

4. And it’s not working well!
The trends outlined in this paper:
• Technology is changing the nature of work
• Growing mismatches between skills and work
• Geographic mismatches between workers and jobs
• Growing pools of untapped talent
The future of work in advanced economies McKinsey 2012

5. The Vision: Employers and Employees perceive
work as a value exchange. Continually flexing.
People
Organisations
•
An open data Skills ProFile for everyone
•
Who will “fit”
•
What I say about me. What John says
•
Flexible “value exchanges”
•
What BigCorp says about me
•
More committed workers
•
Individual
•
Extended enterprise
•
Individual owns their data: you decide
•
Less “management”
what to share
•
Reduced search cost
•
Developing mastery in areas of your
greatest capability

6. A massive distributed open data store!

7. VALUE PROPOSITION - individual
•
YOU GET your own folder
•
It contains summaries of your SKILLS and CAPABILITIES
•
YOU OWN your data.
•
It’s OPEN LINKED data so it’s the future-proof
•
YOU decide what to SHARE and WHO to share It with
•
Many people populate your folder including YOU!
•
YOU decide HOW you want to work and WHEN
(for life, for FREE)

8. VALUE PROPOSITION - organisation
•
HAPPY staff are productive staff => better ROI and more
aligned with YOUR CULTURE and VALUES
•
Publishing OPEN DATA on your people, culture and
opportunities..
•
..build a LIFETIME FOLLOWING => better share of talent
•
LISTENING to external feedback connects you better to the
networked economy and your customers
•
Using LINKED DATA makes it future-proof. Early adopter
advantage is still possible.
•
YOU decide what to SHARE

9. Architecture
Websites
Organisations
Feeds
Mobile
Feeds
Feeds
5 ★ Open Data store
Search / Social

10. IMPACT
Economic
Social
Environmental
Disintermediate recruiters
Self-worth increased as skills
ownership passed from
organisation to individual
Flexible work => Reduced
travel => Less pollution and
less energy consumption
Increase (relevant) skills
and wages through greater
transparency
Increased social mobility
through better access to
opportunities and more focus
on skills
Ease city infrastructure
congestion
Increased productivity
through better alignment
with values
More informed citizens
through interest in personal
open data.
Better private and public
asset utilisation
Less burn-out through better
alignment
Better Political and legislative
support demanded by open
data measures
Reduced unemployment
through better access to
skills

11. The Team
Robert Pye: More than 20 years in senior corporate positions with organisations including IBM, Ernst & Young and Thales.
Managed several start-ups. Co-founder of Ethos in 2010. Degree in Computer.
Mike Davis-Marks: After a 36 year career in the Royal Navy. Nuclear submarine Captain! Surfacing in 1999, MDM enjoyed
broadening appointments at the British Embassy in Washington DC and latterly as Director of Public Relations and Director of
Naval Recruiting for 3 years apiece, where a talent for PR and Marketing was noticed.
Hugh Glaser: Hugh Glaser has more than 30 years experience in Computer Science. He has created two of the most
significant practical activities in the Web of Data, sameas.org and rkbexplorer. In addition to the general work and consultancy
he is responsible for two significant practical activities in the Web of Data: a) sameas.org , which helps to establish linkage
between datasets; b) rkbexplorer.com, which is a Linked Data application that gives a unified view of some fixed datasets plus
data from the general Web of Data.
Annabelle Lambert: For the last 20 years Annabelle has been supporting sales, account and customer management for
companies such as Ernst & Young, Capita, Manpower and PricewaterhouseCoopers. She also spent time with a start up which
involved doing everything and anything required when working in an early stage company including online community building
and management. That said, unsurprisingly her interests lie in online community, communication and social media.
Annabelle has also spent nearly 5 of the last 10 years living and working in Sweden, where she would say they certainly do have
a lot of things right when it comes to creating a well balanced life for people. She returned to the UK in 2009 and in 2011 began
working part-time for Ethos and eventually transitioned into the core team in January 2012.
Catherine McLaughlin: Following a career spanning the NHS, Social Care and Not For Profit sectors. She has successfully
delivered a range of services from peer to peer audit, research into practice, and services for children, families and communities.
She thrives on connecting people/organisations for mutual benefit, when often the complex circumstances they find themselves
in makes it difficult for them to see the best way forward. She brings a broad perspective to everything she does, taking in social
activism, participation and co-delivery.
Peter Feltham: Peter has been involved with Ethos since its very early days and joined the core team in 2011 taking on a role
within social business development. With over 40 years’ experience in the computer industry, in which time he has unsurprisingly
worked with a range of technology from early mainframes up to the multitude of technology options we find in the present day.
Peter has worked as a programmer, tech researcher and held responsibility for strategic management in this field. Most notably
as special projects manager for Olivetti he was responsible for delivering high performance teams to manage many major
projects.
+ Local Gov Employees (2)

12. The business / revenue governance model
Grants,
LEP’s,
partnerships
W2W, Skills open data sets
Government
An asset owned by all three
pillars of society. Experience
of this already gained.
Freemium
Subscription
Business
Individuals

13. Why is this different to
?
• You own your data (published as linked open data)
• The business model is not advertising or recruitment
• Revenue comes from each of the three sides (business,
government, individuals)

14. Implementation approach
• Build a proof of concept website (http://capability.us)
• Open to limited pilot
• Partner with several large public, NGO and business pilots

15. How has is been tested?
• The Ethos Partners (20), Ethos specialist network (250)
• SIMPL Challenges (Top idea 4 days after posting the idea)
• One local authority.
• Now testing with several large businesses.
• We have two potential significant partners who are both very
large employers.

16. In some detail..
•
Ethos specialists are all Partners (20 active currently) who own our business.
•
Ultimately, we will create a private share market for new and existing Partners.
•
We don’t have “contracts of employment” rather “value exchanges”. Two way.
•
We care about people. ALL people. We want to add value to everyone's
working lives.
•
Ethos makes money through the revenue, profit or equity associated with each
solution we take part in (we prefer this to time/input based revenue).
•
We are increasingly becoming an accelerator. Common culture for solving and
delivering complex service problems….
•
We have three “themes” currently… Events, SMART Cities and Skills

17. Linked data demonstration
LD Data mash-up from several sources: Salesforce, epp.ethosvo.org, Google Docs, Wikipedia etc.
http://data.capability.us/
Password protected site

18. About Ethos
•
Ethos specialists are all Partners (20 active currently) who own our business.
•
Ultimately, we will create a private share market for new and existing Partners.
•
We don’t have “contracts of employment” rather “value exchanges”. Two way.
•
We care about people. ALL people. We want to add value to everyone's
working lives.
•
Ethos makes money through the revenue, profit or equity associated with each
solution we take part in (we prefer this to time/input based revenue).
•
We are increasingly becoming an accelerator. Common culture for solving and
delivering complex service problems….
•
We have three “themes” currently… Events, SMART Cities and Skills

19. Why do we need the Impact Hub?
•
Forcing a level of concentration
•
CASH! We have invested £900k in salary sacrifice into Ethos since 2010 and
we cannot finance the development and marketing organically
•
Network – encouraging public sector and policy support for ProFile
•
Expertise. Specialists and friends like Indy, Joost, Alice and the team.
•
ProFile gives us the excuse to work closely together.

20. It’s about the future of work
13 December 2013
http://capability.us