The document discusses the mutual gains process that will be used to evaluate the company's compensation systems. It begins by explaining that mutual gains focuses on interests rather than positions, and uses consensus building to develop solutions that address everyone's goals. The process involves clarifying interests, brainstorming options, and building consensus on a solution that best meets shared interests. A work group with representatives from all employee groups will go through the mutual gains process over several months to evaluate compensation and recommend any needed changes.

1. Mutual Gains Process
What is it?
How does it work?

2. Over the next few months, we will be evaluating our
current compensation systems using a process called
Mutual Gains.
Today we will explore:
•What is a Mutual Gains process? How does it work?
•How will NMC use this process to evaluate and, if
necessary, recommend changes to our current
compensation systems?

3. Mutual Gains—what is it?
It is a process by which we collectively work to
identify interests and work for a mutually
agreed upon solution through consensus
building

4. How does it work?
First:
It focuses on interests, values, goals rather
than positions.

5. What’s the difference between
interests and positions?
The classic story…
Two sisters were fighting over an orange:
It’s mine!
No it’s mine…you got the last one!
No, I didn’t…YOU did! You ALWAYS get your way!

6. Mom finally had enough. She cut the orange in
half…..
One sister ate the fruit and threw away the peel.
The other sister grated the peel for a cake she was
making and threw away the fruit.

7. The obvious moral…
• When the sisters were focused on positions
(what should happen, who was more
deserving, etc.) they were stuck in a power
struggle.
• When it was resolved by compromise; each
gained a little, each lost a little.

8. The obvious moral…
• If they had asked about interests (Why is the
orange important to you? What are your
goals?) they could have done some creative
problem-solving, and they would have
achieved mutual gains.

9. Position vs. Interest Based
Position-based Interest-based
Starting Point •Identify Problems •Identify problems
•Develop Positions •Clarify issues
Strategy •Defend positions, entrench in •Identify Interests
positions, discredit your
opponent’s position
•Use power and manipulation
•Make incremental changes to •Develop options that address
positions through counter interests
proposals
Solution •Defer to the more powerful or •Problem solve a solution
concede to middle ground •Reach consensus

10. Effective Behaviors…
• Active Listening/Good Communication
• Focus on the Problem
• Ask Open-Ended Questions
• Informal, Open Exchange
• Paraphrase, Summarize Often
• Be Flexible
• Align Expectations with what is Achievable

11. So what will the process look like?
A work group comprised of members of the various employee groups will…
Clarify the Issue Identify, clarify Evaluate current Brainstorm Build a consensus
interests compensation Options option
•Why are we •What are our •Does it address •May work in •Develop option
talking about values, all shared small groups that best
compensation? interests, values, first addresses
•Why now? around interests? If •Evaluate shared interests
compensation? “Yes,” we’re options in light •Review with
•Get feedback done. If “no” or of values, campus
across campus “maybe not”…. Interests community
•Build on, •Refine as
combine needed.
options

12. What do we mean by consensus?
Consensus does not mean that everyone agrees with every
detail, but that we can support the decision because:
• We believe we were heard and our concerns taken seriously
• The decision was reached fairly and openly
• It appears to be the best possible solution to address all
shared interests or concerns

13. What if we can’t reach consensus?
We will continue to clarify the remaining shared
interests or concerns and challenge the group
to find creative ways to address them

14. What is role of the work group member?
Active engagement in process
• Good listening
• Asking open questions
• Problem-solving
Communication with co-workers
• Soliciting feedback from co-workers
• Bringing questions, concerns back to the work
group

15. How much time will it take?
• 1-2 hours weekly
• As a college we will make accommodations to
support this work

16. How will the work group be selected?
The work group will be comprised of three members from
each employee group and four at-large members.
• Employee group members will be chosen by their
respective employee group leadership
• The President will select at-large members.
Next steps:
See Tim’s memo for details