UNISCRAP PBC Human Resources Policy (Teaming)

“Teaming for Global Sustainability and Innovation”

I. Guiding Principles

• Mission-Driven Hiring: All team members—internal or partner-based—must align with UNISCRAP PBC’s mission of achieving NetZero through advanced clean technologies, decarbonization, and circular economy solutions.

• Global Equity and Diversity: UNISCRAP builds multicultural, interdisciplinary teams from around the world, reflecting partnerships across continents (e.g., Uganda, Greece, U.S., etc.).

• Collaboration through Integration: Teams are not siloed—every project integrates technology developers, academia, policymakers, and community stakeholders.

II. Teaming Structures

1. Core Team (Internal PBC Team)

• Composed of Executive Leadership, R&D, Manufacturing Oversight, Strategic Planning, and Financial Management.

• Operates from UNISCRAP HQ (Wilmington, DE), Radicle Center (Delaware Valley), and Innovation Space.

2. Partner Teams (Strategic Partnerships)

• Cross-functional teams are built in tandem with partners like:

  • NASA, NREL, NSF, DOE for Solar Cells, PV, and Energy Systems

  • Cambridge Consultants, Capstone, Siemens for Engineering

  • WorldCentric, Compost Manufacturing Association, CH4 BIOGAS for Composting and Waste-to-Energy

  • 701x, MANA PACIFIC, NTL Energy for Agriculture, Livestock, and Decarbonization

• Collaboration occurs via defined scopes: Research, Prototyping, Deployment, or Policy.

3. Acquired Teams (Company Acquisitions)

• Acquired companies are integrated using the UNISCRAP Transition & Alignment Program (UTAP):

  • 30-day Alignment Sprint for Mission, KPIs, Sustainability Goals

  • Role and Capability Mapping to reassign or retrain team members

  • Merging IT systems, R&D workflows, and compensation alignment

  • Equity-based incentives tied to UNISCRAP’s growth and IPO performance

III. Talent Development & Onboarding

• Incubation Program Pipeline: Young engineers, scientists, and entrepreneurs from partner universities (e.g., Purdue, University of Illinois, Princeton, etc.) enter via Incubation Programs and join project-based teams.

• Workforce Training Programs: Programs designed with Princeton Co-Founder, YMCA, and Congress-backed initiatives to upskill the American and global green workforce.

• eQUAL Employment Program: Guarantees access, inclusivity, and career advancement across gender, race, nationality, and economic background.

IV. Compensation & Incentives

• Hybrid Compensation: Mix of salaries, milestone-based bonuses, and equity shares through IPO-related programs.

• Subscription-Based Revenues for Field Teams: For example, Ranches and Compost sites pay subscription fees; teams supporting them receive commission or revenue shares.

• IPO-Linked Growth Plans: Teams involved in transformative programs (e.g., Solar, CH4 Biogas, AI-enabled Waste Analytics) are eligible for IPO participation bonuses.

V. Compliance & Ethics

• All teams—internal, partners, or acquired—must adhere to:

  • UNISCRAP Code of Ethics

  • ESG Alignment Standards

  • DOE, EPA, USDA, and NSF regulatory frameworks

  • IP protection agreements, especially when working with acquired or incubated technologies

VI. Organizational Growth Through Teaming

• UNISCRAP projects require Teaming as a Value Multiplier:

  • Each technology domain (Solar, Composting, Decarbonization, Water, Drying) involves at least 3 key partners.

  • Each region (e.g., Delaware, Uganda, Nisyros, Pacific Islands) includes a local implementing team + UNISCRAP core + capital markets liaison.

VI. Hiring Roadmap for IPO Phase (Post-IPO)

• • 1,000+ team members across 10 business units

  • 100+ engineers/scientists focused on R&D and Productization

  • 250+ field agents (via acquired firms)

  • Partner-Led HR Hubs in Greece, United States, Africa, Middle East, and Pacific Regions