

UNISCRAP PBC Human Resources Policy (Teaming)
“Teaming for Global Sustainability and Innovation”
I. Guiding Principles
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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.
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Global Equity and Diversity: UNISCRAP builds multicultural, interdisciplinary teams from around the world, reflecting partnerships across continents (e.g., Uganda, Greece, U.S., etc.).
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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)
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Composed of Executive Leadership, R&D, Manufacturing Oversight, Strategic Planning, and Financial Management.
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Operates from UNISCRAP HQ (Wilmington, DE), Radicle Center (Delaware Valley), and Innovation Space.
2. Partner Teams (Strategic Partnerships)
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Cross-functional teams are built in tandem with partners like:
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NASA, NREL, NSF, DOE for Solar Cells, PV, and Energy Systems
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Cambridge Consultants, Capstone, Siemens for Engineering
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WorldCentric, Compost Manufacturing Association, CH4 BIOGAS for Composting and Waste-to-Energy
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701x, MANA PACIFIC, NTL Energy for Agriculture, Livestock, and Decarbonization
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Collaboration occurs via defined scopes: Research, Prototyping, Deployment, or Policy.
3. Acquired Teams (Company Acquisitions)
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Acquired companies are integrated using the UNISCRAP Transition & Alignment Program (UTAP):
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30-day Alignment Sprint for Mission, KPIs, Sustainability Goals
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Role and Capability Mapping to reassign or retrain team members
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Merging IT systems, R&D workflows, and compensation alignment
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Equity-based incentives tied to UNISCRAP’s growth and IPO performance
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III. Talent Development & Onboarding
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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.
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Workforce Training Programs: Programs designed with Princeton Co-Founder, YMCA, and Congress-backed initiatives to upskill the American and global green workforce.
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eQUAL Employment Program: Guarantees access, inclusivity, and career advancement across gender, race, nationality, and economic background.
IV. Compensation & Incentives
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Hybrid Compensation: Mix of salaries, milestone-based bonuses, and equity shares through IPO-related programs.
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Subscription-Based Revenues for Field Teams: For example, Ranches and Compost sites pay subscription fees; teams supporting them receive commission or revenue shares.
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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
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All teams—internal, partners, or acquired—must adhere to:
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UNISCRAP Code of Ethics
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ESG Alignment Standards
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DOE, EPA, USDA, and NSF regulatory frameworks
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IP protection agreements, especially when working with acquired or incubated technologies
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VI. Organizational Growth Through Teaming
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UNISCRAP projects require Teaming as a Value Multiplier:
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Each technology domain (Solar, Composting, Decarbonization, Water, Drying) involves at least 3 key partners.
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Each region (e.g., Delaware, Uganda, Nisyros, Pacific Islands) includes a local implementing team + UNISCRAP core + capital markets liaison.
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VI. Hiring Roadmap for IPO Phase (Post-IPO)
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1,000+ team members across 10 business units
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100+ engineers/scientists focused on R&D and Productization
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250+ field agents (via acquired firms)
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Partner-Led HR Hubs in Greece, United States, Africa, Middle East, and Pacific Regions
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