The document discusses business models for non-full time employees (non-FTE) workers. It argues that workers need their own business models to exchange their time for money on their own terms, rather than being employees. It examines different roles workers can take, including being self-employed, independent contractors, or freelancers. It also analyzes how work is valued and compensation is determined based on whether the worker, customer, or company sets the value. Workers must determine what terms they offer in areas like flexibility, availability, skills and exclusivity. The type of commitment a worker makes depends on if they take gig work, contracts, jobs, or develop client relationships.

1. The Workers Party
Business Models for Non-FTE Workers

2. Third Party Power
Vendors (especially employers)
and Markets (especially customers)
always seem to have the work world under their control.
But there is a third party: Workers (the Self).
Workers need their own business model.

3. Enough with the Sharing!
I’d like to exchange my time for money, at my discretion.
I don’t want to be a full-time employee with a boss.
But Stop with the Sharing Economy hype.
Here’s a stupid business model: I’ll “share” my car with a multi-billion-
dollar international corporation, for $7/hr, and agree to stick around
myself while they use it.
The simplest way for a worker to not be an employee of a company is
for that company to be the worker’s customer of record.
But that is still too vague in practice, and I may not be able to go that
far. I need a good business model for myself.

4. Lease
Trade
Borrow
Share
Characteristics of Self-Determination
A worker’s primary assets are Time and Property.
As a rule, a person who decides
to work is deciding to “employ”
two assets that they already
have: Time and Property.
Key decisions get made about
why, when and where to apply
those assets. Those are seen as
opportunities and perhaps
become agreed assignments.
Key decisions are also made
about what importance is
attributed to the provision and
use of those assets.
Aside from showing up for work,
employees don’t make most of
those decisions. Non-employee
workers do. Non-employee
workers can still be workers who
are compensated for their work.
Resource offer
Independent
Contractor
Temporary
Freelance
Status type
More
authority
Less
authority
More
divestiture
Less
divestiture
©2016MalcolmRyder/ArchestraResearch

5. RECRUITER
engagement
How do opportunity and willingness get connected?
Various roles match workers to needs for production.
AGENT
BROKER
SELF
MARKETVENDOR
The ability to do work does not
create someone else’s need for
work to be done.
Agents, recruiters and brokers
all participate in (a.) finding
potential matchups of workers
with the existing need for
them, and in (b.) setting a
compensation to be offered for
the worker’s production.
But those participants all only
represent the opportunities for
work to be compensated.
Aside from making proposals,
they do not actually create the
compensation for the
production being sought.
©2016MalcolmRyder/ArchestraResearch

6. Employer
defines the
value
compensation
How is the work valued?
Compensation to engage and produce is variously calculated .
Worker
defines the
value
Customer
defines the
value
SELF
MARKETVENDOR
The decision to use personal
time to do work is based on the
idea that there will be
compensation (perhaps
negotiated) for being
productive.
Compensation can come from
three different parties of
interest: the Self, the Market,
and a Vendor.
Each party decides what role to
assume (worker, employer,
customer) in order to establish
its offer of compensation (the
type & level) to exchange for the
worker’s production. Those
valuations can be similar from
party to party, or they can be
dramatically different.
©2016MalcolmRyder/ArchestraResearch

7. Lease
Trade
Borrow
Share
flexibility
type
capacity
exclusivity
What aspect of production availability is in demand?
availability
A worker’s production is requested as an agreed resource.
The worker may produce
something either before or
during its immediate demand.
The demand may emphasize
certain aspects of utilization
that it imposes on production,
such as flexibility, or exclusivity.
Like requirements, those
aspects want to be satisfied
individually - but often some
of them want to co-exist with
some others.
As a result, the worker is seen
as a resource, and terms of
utility agreement take on
various forms (e.g. lease,
share, etc.)
©2016MalcolmRyder/ArchestraResearch

8. Independent
Part-time
Freelance
Contractor
flexibility
availability skill
capacity
exclusivity
What terms are offered by the non-employee worker?
A worker’s primary terms are Authority and Commitment.
When a worker has chosen
one or more roles (Self,
Market, Vendor) the next step
is to formulate the production
that the worker will offer.
That begins with defining how
the worker’s production will be
available, along with what
distinguishes the relevance of
the offered production.
The worker assumes a posture
that supports the ability to
sustain the relevance.
Like “requirements”, several
postures can independently
apply but they are likely to be
blended in practice.
©2016MalcolmRyder/ArchestraResearch

9. Independent
Temporary
Freelance
Contractor
CLIENT
availability GIG
CONTRACT
JOB
What type of worker makes the commitment?
Different types of workers make different kinds of commitments.
Outside of full-time employee
status, a worker has the option
of deciding how to become
available to other parties.
The worker may decide how
much freedom to retain in
providing availability. In
particular, the worker can
consider how to offer the
relationship as an agreement.
When a party representing a
need for production discovers
a worker, the Worker-Need
relationship appears in a
variety of optional formats.
To the worker, different
formats mean different kinds
of commitment.
©2016MalcolmRyder/ArchestraResearch

10. The future of working
• Assurance of future work is typically tackled by non-fulltime-employees
(non-FTEs) according to their appetite for status and assets
• For a self-determining worker, the implication of the worker’s options is
that a given kind of offer to work corresponds better with a certain status
than with other statuses.
• Also, there are implications mainly about the increasing duration of the
total period of compensation, from a bottom-up hierarchy of Gigs,
Contracts, Jobs and Clients.

11. Lease
Trade
Borrow
Share
Characteristics of Self-Determination
Non-FTE workers “connect the dots” across three kinds of concerns
Resource offer
Independent
Contractor
Temporary
Freelance
Status type
More
authority
Less
authority
More
divestiture
Less
divestiture
Job
Client
Contract
Gig
Compensation Span
More
compensations
Fewer
compensations
©2016 Malcolm Ryder / Archestra Research

12. ©2016 Malcolm Ryder / Archestra Research
www.archestra.com
mryder@archestra.com