I’m proposing a new pricing structure because it offers a win-win solution for both my challenges and OPAC’s. The current hourly model isn’t working as effectively as it could, and I believe this new arrangement will deliver better results for both parties.
First, the hourly model doesn’t suit the specialized services I provide. My skills in media production and automation require focused, high-value work, but the current structure spreads me across too many roles. This dilutes my expertise, leading to burnout and limiting the value I can bring to OPAC.
Second, the hourly model ties compensation to physical presence, creating inefficiencies. I often stay on-site even when my tasks are automated or under control, leading to unnecessary downtime. The reality is I don’t need to be at the office 75% of the time.
Efficient work naturally creates downtime, which I believe should be used for strategic tasks rather than unrelated duties (e.g., projects from other departments).
I also manage social media outside the office, which is hard to quantify hourly. For example, I spent 1.5 hours today handling Facebook messages, updating a graphic, sharing announcements, and creating stories—but this was spread across short intervals throughout the day.
The current structure doesn’t allow me to work at my best. My time should be used for high-value tasks rather than filling downtime with unrelated work.
Lastly, while the W2 position offers security, the broader scope of responsibilities limits my ability to focus on what I do best. Specializing in media production and automation would allow me to contribute more effectively. By working on my own terms, I can deliver greater impact without being stretched too thin.
OPAC faces challenges, particularly with staffing and scaling. Communication bottlenecks and workflow delays mean employees spend too much time waiting for information or approvals. A few key staff members have left OPAC, with one citing these bottlenecks as a major factor.
Automation and systematization, which I’ve already begun, could significantly reduce this inefficiency with more focus.
Additionally, the traditional 40-hour workweek is less appealing, and attracting and retaining talent is becoming harder. By leveraging my experience with AI and automation, I can help OPAC streamline processes, reducing the need for additional staff and making the organization more competitive.
To solve these challenges, I propose moving to a retainer-based agreement with discounted rates for specialized work. This structure rewards focused, high-value tasks and allows me to invest time in what I do best—media production, content creation, and automation.
By narrowing my focus, I can deliver higher-quality work that benefits OPAC’s marketing and operations, while automation reduces bottlenecks and minimizes reliance on manual labor.