Summary: The United People Virtual World Government Trust is a vehicle in which all people in the world who recognize their Sovereign capacity can participate equally as co-Trustees. These Standard Procedures outline the various functions created and/or authorized by the Trustees that regulate the administration of the Trust.

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1.0. Introduction

1.1. Over a period of many years of trial and error, improvement in management techniques, organization, and planning have developed. The most successful method yet devised to put a plan of organization into operation is the use of "manuals" with detailed procedures spelled out.

1.2. This manual forms a solid foundation upon which to improve the business. This manual will never actually be complete, because it will be growing, changing, improving and reflecting changes as they occur within the United People Virtual World Government Trust.

2.0. Description

2.1. This administrative manual is the legislative section of each area of responsibility of the Trust. Within this section can be found the solution to many problems that could otherwise be repetitive. This manual is published on the Trust website at www.upworldgov.org.

3.0. Security

3.1.All matters contained in this manual are fully transparent to all Trustees of the Trust as well as any individuals around the world who visit the site.

4.0. Use

4.1. Everyone for which the procedures have been prepared are asked to study and become familiar with the contents of this manual.

4.2. Duties and work assignments are to be carried out in accordance with the written instructions and procedural details included.

5.0. Foundation for Growth

5.1. UNITED PEOPLE VIRTUAL WORLD GOVERNMENT TRUST is growing and anticipates further growth that will entail a well-orchestrated organization.

5.2. There must be a good understanding of the authority, responsibilities, and duties of all functions in UNITED PEOPLE VIRTUAL WORLD GOVERNMENT TRUST and their responsibilities in order to achieve its objective.

5.3. This manual will grow with the Trust and be the place where, and set forth the ways how, we establish policies, methods, and procedures. It is the rule book for how we shall "play the game." It states what the Trust expects from all individuals affected.

5.4. It is a training guide, a place to refer to when we want to know who is responsible for what. It will provide the answers to eliminate misunderstandings that may arise from time to time. It is the place to put into writing the accumulated experience of our best associates for the guidance of new associates.

5.5. We must anticipate problems that are likely to occur, decide how we should handle them and then write down the procedure for future experience.

5.6. All "policy" decisions must be reached with associates as near the point of action as possible to achieve compliance and commitment.

5.7. Each procedure should become the "Law of the applicable area of responsibility" until we find a better way, then the procedure will be revised.

6.0. Conclusion

6.1. This procedure and all other procedures enclosed within this manual shall remain in full force and effect until superseded, modified, or cancelled by the issuing authority.   

1.0. Purpose

1.1. This procedure establishes and describes the method for indexing all Trust procedures.

1.2. Written procedures, coded and arranged by this system, form the reference manual in which available information on all of the Trust’s Rules, Regulations, Operating Procedures and Functional Job Descriptions may be readily located.

2.0. Lettering System

2.1. All written procedures shall be identified with the following letters to denote specific areas:

A-1 Forward to Procedures Manual
A-2 Index to Policies and Procedures Manual
B-1 Organization Chart
B-2 Directives Log
B-3 Job Description Administration and Review
B-4 Dispute Arbitration Clause
B-5 Rules and Regulations
B-6 Wage and Salary Guidelines
B-7 Performance Evaluation
C-1 Board of Trustees
D-1 Administrative Office
E-1 Ambassador - Job Description
F-1 Secretary - Job Description
G-1 Treasurer - Job Description
H-1 Facilitator - Job Description
I-1 Integrity Panel - Job Description
J-1 Webmaster - Job Description

3.0. Numbering System

3.1. The numbering system is based on a three (3) digit code and applies to the letters outlined in 2.1.

   3.1.1. A Major Function will be one (1) digit and will identify the performance and responsibilities associated with that function (i.e. D - 1).

   3.1.2. A Minor Function reporting to a Major Function will be two (2) digits:

      G - 1 Office Administrator

      G - 1.1 Shift Manager

   3.1.3. A Line Function reporting to a Minor Function will be three (3) digits:

      G - 1.1 Shift Manager

      G - 1.1.1 Secretary

   3.1.4. A three (3) digit number ending in zero (0) will be a detailed description of policy, operating procedures, or method of how to perform a function responsibility.

3.2. Forms, Charts and Graphs are identified with a letter suffix added to the procedure number:

   B-7A Performance Evaluation Form - Supervision

4.0. Summary

4.1. To reiterate, all Standard Procedures are numbers in accordance with the three (3) digit system which is prefixed by an identifying letter.    

B-1A Boards of Trustees

B-1B Default Administrative office

B-1C Integrity Panels

1.0. Purpose:

1.1. The Organization Chart is a graphic portrayal of the relationship between the various functions within the Trust. To understand these relationships, a thorough understanding of the principles of authority and responsibility that flow from, and to, management is required.

1.2. The Organization Chart is management's pattern for allocating authority and responsibility. It provides the necessary channels for the flow of all management directives, with specific controls for delegation between all levels of the Trust.

2.0. Chart Explanation

2.1. The Organization Chart indicates the functional areas of responsibility (boxes) with their channels of authority (lines).

2.2. Each box represents a function, not the individual who carries out that function, Individuals may change, but not the function.

2.3. Shown on the Organization Chart is the "Board of Trustees" who select the Ambassador as their Chief of Operations as well as the members of the Integrity Panel.

2.4. The line separating the Board of Trustees and the Ambassador shows the division between policy making functions and operations functions.

3.0. Authority

3.1. The Board of Trustees is a policy making and directing function only. It is their responsibility to choose and appoint an Ambassador as the Chief Operations Officer to manage the daily operations of the business. The Board of Trustees only involves themselves on a day-to-day basis when requested, or when they observe their policies being ignored or changed.

3.2. The Ambassador is given authority by the Board of Trustees to staff all operations functions for which he/she has been given responsibility. To each function head he/she delegates authority to carry out the duties and responsibilities commensurate with that function.

4.0. Responsibility

4.1. There is only one line of responsibility in the Trust. One person may fulfill more than one function, but one function is responsible to no more than one other function. One person cannot serve two masters in the same functional duties.

4.2. Cross-contacts (dotted line) is a form of cooperation between function heads. This permits any associate to perform more than one job, or cooperate between functions, and know who their immediate boss is on the performance of that function.

4.3. Authority flows down.

4.4. Responsibility flows up.

5.0. Delegation

5.1. Good organization requires that the delegation of responsibility be complete and that every associate be given the maximum possible autonomy in performing his or her duties.

5.2. The organization which does not delegate limits its effectiveness to the talents and energies of a few individuals.

5.3. By delegating we completely utilize the energies of every associate. Each will be judged by results over a period of time and not by a single episode.

5.4. Delegation of responsibility requires equal delegation of authority. Authority means the right to direct, coordinate, and decide, but does not imply autocracy.

5.5. Invasion of the area of authority of a subordinate has the effect of relieving the subordinate of responsibility. The subordinate becomes confused as to what his/her new authority and responsibilities are, thus creating loss of effectiveness.

5.6. Once delegated, a responsibility should only be monitored. If the subordinate cannot perform the new duty for which he/she is responsible, then it is up to that individual's superior to determine why, before stepping in and performing that duty.

6.0. Conclusion

6.1. This Organization Chart is a living document, and should be changed or modified as time and the growth of the Trust dictates.

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1.0. Purpose

1.1. Directives are those memoranda issued to explain, or create, a management decision or policy on a specific subject.

1.2. The memoranda will be a policy directive not normally covered by a Standard Procedure. If the directive states how to do something, it will be put into a procedure format and incorporated into the Standard Procedure Manual.

1.3. A directive should only address an immediate problem and should tell what to do, or explain Management's position concerning the handling of a situation.

1.4. No orders should be given verbally. They should be put into writing. Verbal orders have a tendency to become "garbled", "lost", or misunderstood.

2.0. Use

2.1. Directives are issued by all supervisory/managerial personnel on issues relating to associates reporting to them, or in their direct chain of command.

2.2. The Ambassador will issue directives concerning more than one department.

2.3. Any directive which concerns a Standard Procedure, or a previously issued directive, must be approved by the Ambassador prior to issuance. The Board of Trustees can overrule a decision of the Ambassador.

2.4. The Board of Trustees may not issue directives to other than the Ambassador.

3.0. Format

3.1. All directives will be routed through the Administrative Office Secretary before issuance to be logged and numbered. The Administrative Office Secretary will ensure that the directive is listed in its proper place on the www.upworldgov.org web site.

3.2. All directives will be numbered by the year and the sequential number for that year and followed by the letter designating the department in which the directive was written:

   3.2.1. Example: 01-21 – G-1 - The twenty-first directive in 2001 written for the Treasurer.

4.0. Summary

4.1. Directives cannot be issued, or addressed, beyond the next lowest chain of command. The directive may instruct the next lowest in the chain of command to issue a directive regarding an area under their control.    

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1.0. Purpose

1.1. The purpose of this procedure is to review the guidelines for implementing job descriptions.

1.2. The problem in implementation rests in the assumption that a job description will organize the individual and the Trust. Job descriptions are prepared and issued and end up in the back of people's desks. People go on doing the things they have always done, doing those things in the same old ways, not changing their old work habits one iota. No one is any more organized, personally, than they were before the job descriptions were written. The Trust continues as before, operating at odds with its own goals, each department a reflection of the idiosyncrasies of the person who runs it - or fails to run it. The same lack of communication continues. The flow of work is confused as ever. The things that weren't being done previously are still not getting done. The chain of command is still constantly being violated.

1.3. In short, everything that the job descriptions were supposed to correct are still going "uncorrected". Nothing is changed and people are just doing exactly what they please, when they please and if they please.

2.0. Advantages of Job Descriptions

2.1. Job descriptions are written to accomplish some very specific things.

   2.1.1. Organize a function

   2.1.2. Organize the individual filling the function.

   2.1.3. All descriptions, together, organize the Trust.

2.2. Job descriptions contain specific information:

   2.2.1. Define the function itself.

   2.2.2. Define the responsibility.

   2.2.3. Define the source of authority.

   2.2.4. Assign specific duties, full performance of which implies the exercise of the authority and the meeting of the responsibility.

2.3. To get full advantage of a job description, it must be installed properly and implemented through religious follow-up.

3.0. Installing Job Descriptions

3.1. The initial installation of an individual in a management or operating function is crucial to the success of function performance.

   3.1.1. Involve the present incumbent (if applicable) by having him or her list the things they do presently.

   3.1.2. Determine their responsibility and the source of their authority in their own words.

   3.1.3. After all the individuals have been interviewed, determine the areas that are not being covered by someone. Discover which of the normal or standard control techniques are not being utilized. Get the individuals to agree that these things should be incorporated into their job descriptions.

3.2. By involving individuals in the inception of the idea of a job description and continuing their involvement during its creation, we get acceptance of it and stand a better chance of achieving the ultimate implementation and necessary follow through.

4.0. Implementing Job Descriptions

4.1. All job descriptions must be displayed on the www.upworldgov.org website in their proper location. Individuals must be explained how to access the job descriptions written for all subordinates as well as their own. They are to be reviewed and must be properly understood and interpreted.

4.2. The next step is to get people to start functioning by performing their duties as they are described in the job descriptions. This is to be accomplished individually, through the chain of command in Job Performance Review meetings, the order being:

   4.2.1. Board of Trustees with the Ambassador

   4.2.2. Ambassador with each of his/her immediate operational and Administrative Officers.

   4.2.3. Operational and administrative supervisors with their immediate subordinates.

5.0. Job Performance Review Meeting : Phase I

5.1. Each Management individual must conduct a semi-annual Job Performance Review Meeting. The purpose of the meeting is two-fold:

   5.1.1. To determine the extent of job performance.

   5.1.2. To update job descriptions.

6.0. Procedure

6.1. A manager or supervisor will have each of his subordinates list in key words the duties with which they have been charged.

6.2. They should group the duties in yearly, monthly, weekly, daily and occasional categories. It is important for this to be done in the presence of the manager, or supervisor, for the psychological impact of a "do it now" basis.

   6.2.1. The manager, or supervisor, must then question the subordinate on his performance of each duty: a. Is it being done? b. In their opinion, how effectively?

   6.2.2. If it is discovered that the need for certain duties no longer exists, or that new duties have been added, have the incumbent re-draft the job description to put it in line with the actual operation.

7.0. Job Performance Review Meeting: Phase II

7.1. Approximately two weeks after the initial review (Phase I), the subordinate should meet again with his or her supervisor to present the newly drafted job descriptions.

8.0. Significance

8.1. The preceding technique FORCES every supervisor in the Trust, including the Board of Trustees, to think about job performance periodically. They must think about their own performance and that of their immediate subordinates. Every step required by this technique raises the consciousness level regarding full job performance, full meeting of responsibility, and full exercise of the given authority.

8.2. The technique assures the management organization is current because job descriptions are purposely reviewed and up-dated periodically.

9.0. Timing

9.1. The Board of Trustees should establish a time table for Job Performance Review so that each section or unit of the Trust has its time of the year to review itself. Staggering the times of the review avoids the situation where the entire Trust is "consumed" by the need to review and update itself.

10.0. Distribution

10.1. Assure the listing of the new job description in the appropriate place on the www.upworldgov.org website.

10.2. Supervisors and managers have the responsibility for their subordinates and therefore it follows that they have to know what their subordinates are supposed to do.    

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See Dispute Resolution Clause in the Terms and Conditions section of this site. Click here   

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1.0. Purpose

1.1. Rules and Regulations of the United People Virtual World Government Trust reflect the collective need of the Trustees to regulate the style of interconnectedness between the Trustees generally and specifically within their capacity of office holders or agent Trustees of the Trust.

1.2. The rules or regulations will be the legislation of the Trust not normally covered by a Standard Procedure or constitutional/Indenture provision.

1.3. Where a directive only applies to a superior position addressing a one-level-lower inferior position a rule or regulation applies to all Trustees – regardless of their position.

2.0. Use

2.1. Rules and Regulations are created by all trustees collectively according to their self-established rules of decision making on the www.upworldgov.org web site.

2.2. The Ambassador is responsible for ensuring the Rule and/or Regulations adopted by the Board of Trustees is properly listed in the Rules and Regulations section of the www.upworldgov.org web site. The Planetary Ambassador will also ensure that an electronic back-up copy of the rule and/or regulation is kept in a secure place.

3.0. Format

3.1. All rules and regulations will be dated as per the date they were officially adopted by the Board of Trustees.

4.0. Summary

4.1. Rules and Regulations include the Trust’s general legislation that applies to all trustees. A utopian model would have no rules or regulations, and the opposite would be an overburdening level of rules and regulations. The United People Virtual World Government Trust will determine its level of need concerning rules and regulations.   

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1.0. Purpose

1.1. Wage and salary guidelines are required in order to treat all Trustees, agent Trustees and employee Trustees fairly and honestly.

1.2. Wages and salaries should reflect the level of responsibility as well as the Trust’s ability to pay such wages and salaries.

2.0. Use

2.1. Wages and salaries are an exchange of equal value between the Trust and an individual who has benefited the Trust in some way in accordance with the Trust’s policies concerning this exchange.

3.0. Taxes

3.1. As the Trust is within a jurisdiction created by the people in their Sovereign capacity, it is above all other earthly jurisdictions. Therefore, there are no laws that bind the Trust to any tax laws within any jurisdictions on Earth. Therefore, the Trust is not obligated to withhold any taxes from wages and salaries.

3.2. It is the responsibility of the recipient of Trust wages and/or salaries to determine his or her obligation to report wages and/or salaries received as an exchange with the Trust to any taxing authorities in any applicable jurisdictions.

4.0. Summary

4.1. The Trust considers wages and salaries to be a fair exchange of equal value. This is not a definition of taxable income in most jurisdictions. If this exchange is determined to be taxable by a taxing authority in which a recipient of Trust wages and/or salaries resides, then the Trust encourages its Trustees, Agent Trustees, and Employee Trustees to abide by their applicable laws. .   

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1.0. Purpose

1.1. Performance evaluation is the only method in which the efficiency of the Trust's administration can be measured.

2.0. Responsibility

2.1. Each level of authority is responsible for evaluating the performance of the immediate level below them.

2.2. The performance evaluation shall take place every six months.

3.0. Measure of performance

3.1. Each level of responsibility will be measured as to how it is able to fully and efficiently perform the duties and responsibilities outlined in its respective procedures in this manual.

3.2. Each level of responsibility will be measured as to how it is able to harmoniously interact with its higher and lower levels.

4.0. Results

4.1. If the results are not satisfactory, the higher authority must describe to the lower authority in detail the discrepancies in their performance.

4.1.1. If the results are not improved by the next performance evaluation, the affected individual will be given a warning.

4.1.2. If the results are not improved by the second evaluation after the initial unsatisfactory results, the affected individual will be removed from his or her position.

5.0. Summary

5.1. With the regular occurrence of performence evaluations the Trust administration is more likely to run efficiently with less difficulties and down time.

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1.0. Introduction

1.1. The purpose of this job description is to describe the office of the Board of Trustees; their authority, responsibility, and duties.

1.2. They are as many local Boards of trustees as there are geographical areas defined on the United People Virtual World Government website.

1.5 A Board of trustees is named after its geographical area. Example : the Board of Trustees of Australia is composed of all active Trustees who have registered in Australia and all its sub-areas.

1.6 The Planetary Board of Trustees is composed of all active Trustees.

1.7 From now on the expression Board of Trustees refers to any local Board of Trustees whether it is the Planetary Board of Trustees, a continental, national or regional Board of Trustees.

1.8. A Board of Trustees' function is strictly one of making policy. It is not their function to carry out this policy, that authority is delegated to the Administrative Office.

1.9. A Board of Trustees is the highest ranking executive level in the Trust. There will be appointments from among them to the senior positions of the Administrative Office.

2.0. The creation of a Board of Trustees

2.1. A new geographical sub-area can be created by the facilitator in charge of the parent area or on the request of at least 50 active members of the parent area who qualify to register in the new sub-area.

2.2. At creation of a new geographical area, the settings of the decision making process are defined by the facilitator in charge of the area.

2.3. At creation of a new geographical area, the newly created Board of Trustees is automatically affected with an Administrative Office which adopts the policies of the parent area and the default structure of an Administrative Office provided by the United People Virtual World Government standard procedure. If any of the positions of Ambassador,Facilitator and members of the Integrity Panel have not been filled, the empty positions are filled by the parent area respective administrative officers.

3.0. Closing down of a Board of Trustees

3.1. Once created, a geographical area cannot be close down for registration or deleted as long as there is at least one active Trustee for the area.

3.2. The facilitator in charge of the parent area decides of the closing down or the deletion of a non-active area.

4.0. Conflicting policies

4.1 In case of conflicting policies within a local area or between an area and its parent or its sub-areas, the policy with the latest date prevails. Therefore a new parent area policy overwrites the sub-areas policy until a renewed sub-area policy replaces it. In this way, it is possible for a sub-area to overwrite afterwards a new parent policy and remove therefore the need for potential cessession.

4.2 In case of a conflicting new parent policy with a local policy, the local Ambassador may submit an issue to the local Board of Trustees to solve the conflict before implementing the new parent policy. If the issue has not been resolved at the local level within a 3 months period, the local Ambassador must implement the directives of the conflicting new parent policy.

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1.0. Purpose

   1.1 The role of the Administrative Office is to carry out the directives made by the Board of Trustees.

2.0. Structure

2.1. The structure of the Administrative Office is defined by the Board of Trustees.

2.2. If the local Board of Trustees has not yet agreed on a structure for the Administrative Office, it is the default structure of the Administrative Office as stated in the standard procedure of the Trust that applies.

2.3. To maintain the consistancy of the United People Virtual World Government Trust, the Administrative Office must include:
The position of an Ambassador. The Ambassador presides over the Administrative Office.
The position of a Facilitator. The facilitator oversees the registration of Trustees.
An Integrity Panel. The Integrity Panel must contain at least 3 trustee-members and is presided by the President of the Integrity Panel. The Integrity Panel is empowered to ensure the integrity of the Administrative Office.

2.4 Default structure of the Administrative Office

2.4.1 The default structure of an Administrative Office is the structure of the Administrative Office at the creation of a new area/Board of Trustees. It is the minimum required administrative structure that can enable a new Board of Trustees to carry out its directives.

2.4.2 The default structure of an Administrative Office is composed of:
An Ambassador: The Ambassador presides over the local Administrative Office.
A Secretary : The Secretary oversees all secretarial functions of the Trust at the local level.
A Treasurer : the Treasurer oversees all financial transactions of the Trust at the local level.
A Facilitator. The facilitator oversees the registration of local Trustees.
An Integrity Panel. The Integrity Panel must contain at least 3 trustee-members and is presided by the President of the Integrity Panel. The Integrity Panel is empowered to ensure the integrity of the Administrative Office.

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1.0. Function

1.1. The Ambassador’s function is to represent the United People Virtual World Government Trust at the local level for both internal and external purposes and preside over the Adminstration Office.

1.2. The Ambassador coordinates and plans the daily operational activities and ensures that the directives of the Board of Trustees are carried out.

2.0. Authority

2.1. The Ambassador is the highest Operational Manager within the Trust at the local level. His/her mission is to carry out on a local level the directives decided by the local Board of Trustees and all the parent Boards of Trustees up to the Planetary Board of Trustees.

2.2. He/she is appointed by the local Board of Trustees on the basis of his/her competence to conduct the entire business operation.

2.3. The local Ambassador ensures that the directives of a parent area Ambassador are implemented at the local level when those directives do not conflict with the policy of the local Board of Trustees. In case of conflicting policies between the local area and one of its parent area, the local Ambassador will follow the procedure for conflicting policies as mentioned in the United People Virtual World Government Trust standard procedure.

2.4. He/she is vested with full authority to conduct, manage, and administer all operational affairs of the Trust at his/her applicable level. His/her authority is limited only by specific directives from the applicable Board of Trustees.

2.5. He/she shall have full authority to take whatever action is necessary to achieve the Trust's objectives not specifically prohibited by the Boards of Trustees.

3.0. Responsibilities

3.1. He/she is directly responsible to the applicable Board of Trustees.

3.2. He/she is responsible for explaining the intrinsic purpose of the Trust -- its goals, objectives and operational policies.

3.3. He/she is responsible for all day-to-day operations of the Trust at the applicable level, but may delegate authority to handle specific responsibilities, but may not relinquish final responsibility.

3.4. He/she has full responsibility for transforming the goals and objectives of the Trust into reality.

3.5. He/she is responsible to implement the decisions of the relevant Integrity Panels.

3.6. He/she is responsible to inform all Trustees to sign any document associated with the Trust with their signature followed by : ", Trustee". If on the document the full name of the Trust is not present, it must be included after the signature.

3.7. The Ambassador is responsible to ensure that the Integrity Panel of the applicable area is created. The Ambassador ensures that issues are submited for each Panel member, starting with the President, then member number 2, member number 3 until the first 3 positions are nominated and selected by the Board of Trustees. Additional Panel members may be nominated and selected by the Board of Trustees in subsequent issues.

3.8. The Planetary Ambassador is responsible for appointing the webmaster for the Trust's website.

4.0. Duties

4.1. It is his/her duty to exercise control over the number of people and budgets required to support the activities of all operational areas to meet, or exceed, profit goals. It is of the utmost importance that the Trust be fully sustainable.

4.2. He/she must inform key people periodically of their performance by a formal review.

4.3. It is his/her duty to enforce adherence to, and compliance with, all of the Trust's policies, procedures and directives.

4.4. It is his/her duty to enforce compliance with all Federal, State and local laws where applicable unless specified by the applicable Boards of Trustees.

4.5. It is his/her duty to see that all functions within the Trust are adequately and competently staffed to meet the Trust's objectives.

4.6. It is his/her duty to plan, schedule, direct and review all operations through his/her appointed operational head responsibles, thus enabling him/her to maintain control at all times.

4.7. Personnel

   4.7.1. It is his/her duty to measure and evaluate individual and total required contributions, to assure that all plans and goals will be met within the time frame and budget allocation whether it be employee Trustees or Trustee contracted services.

   4.7.2. He/she shall establish and maintain a strong policy of hiring/contracting and the keeping of a higher caliber of people in key positions.

4.7.3. The Trust gives priority to the use of qualified benevolent personnel, but can provide salaries if required and authorized by the applicable Board of Trustees.

4.7.4. For any position in the Administrative Office, financial remunerations and raises need first to be agreed by the applicable Board of Trustees.

   4.7.5. If financial remuneration is agreed by the Board of Trustees, he/she shall see that associates are paid on the basis of merit, output, and accomplishments, applying incentive compensation when and where necessary to ensure a sufficient level of service.

   4.7.6. He/she will recommend to the Board of Trustees operating salaries, contract fees, and wage levels, making periodic adjustments as required.

4.8. Facilities and Equipment

   4.8.1. It is the Ambassador's duty to recommend plans, budgets and purchases, and have available all equipment necessary for the efficient operation of the Trust, both for short-term and long-range projections of growth.

4.9. Operating methods

   4.9.1. The Ambassador shall require his/her department head responsibles (whether benevolant or paid employee Trustees or contracted services) to furnish him/her with up-to-date information through means of direct communications in the form of reports and through maintenance of records which are essential to the full understanding and evaluation of departmental or subcontractor activities.

   4.9.2. He/she will issue any special instructions and/or directives in writing. The directives shall be listed in the directives section of the Ambassador area of the Trust's website.

   4.9.3. He/she will implement new and/or improved systems that will aid in the performance of present operations and/or the adoption of additional activities that he/she feels are sound. These implementations shall be listed in the directives section of the Ambassador area of the Trust's website.

   4.9.4. He/she cause to be conducted regular Management Committee meetings (with both employee Trustees and contracted services), to both keep others informed of the Trust's activities and to solicit needed input for the proper decision making required of his/her function. The minutes of these meetings shall be listed in the directives section of the Ambassador area of the Trust's website.

   4.9.5. He/she shall be aware of the competency level of all personnel and initiate any needed training programs/contract adjustments to maintain the level of competency he/she demands.

   4.9.6. He/she may not make any changes to the Trust's logo or logos the Trust and its subsidiaries are licensed to use in their regular course of business.

4.10. Monetary controls

   4.10.1. He/she will see that all budgets are prepared on time, that they fall within the guidelines set by the Board of Trustees, and that they are adhered to.

   4.10.2. He/she is authorized to authorize expenditures for all ordinary expenses that are incurred during the normal operation of the Trust administration.

   4.10.3. He/she authorizes the Treasurer to, in turn, authorize the Office Administrator to hold the Trust checkbooks as well as writing checks payable to the proposed payee and inserting the amount.

   4.10.4. He/she is authorized to co-sign the applicable Trust checks.

   4.10.5. He/she has the authority to nominate any officer of the Administrative Office to co-sign the checks with the approval of the Integrity Panel.

   4.10.6. He/she has the authority to cancel the co-signature of the checks of any officer of the Administrative Office.

4.11. Reporting

   4.11.1. Report all of his/her on-going activities on the website in the proper places reserved to this effects.

   4.11.2. He/she is responsible for ensuring full transparency of the Administrative Office by ensuring that all actions and descisions are displayed on the website and accessible to all Trustees.

4.12. Marketing

   4.12.1. The website is a large part of the Trust; however, it is the Ambassador's responsibility to direct individuals from his/her applicable area to that website. Therefore, the Ambassador will use whatever resources necessary and available to guarantee sufficient activity on the website.

   4.12.2. Initiate marketing programs that plan to result in increased awareness at the local level of the Trust and its website.

4.13. Human resources

4.13.1. The Ambassador must ensure that the Administrative Office Staff reflects the level of activities of the applicable area of the Trust.

4.13.2. Except for the members of the Integrity Panel, the Ambassador has the power to create or cancel any function/position and nominate or dismiss of any officer in the Administrative Office.

4.13.3. The Ambassador has the power to delegate any of his responsiblilities.

4.13.4. As a guideline, the Ambassador will seek to create the following additional positions:
- a legal officer
- a marketing officer
- a media officer
- a local Trust representative or assistant Ambassador for all the domains and sub-domains of the United People Virtual World Government website.

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1.0. Function

1.1.The function of this position is to act as Secretary for the applicable Trust area which includes organizing and controlling of the general administration of that area.

1.2 The Secretary is nominated by the Ambassador with the approval of the Integrity Panel.

2.0. Authority

2.1. The authority for this position comes from one source. This position will report to the Ambassador.

3.0. Duties and Responsibilities

3.1. Establish and implement secretarial/administrative policies that will be in compliance with policies established by the United People Virtual World Government Trust at the applicable level.

3.2. Process the notices from Trustees concerning conflicting policies. The Secretary has the duty to update old conflicting policies with the new policy. The old policy remains but is amended by the new policy. The date and the new policy number and section must appear at the beginning of the old replaced policy.

3.3. May open a post office box to receive mail for the applicable area of the Trust.

4.0. Reporting

4.1 Report all secretarial activities on the website in the proper location.

4.2 Make sure that all secretarial reports are accessible by all Trustees.

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1.0. Function

1.1.The function of this position is to act as Treasurer for the Trust at the applicable level.

1.2. The Treasurer is nominated by the Ambassador with the approval of the Integrity Panel.

1.3. The Treasurer can be changed at any time by a decision of the Board of Trustees,the Integrity Panel or the Ambassador in this order.

2.0. Authority

2.1. The authority for this position comes from one source. This position will report to the Ambassador.

3.0. Duties and Responsibilities

3.1. Establish and implement investment banking policies that will be in compliance with policies established by the United People Virtual World Government Trust.

3.2. Checkbook

   3.2.1. Maintain possession of all applicable area Trust's checkbooks. Write all of the checks, including payroll, in payment of A/P or other purchases and/or expenses, as needed. All checks are two-signature checks. Co-signature nominees are the Ambassador, the Treasurer, the Secretary plus any acknowledged officer of the Administrative Office.

   3.2.2. Maintain checkbook in a balance condition on a daily basis.

   3.2.3. Reconcile the checkbook upon receipt of Bank Statement.

   3.2.4. Allocate check payment to the proper account, in the check register, each time a check is written.

   3.2.5. Make deposits into checking account or savings account.

   3.2.6. Handle any other banking need as directed.

   3.2.7. Deduct payroll checks from the checkbook each pay period.

3.3. The Trust derives funds from basically two sources:

   3.3.1. Donations

   3.3.2. Proceeds from trust-related business activities.

3.4. Keep accurate and separate records of income from their various sources.

3.4.1. When donations are received they shall be categorized and accounted for as either specific or non-specific.

   3.4.1.1. Specific donations are donations given to with specific directions that they are to be used for specific purpose and the purpose is named.

   3.4.1.2. Non-specific donations are donations given without any directions given as to their use.

3.5. Keep accurate records of all expenses according to department.

3.6. Keep accurate and separate records of all fees paid to subcontractors.

3.7. Create monthly profit and loss statements and balance sheets for the Trust. Post all statements on the Trust website in the appropriate location.

3.8. Keep accounts and separate records of all employee Trustee payroll and deductions when and if applicable.

3.9. Bookkeeping

   3.9.1. The internal function shall be the gathering and recording of Trust financial information to proceed with the preparation of a monthly Profit and Loss Statement and Balance Sheet.

   3.9.2. Write all checks as directed, submit to the authorised officers of the local Trust for signature.

   3.9.3. Maintain the Account Payable file

   3.9.4. Maintain the Account Receivable file.

   3.9.5. At month’s end, balance total sales and accounts receivable (money received and new balance).

3.10. Purchasing

3.10.1. Responsible for ordering supplies needed for the general operation of the applicable area of the Trust.

3.11. Accounting

   3.11.1. Maintain a complete accounting system.

3.12. Investment Services

   3.4.1. Investigate various investment services and act on those that are likely to generate significant return on investment.

4.0. Reporting

4.1 Report all financial activities on the website in the proper location.

4.2 Make sure that all financial reports are accessible by all Trustees.

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1.0. Function

1.1. The Facilitator’s function is to register new members and preserve the integrity of the Member Registry.

1.2. The Facilitator by default is the facilitator of the closest parent area until the Facilitator chosen by the Ambassador has been validated and is fully operational.

1.3. The Facilitator needs to receive a proper training from another Facilitator of the Trust and must demonstrate his/her competency before being operational.

2.0. Authority

2.1. The Facilitator is appointed by the Ambassador on the basis of his/her competence to conduct this function. It requires the approval of both the Integrity Panel and the Facilitator of the parent area.

3.0. Duties and Responsibilities

3.1. Receive all applications for membership in the Trust.

3.2. Verify that the applicant is who he or she claims.

3.3. Once a verification of identity has been established for an applicant, activate that applicant's account on the Trust's website.

3.4. Ensure that all the sub-area Facilitators are properly trained and operational.

3.5. Authorize the nomination of a sub-area new facilitator.

3.6. The Facilitator may nominate and train assistants. Assistants can only be operational once they have been approved by the Integrity Panel.

3.7. The Facilitator is responsible for the technical support to the applicable Trustees. He must establish an adequate structure and procedure to ensure quality and rapidity in the thechnical support.

3.8. The Facilitator may contact Trustees by internal messaging or email to facilitate the decision-making process if necessary.

3.8. The Facilitator for each applicable level may create or change the site email addresses.

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1.0. Purpose

1.1. The role of the Integrity Panel is to guarantee the intergrity of the Administrative Officers and the member registery of the applicable area.

2.0. Composition

2.1. The Integrity Panel is composed of at least 3 members. Members of the Integrity Panel are nominated and selected by the local Board of Trustees.

2.2. The Integrity Panel is chaired by the President of the Integrity Panel.

2.3. If no members of the Integrity Panel have been designated yet, or some members of the Integrity Panel are missing, members amongst the Integrity Panel of the closest parent area must fill the missing positions.

2.4. If some members of the Planetary Integrity Panel are missing, presidents amongst the continental Integrity Panels must fill the missing positions.

2.5. The President of the Integrity Panel is nominated and selected by the applicable Board of Trustees or by default is chosen democratically by the members of the Panel or in case of indecision by the parent Integrity Panel.

2.6. The President of the Planetary Integrity Panel is nominated and selected by the Planetary Board of trustees or by default is chosen democratically by the members of the Planetary Panel or in case of indecision by the presidents of all the continental Integrity Panels.

2.7. A member of the Integrity Panel can be removed by a decision of the Board of Trustee or a decision of the Parent Integrity Panel. In case of conflicting decision, the decision of the Board of Trustees prevails.

3.0. Decisions

3.1. The Integrity Panel decisions are made democratically. The vote of the members of the Integrity Panel is fully transparent.

3.2. In case of equality of the vote, the vote of the President counts for 2.

3.3. The President of the Integrity Panel carries out the decisions of the Integrity Panel.

3.4. The President of the Integrity Panel ensures that the decisions of the Panel with the reasons for these decisions are properly reported on the website in the places allocated for this effect.

3.5. The Integrity Panel can dismiss or suspend any officer of the Administrative Office including the Ambassador.

3.6. In case of a dissmisal or a prolonged suspension of the Ambassador, a temporary Ambassador must be designated by the Panel until the Ambassador recover his/her position or a new Ambassador is nominated by the Board of Trustees.

3.7. For any other dismissal or suspension of an Administrative Officer, the Ambassador nominates a replacement.

3.8. In case of a conflicting decision between an Integrity Panel and one of its parents in regard to the member registery, the parent Panel's decision prevails.

3.9. The Integrity Panel guarantees that the freedom of speech is respected and that no Trustee is removed or suspended from the Registery for any reason other than the threat of violent.

3.10. The Intregrity Panels recognise that abuses or coarse language are a nuisance but cannot justify disciplinary actions. The benefits of freedom of speech prevail over the nuisance of abuses or coarse language.

3.11. Suspension or deletion from the member registery for threat of violence cannot exceed seven years.

3.12. The freedom of speech is inherent to the principle of democracy and cannot be restricted by any decisions by the Board of Trustees, the Admnistrative Offices or the Integrity Panels.

3.13. No reason other than death or the departure from the local area can jusitfy a removal or suspension from the 'local' registery.

3.14. In case of conflicting decisions, the disciplinary decisions of a parent Integrity Panel prevails.

3.15. The decisions of the Integrity Panels take effect immediately.

4.0. Duties and Responsibilities

4.1. The Integrity Panel is responsible for the intergrity of the Administrative Office and the member registery of the applicable area.

4.2. The Integrity Panel is responsible for the integrity of all the sub-areas' Integrity Panels. It can remove any member from the Panel of a sub-area unless the local Board of Trustees decides otherwise.

4.3. All nominations of the Administrative Office need the approval of the Integrity Panel.

4.4. The Integrity Panel receives and processes all complaints concerning the running of the Administrative Office.

4.5. Complaints to the Integrity Panels must be sent through the website in the proper places allocated to this effect.

4.6. Any complaint regarding an Integrity Panel must be sent to and processed by the parent Integrity Panel.

4.7. Any complaint regarding the Planetary Integrity Panel must be sent to and processed by the Inter-continental Integrity Panel made of all the presidents of the continental Integrity Panels.

4.8. The Inter-continental Integrity Panel oversees the Planetary Panel and instructs the Planetary Ambassador of all decisions.

4.9. The Integrity Panel makes sure that all complaints are displayed on the websites with their subsequent decisions in the places allocate to this effect.

4.10. The Integrity Panel is the ultimate authority regarding the integrity of the member registery. The Panel can remove from the member registery any member whose registration does not fully comply with the requirements set by the Trust.

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1.0. Purpose

1.1. The role of the webmaster is to ensure that the Trust's website is fully functional and secure.

2.0. Authority

2.1. The authority for this position comes from one source. This position will report to the Planetary Ambassador.

3.0. Responsibilties

3.1. Assure the required resources to perform all directives from the Planetary Ambassador concerning the maintenance and update to the site.

4.0. Duties

3.1. Assure that nothing is to be done on the Trust's website without explicit permission to do so from the Planetary Ambassador.

3.1. Assure the Trust's timely renewal of the domain's names and internet server provider registration.