with a pair of long halls, the phalanx subsequently had housing sufficient for each family to be allotted a parlor and two bedrooms. A 70-foot long restaurant was also constructed at the same time. The North American Phalanx was moderately successful during its first seven years of operation, paying annual dividends ranging from 4.4% to 5.6% on capital invested, as well as hourly wages to all workers of the community. Labor and compensation In accordance with the Fourierian scheme, labor was divided into general departments, called "series," of which there were six at the North American Phalanx: agriculture, livestock, manufacturing, domestic work, education, and "festal" (entertainment). Within each of these there were additional subdivisions called "groups," consisting of 3 to 7 people, who would work cooperatively on specific given tasks. For example, the agricultural series included four groups: farming, market gardening, orchard, and experimental. Additional groups not associated with any series were formed for performance of special "repugnant" work and the care of visitors. Each of these groups elected a chief, who kept track of labor time and who represented it at meetings with other group chiefs at meetings of the department, called the "council." Council members in turn elected a chief, who served as general manager of the department and presiding officer at meetings of the council. These general managers each met daily as part of a body called the Industrial Council, which determined jobs needing to be done the following day. Domestic work was performed by women, with the organized subdivision of domestic tasks practiced in accordance with the model used for other series. At the end of each year, proceeds of the year's production would be calculated and — in accordance with the Fourierian scheme — awards for capital, labor, and talent allocated. By way of example, rates of 5% on capital invested and $1 per ten-hour day for "ordinary" labor were in force at the end of the North American Phalanx's existence. Jobs were compensated at three levels, with exhausting or repugnant jobs earning a premium and light and attractive jobs being docked a penalty. In addition bonuses were awarded or demerits assessed for the excellence or lack of skill of performance. Each group rated its own members for purposes of compensation, with labor performance rather than age or gender the determining factor in setting wage rates. While the community initially attempted to make payment to