Hi Don, I’m not aware of any standard for contributor rewards except around FTE employees. This is simply drawn from the conversation above,
That said, I would like to thank the team @Hammad1412@teewhy for the newly automated contributor rewards process and hope that with significantly less time required to collate/process rewards there will be more time - in combination with the Index 2.0 conversations - to establish standards and provide needed transparency around contributor rewards.
Hi @lee0007 thank you for the kind words! Have only just got around to reading this proposal, but I am fully supportive of this group. The value you guys are adding is immense and with a large geographical area such as APAC to target creating a dedicated team including driven and impactful contributors like yourself and all the other guys is what is needed.
I will try and provide some clarity around this being part of the contributor rewards process. You can breakdown the rewards for contributors into three categories atm:
Full-time contribution compensation
15,000 tokens vested over 24 months, with a 6-month cliff (625 Index per month) and an additional $5,000-$10,000 monthly stipend paid in Index on a 20 day moving average OR in USDC.
Working Group Lead + extra
Fixed stipend in $ or Index. Extra work tagged to relevant working groups and awarded a reward in $ (paid in Index on a 20 day moving average) by the working group lead of the respective group, which is paid out on top of any fixed stipend.
Tag work to relevant working groups, which is then reviewed by the working group lead and assigned a reward in $ (paid in Index on a 20 day moving average).
Please note this is a topic which is being worked on as part of the Index 2.0 Owl & Compensation workshop for community feedback and input so stay tuned for that as the team are currently in the process of drafting out a post for the community.
Thanks for providing this outline @Hammad1412 this does reflect the full extent of the information I could find. I am aware contributor rewards are a significant rising cost, and imo we need to balance the incentive to work (add value) with the need to minimise cost &/or operate more cost-effectively. I am hopeful that the Index 2.0 Future of Finance process will help us to improve transparency around contributor rewards (INDEX & $) in relation to time & value.
Lol confusion much? Would love to see $ all accounted for in a single denomination but I have triple checked as I thought I may have made a mistake in the proposal xls TRUE function proves its worth. @gregdocter@pujimak_in note guys I do not know what the TWAP means (guessing trade-weighted average price?) so I for my own purposes I’ve simplified this 20 Day Moving Average (20 MA) which is my placeholder for whatever it needs to mean
The following reallocation of budget applies changes to the WGL lead stipend with calculations now based on 40 hours per week as opposed to 55 hours per week. This reduces the total WGL stipend from 11k to 8k equivalent. The bulk of the difference has been redistributed to core and community rewards pools. However as the number of the core is also reduced by one, this section of the budget is now $321 less than the approved budget. CC @Hammad1412 Applied for Nov & Dec 2021reward allocations
Core Contributor INDEX
Strategic Contributions USDC
Contributor Job Rewards
It may be evident to people from the outside looking in that APWG has its public disagreements. What is not seen however is the way that our approach to radical candour allows us to challenge directly while caring personally, so that we can resolve conflict in constructive ways.
Thank you and honourable mention to @pujimak_in that in service to his team, in recognition that we are building APWG together and in response to some directly challenging feedback our working group lead agreed to rebalance the distribution of community rewards. IMO this is exactly what servant leadership looks like.