This is a really good line of questioning and something we need to talk about. Here are my thoughts about working groups and the role of core contributors -
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Each working group in the Coop should have one clear leader and 2-3 core contributors. This keeps the groups small, focused, and efficient. Too often we see big working groups lose focus and accountability. We want small groups that come together and aggressively drive things forward for 3-4 months.
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Working groups should be led by established members of the Coop with a long track record and a history of meaningful contributions. If someone doesn’t have time to make weekly meetings, organize and execute on projects, or is spread thin across multiple roles, they should not be in charge of working groups.
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The 2-3 core contributors should be established community members. The core contributors within working groups should be clearly identified and known to the community. If you are a core contributor in a working group the expectation is that you are visible to the community and driving outcomes. I consider this is one of the most important leadership positions within the Coop.
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The DAO is open to all and community members are encouraged to help out with different working groups. However, the WG Leader and the core contributors will always be the ones directly responsible to the community.
With that laid out - here is how I think about compensation
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WG are expected to be either full-time contributors or Golden Owls. Ideally they will have done a cycle as a Core Contributor for an existing WG (In much the same way that I spent a WG cycle working in Growth Working Group under @reganbozman and @LemonadeAlpha ). $8k a month or the full-time compensation package is a good place to start when thinking about this.
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Core Contributors should be established community members who are a known quantity to the Coop. Ideally they will have contributed for several months and know the structure of the Coop. These community members are the key drivers for the success or failure of each working groups. They are leaders within the community and have demonstrated a high level of ownership.
- $5000 - $7000 paid in Index a month is the appropriate range for this level of commitment - they should be paid in Index at a locked in price at the start of the working group. These community members are directly accountable for the performance of the working groups. We want to design a maximally efficient incentive structure that empowers this level of contributor to drive results.
As we designed this working group - the word accountability came up over and over again. DAO’s succeed when community members are accountable to themselves and the community. The most important part of accountability is ownership - taking charge of a problem an committing to solving it.
Small, highly accountable working groups work best. I chose @Mringz @Metfanmike and @fallow8 to be the core contributors for this group because I have worked closely with them over the past several months and I trust them. Working group Core Contributor are some of the best within our community. This is a position of real responsibility in the Coop - their compensation should be in line with the level of performance expected by the community. If we want top performance - we need to ensure core contributors are exposed to the upside of their hard work.
We are all more or less aligned on this. We do need to spend some time as a community hashing out the perfect model for WG compensation - what we have laid out above for compensation is a very good iteration. This conversation will need to continue to evolve as we continue to attract world class talent.