🧪 Experiment in the HAUS: A new Contributor Compensation Program

Through bottom-up assessments, ratification proposals and open discussion, this process helps create openness and transparency in determining compensation, unlike traditional human resources departments, which are opaque and more prone to bias.

While we begin with self-assessment, the DAO collectively has final say over which value levels each contributor is assigned. We’re still actively working on how best to do this in a way that balances DAO budget constraints and needs with our desire to drive compensation in a bottom-up manner

After many rounds of research, discussion and alignment, our new compensation plan consists of three pillars: base compensation, bonus compensation, and governance power.

Contributor value should be assessed in a bottom-up fashion

Contributor engagement and compensation models should be interoperable with that of other DAOs

Contributors should have flexibility in how they are compensated by the DAO

Contributors should have flexibility in how they engage with the DAO

To solve these issues, we wanted to create a plan with the following principles in mind:

Contributor ownership: As contributors add value, how can we give them greater ownership and governance power? This is especially important for new contributors, as we want to avoid entrenching power among only early contributors.