🧪 Experiment in the HAUS: A new Contributor Compensation Program

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

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

Contributor value should be assessed in a bottom-up fashion

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.

Contributors are currently compensated retroactively. Contributors informally request payment at the end of each month from their respective Circles according to the self-assessed value they created. Once the Circle verifies contributor requests, Circle leads then make a proposal requesting Circle funds for that month from the Warcamp DAO. Individu... See more

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

With the rise of DAOs, we’ve seen more ‘workers’ transition to becoming DAO contributors, embracing more flexibility and control in how they spend their time. This is a win for both contributors and DAOs, vastly expanding the talent pool to anyone willing to show up and contribute.

Contributors should have flexibility in how they engage with the DAO

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.