The goal of this proposal is to outline the new compensation structure at DXdao. To ensure long term alignment with DXdao and remain competitive with market salary rates, we have reexamined and restructured the current compensation structure. If this proposal passes, we will be transitioning away from the current Worker Compensation Guidelines.
The new proposed contributor level guide and compensation can be found here as well as in the chart below.
To further clarify and explain the proposed level guide and compensation we have prepared a Q&A to answer any pertinent questions. Any questions and feedback around this new structure are appreciated.
New Compensation Structure Q&A
How will new levels be determined for current contributors?
Once passed through governance, contributors should closely assess the language presented in the new compensation structure and have a discussion with their squad lead or other relevant contributors to their vertical. Contributors should make an educated decision surrounding their level based on the updated level descriptions and any feedback received. If a contributor doesn’t feel a level completely describes them, they should start at a lower level. Although there is no direct conversion, generally speaking contributors are likely to fall within the following levels:
When will the new compensation structure go into effect?
After discussion on this forum post, a proposal will be made on mainnet and xDai. If this proposal passes, the structure will be considered in effect. This is expected in 1-2 weeks depending on feedback.
What if I have an active worker proposal with the old compensation when this goes into effect? Will it be retroactive?
The signal proposal will have a date in the future when the new guidelines will go into effect. Only proposals after this date will be able to use the new guidelines as a reference point.
How do you plan on calculating DXD with this new compensation structure? And what about vesting?
The current plan is to use the current DXD price instead of ATH based on the DXD price at the time of proposal submission, and for all DXD to be vested linearly over 3 years with a one year cliff. Governance can implement more specific processes ensuring that proposal submission times are not gamed.
How does DXdao compensation compare to the rest of the market?
This is a snapshot of compensating in DeFi from January of 2021. These guidelines are meant to be competitive. The Sushi compensation guidelines and the YAM compensation guidelines are relevant. Other anecdotal data for compensation in non-DAO projects was also considered, as well as feedback on the Marketing Lead search. This is also meant to account for the unique relationship of being a contributor or “contractor” to DXdao.
How do “Promotions” work with the new level system?
Like all worker engagements, promotions are led by the individual contributor, who can apply in a new worker proposal to be at a higher level. The community will provide feedback on the worker scope in the forum and squad leads are encouraged to vocalize when a contributor in their squad has misrepresented their level, be it to the low or high end. REP holders will use various signals from the community and collective to determine whether or not to approve the “promotion” to a higher level.
What is the goal of the new compensation figures?
This new structure represents a small increase to base salary and a larger alignment of incentives through vested DXD which was previously a nominal amount. Deeper commitment and experience results in deeper alignment.
Are there other changes to the compensation structure and proposal process?
Yes! Changing the compensation structure is a good opportunity to update other things in the proposal process. All of the above is just a starting point and eager for more feedback on this plan and what else to improve. Other items to consider:
- Switching proposals to three month cadence
- Separating the trial period entirely
- Bonuses and other incentives
- Unification of contributor proposals
- Legal and other worker costs