Worker Compensation Structure Improvements

As the number of DXdao contributors grows, it’s important to ensure that the worker proposal process is smooth and clear. Previously, we revised the Worker Compensation Guidelines for a simpler v2, that was approved by REP holders in September.

These clarified compensation levels and aligned interests with DXD holders, but there are still shortcomings to the current system that put too much burden on contributors.

Some issues and concerns raised on the last two Governance discussions:

  • Base Salary in Dai instead of ETH
  • DXD vesting contracts, particular for non-technical workers
  • Confusion over how and when to submit worker proposals
  • Congestion in the docket for REP holders (too many worker proposals)
  • Gas efficiencies

There is already work being done to address some of these issues. Once the multi-call scheme is fully operational (and his schedule clears up), @nico can work on an integration with Gnosis Protocol so DXdao could convert some of its ETH to Dai using Mesa. @sky has wrote up a guide for non-technical workers to create a vesting contract to request DXD compensation, building on the work that @AugustoL outlined earlier.

We still do not have explicit standards for how long worker proposals should be or what is the proper order for compensation requests for work done.

I wanted to start this thread as a way to gather thoughts and feedback and what items to prioritize.

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It would be ideal to automate the process to follow the compensation guidelines with code on chain, basically to write a smart contract that will act as a worker registry that only DXdao can edit.

We can imagine three different type of proposals, one to start a worker agreement, one to stop a worker agreement and one to change the worker agreement.

A worker agreement will have an address of the worker where he/she will be payed, and an experience level, based on this it will allow a payment to be claimed every 30 days.

Each worker agreement will also have a metadata field where the worker can add an URL to his latest goals/responsabilities. This can be updated periodically every 2/3 months, only by DXdao trough a proposal, and this will extend the worker engagement duration.

With something like this a successful worker engagement will require only one proposal every 2/3 months. The rest of the process would be automated outside dxdao following what was agreed on the guidelines and everyone following the same process.

Q: the vesting contract is on Arc1? To what extent will this infrastructure be refactored for Arc2?

(I’ve been playing with a “Payroll” scheme in my head which matches in many ways the ideas expressed here)

Why not stream the compensation? For sure, it makes things more complicated and may be a solution in the future.

I did recently talk to https://twitter.com/FrancescoRenziA of https://www.superfluid.finance/. Very nice upcoming streaming solution. Its way advanced then sablier. I played with the testnet version: https://twitter.com/Superfluid_HQ/status/1320758064400769025?s=20

I have a question about the evaluation of worker proposals. Is there any evaluation? If so, I couldn’t find any. So far it is people posting a new worker proposal every few months and what they want to focus their work on, but it is rarely discussed whether previous tasks have been successfully achieved or not.

I understand that many tasks are not easy to evaluate, but considering the large amounts of money that are being paid, a bit more accountability might in DXdao’s interest.

What if we create a separate bounty for someone to objectively evaluate quarterly worker engagements and then produce a summary along with some recommendations?

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I have been reviewing our goals internally. I think it would be a good idea to have some sort of internal public review process where worker proposals can be approved by other workers or challenged by external accounts.

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I like the challenge idea, as the approval can be easily colluded on. What kind of incentives do you have in mind?

I wont add any economic incentive for the challenger, the incentive in my opinion would be for the challenger to make sure the funds are well spent on the workers and put some “outside pression” on them since they can be challenged at any time.

I see this implemented in a way where anyone can create a proposal during a period of time to remove partially or complete a payment that will be done.

Example:

I work november and december, when I submit my payout to the worker manager contract I also share in the forum what I did and what I want to work on the next two months. If someone on the community is not satisfied with my work he can create a proposal in dxdao to reduce partially or completely my payment for the last two months and maybe even request for termination my working engagement. If it succeeds I would get my punishment and if not I will continue working. But this would open the door to anyone to challenge my worker performance.

Accountability should be in the sens that if people make a follow-up proposal they make a recap of what they did manage to achieve in the last one. This would be not only a recap, but also give transparency on what things people have been working and could finish.

But this discussion leads to another thing, we should try to think about a process how to remove people which we don’t think add value. Not voting for a proposal is a thing, but the social fallout could be heavy. This should be done upfront, before we have the first case. This kind of conflicts can be ugly and do reputation damage. Best is first not to let this kind of people in, but people change, their environment change and the dxdao changes too.

The vacation part is not very precise, at last for me. In switzerland you have to pay for 4 weeks vacation and it’s the law. Normally in CH, hourly-based contract have legal statement where you written that vacation is included in the wage. Best would be to make this more precise to clearly state that vacation is not paid and must be subtracted from the total or to be compensated if you take days off.

The term full time is not a very good term because in Denmark full time is 37h. In Switzerland its 42.5 or 40. In Germany some industrial workers have 35h weeks and paid vacation. (That’s what you call socialism in the US :grinning:) I really don’t know what’s full time for US people.

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