Context

Translators’ Guild, at the moment when this document is written, has the following distribution of workload and remuneration scheme: There are 5 main role holders responsible of overlooking and managing 5 general areas of expertise, such as:

• general coordination,
• governance and treasury,
• documentation,
• onboarding
• and project management.

Besides these roles there have been 4 micro-roles responsible for managing smaller recurring tasks, in S6 these were:

• marketing liaison,
• POAP creation
• bounty management
• social media management

Anything else besides this was management through a bounty system. The bounty system was used primarily for providing translation opportunities to guild members and creating a small collaboration opportunity with other projects in the DAO.

Problem

The remuneration system proved to be redundant, not providing any incentives outside of the work of the role holders and micro-role holders for community building and operations development initiatives. This ended up leaving a lot of pressure on the role holders and negatively impacting community building. In order to incentive other members to get involved and take initiative and to experiment with a different way of allocating resources I propose the following approach.

Solution

It has been discussed when writing the proposal for S7 that we will not have any budget planned for micro-role holders and rather it will be mostly allocate to organisation and coordination initiatives. This means that even the jobs that would recurrently be done by the micro-role holders will have to be allocated to either role holders or to other members of the community. Thus, I propose rethinking the way we utilise bounties within the guild. Here is my proposal:

Ad hoc bounty system + Retroactive remuneration system