TL;DR
According to LXDAO Community LIP49: reducing the proportion of LXP in contribution incentives and allocating more LXP to incentives, the current additional incentives for LXP will be divided into two parts:
- Fixed Position POW Overflow Incentives
- Excess Contribution Retrospective Incentives
Background
LXDAO uses a Proof-of-Contribution (POC) incentive model for community members, specifically incentivizing contributions with a consensus basis.
Currently, the on-chain POW contribution registration mechanism for FS members is mature,
For example: The current fixed position implements a POW contribution registration system, using the registration rules of time * hourly salary
- Fixed position rules:
General positions (15 LXPU/H); core positions (20 LXPU/H); development and technical positions (30 LXPU/H)
- Registration and consensus time:
Registration cycle: Use the registration cycle in weeks, after the group week, before the group week
Consensus time: Group weeks weekly confirmations
- Method used for registration
There is a need to reasonably retrospectively compensate for contributions outside of fixed positions’ budgets and beyond POW contributions.
Addressing the shortfall in FS contribution registrations to foster community members’ enthusiasm.
Implementation:
Fixed Position POW Overflow Incentives
Incentive Goal: Additional incentives for fixed positions exceeding quarterly budgeted work hours.
- Priority Plan: Intra-group balance, incentive method: LXPU
When a position’s quarterly budget estimate falls short and the quarterly POC exceeds the budget range, surplus from the group’s bounty is used to make up for it;
For example: A quarterly budget of 3600 LXPU, confirmed POC of 5000 LXPU;
Compensation method: Quarterly compensation, surplus from the group’s bounty is used to compensate for the excess beyond the quarterly allocation;
Note: When multiple members of the group exceed their allocations, compensation is proportional to ensure consistency among all.
- Back-up Plan: LXP Back-up, incentive method: LXP
When priority and secondary plans fail, and the group’s budget is exceeded, LXP back-up is implemented;
For example: A quarterly budget of 3600 LXPU, confirmed POC of 5000 LXPU, group bounty compensates 800 LXPU, leaving 600 LXPU requiring back-up.
Back-up method: Quarterly back-up, LXP is provided as back-up (back-up ratio 100%).
Excess Contribution Retrospective Incentives
Incentive Goal: Filling gaps in the POC-POW portion of the FS contribution registration system using retrospective incentives.
Declaration Time: Strategic weekly meetings each quarter, nominations from fixed positions + self-declarations.
Incentive Method: LXP
Declaration Conditions: All items deemed to meet POC-POW criteria are eligible for declaration; note: declarations must pertain to items, not individuals.
Review Stage: During the quarterly strategic meeting review phase, fixed positions + core community members vote anonymously on all items; approval requires less than 20% opposing votes.
Empowerment Stage: Similar to the activation plan’s empowerment stage, a total evaluation during each quarterly strategic week determines corresponding retrospective incentive measurement standards, assigned by fixed positions + core community members based on these standards. Ultimately, the highest and lowest N incentives are removed, with the remaining average used as the final retrospective incentive standard.
概述：
根据 LXDAO 社区 LIP49：对贡献激励中的 LXP 进行比例缩减，将更多的 LXP 给予到激励当中，目前针对 LXP 的额外激励，将分为两部分进行：
- 固定岗 POW 溢出激励
- 超额贡献回溯性激励
背景：
LXDAO 针对社区成员采用 POC 的激励模式，即针对具备共识基础的贡献进行激励。
目前针对 FS 进行的链上 POW 贡献登记机制已经成熟，
比如：目前固定岗实行 POW 的贡献登记制度，采用时间*时薪的登记规则
- 固定岗规则：
一般岗位（15 LXPU/H）；核心岗位（20 LXPU/H）；开发及技术岗位（30 LXPU/H）
- 登记及共识时间：
登记周期：采用以周为单位的登记周期，小组周会后-下一周小组周会前
共识时间：每周小组周会进行当周的 POW 确认
- 登记方式：
目前采用合并登记原则，以周度为单位进行 POW 的合并登记
需要针对 固定岗预算外的贡献以及超出 POW 之外的贡献进行合理回溯追补。
弥补 FS 登记贡献空缺，合理激发社区成员积极性
实施方式：
固定岗 POW 溢出激励
激励目标：针对固定岗工作时长超出季度预算工作时长的额外激励
- 优先方案：小组内平衡，激励方式：LXPU
某岗位季度预算预估不足，季度 POC 超出预算范围，采用小组 Bounty 内预算补足；
例如：A 季度预算 3600 LXPU，季度 POC 确认 5000 LXPU；
追补方式：季度追补，小组 Bounty 内预算有空余，对超出季度外部分进行补发；
PS：小组内多名成员超支，按超支比例进行追补，保证每个人追补比例一致。
- 后补方案：LXP 后补，激励方式 LXP
优先级和次优先方案失效，小组预算超支，进行 LXP 后补；
例如：A 季度预算 3600 LXPU，季度 POC 确认 5000 LXPU，小组内 Bounty 追补 800 LXPU，还剩 600 LXPU 需要后补。
后补方式：季度后补，进行 LXP 后补（后补比例 100%）
超额贡献回溯性激励
激励目标：针对 FS 贡献登记制度中 POC-POW 的空缺，采用回溯性激励来填补该部分
申报时间： 每季度的战略周会，固定岗提名+自我申报
激励方式： LXP
申报条件： 凡认为符合条件 POC-POW 的事项均可申报，注意：申报单位只能是事项不能是人
评审环节： 季度战略会复盘阶段，固定岗+社区核心成员进行所有事项投票（匿名），反对票少于 20%即可通过。
赋权环节： 类似激活计划的赋分环节，每季度战略周会的总评定制定相应的回溯性激励衡量标准，由固定岗+社区核心成员根据衡量标准进行赋分，最后采用去掉最高和最低N个激励，取剩下的平均数作为最终的回溯性激励标准。