Giveth Proposal: Contributor Pay Raises
Currently, we don’t have a clear system or policy about contributor pay raises. In HR, we get asked about pay raises frequently and there’s no comprehensive or clear answer yet. Our idea is to bring this topic to the forum to create a DAO-sourced solution through the advice process and general debate. We also need to acknowledge we are in a bear market and money is tight. While we want to be fair and reward hard work, we need to be sustainable and maintain our runway.
This proposal aims to create a weighted system for Giveth contributor pay raises in order to acknowledge dedication, incentivize productivity, and encourage long term retention. By creating a clear path for pay raises, we hope to attract and retain talented individuals who contribute to the growth and success of Giveth.
Integration: Establish eligibility. Only a contributor with a passed role proposal is eligible for pay raise. This requirement ensures contributors are meeting standards, followed the advice process, and are contributing in meaningful ways to Giveth that has been approved by the DAO.
Rational: Requiring a passed role proposal provides a mechanism for the DAO to set clear requirements for who is eligible. This allows the working group to ensure consensus and transparency, while monitoring their accounting.
Integration: Set an annual date on the anniversary of contributors passing their trial period for pay raises to begin. Scores from their most recent quarterly peer reviews will be used to determine the pay raise percentage.
Rationale: Again, a standardized timeline will create more consistency and framework for contributors to receive pay raises, and not rely on a contributor to advocate a pay raise for themselves or set arbitrary dates.
Integration: Establish a budget in the accounting circles of each working group for contributor pay raises. If the working group doesn’t have the money, and cannot afford to increase, then open a conversation on how to increase revenue for that working group.
Rationale: It is important to ensure that Giveth can afford to increase contributor pay without compromising other aspects of our operation. By establishing a budget and regularly reviewing it, we can ensure that pay raises are sustainable and in line with the Giveth’s financial goals.
Integration: Implement “Salary Bands.” Salary bands are a range of salaries for a particular contributor position. They typically have a minimum and maximum salary amount that is based on factors such as the job responsibilities, experience and qualifications required, and market rates for similar positions.To maintain salary privacy, we will not publish the salary bands. Whether a contributor is below, average, or above the salary band will be taken into consideration and given a weighted score.
For example: If a contributor is below the average salary band they have a higher chance/score of being considered for a pay raise. If a contributor is earning the average of the salary band they moderate possibility of a pay raise. If a contributor is earning the higher end of the salary, there’s less of a possibility for a pay raise.
Rationale: To ensure that pay is fair and consistent across different roles and levels of seniority. Salary bands can provide a framework for contributors to understand their earning potential and help to guide discussions around pay raises during performance reviews.
Integration: Establish a required amount of peer reviews and buddy review to get an accurate performance score. Each contributor will need 5 or more peer reviews and 1 buddy review score to create a performance review score. HR will confirm with each contributor who submitted a peer review, as safeguard against any “gaming” or “fraud.”
Rationale: An accurate and standardized sample size of peer reviews are needed to create a standardized methodology based on equity.
Integration: Integrate a quantitative system relying on 5 or more peer reviews, 1 buddy review score, and salary band consideration. For now our peer reviews ask contributors to score other contributors using a “star system.” This proposal suggests converting the star system to a numerical system. For example rating the contributors performance from a scale “0 to 10” for five questions.
Rationale: Performance reviews allow us to evaluate the quality of a contributor’s work and recognize their achievements. By tying pay raises to performance, we incentivize contributors to do their best work and continuously improve.
- Salary bands will have a 50% weight when considering a pay raise of the total score.
- The average of 5 or more peer reviews scores will be weighted as 30% of the total score.
- 1 Buddy review score will be weighted as 20% of the total score.
Integration: Calculate a pay raise score weighted on the combination of the three score categories; the average of 5 or more peer reviews, 1 buddy score, and salary band consideration. There will be a scaled increase. For example (*These scores and percentage raise increase are examples and can debated in the forum):
Rationale: Different contributors have different levels of expertise and experience, and their contributions may vary in terms of impact and complexity. By creating a pay raise scale, we can ensure that contributors are compensated fairly for their efforts, as reported by peers.
- Contributors with scores between 0.0-5.0: no raise
- Contributors with scores between 5.1-7.0: 2% raise
- Contributors with scores between 7.1-8.0: 5% raise
- Contributors with scores between 8.1-9.0: 8% raise
- Contributors with scores between 9.1-10.0: 10% raise
The proposed pay raises will be implemented at the end of Q2. The new pay raise scale will be created in collaboration with contributors and reviewed on a regular basis. Contributors are not eligible for retroactive pay raises. Pay raises are not determined based on a contributor’s citizenship or country of residence.
Contributors can also opt-out of receiving pay raises.
By increasing the pay of contributors of Giveth and implementing a transparent pay scale and performance review system, we hope to attract and retain talented individuals who can contribute to Giveth’s success. We believe this proposal is in the best interests of moving Giveth forward and acknowledging the hard work of its contributors. We encourage all members to have a lively discussion below.