sourabhniyogi
commented
7 months ago I believe many Polkadot Fellows level 3+ are OGs who hold significant amounts of DOT -- for them, salaries are largely ceremonial, like Musk/Ellison/Jobs/Bezos/... saying "see, I only earn $1 in salary!" and pretty much couldn't care less about the salary because staking rewards + DOT value itself dominates their actual compensation. So the following comments are geared for two purposes: (a) addressing "living wages" of fellows not in this OG category, attempting to approximate a Silicon Valley HR person (b) using the Salaries pallet for new collectives on the Collectives chain, and the "Dan 3" value as the "standard"
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Polkadot fellows (at least everyone I have seen work at 2 or 3 or higher) are SUPER engineers, far better than the average CS grad from top 10 schools in the US. I think the $80K/yr for Level 3 would be unheard of for super engineers. I doubt anyone is doing great work because they are getting a "living wage", they are doing great work because they love doing great work on Polkadot, but you need to increase your Rank 3 to be like a Stanford Master's degree CS grad, which is in the $160K range. For anyone not in the OG club, this would support getting medical insurance for like a spouse and their family, which is par for the course, I think.
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The multiplier mechanism on a Dan 3 baseline is a great idea. We can use this baseline in like dozens (up to 40!) collectives -- and I presume each collective's code could reach into the Fellowship storage and fetch that Dan 3 baseline in USDT and skip each collective having to make independent salary decisions. Instead, when Dan 3 goes up due to inflation (its a thing, in the US), other collectives can rise in direct tandem programmatically. Is this possible?
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I doubt there is anything special about there being 9 ranks instead of 90 or 100? If you increase the number of ranks by a factor of 10 or 11, you can promote people 10 ranks instead of 1 ... and not have these unnecessarily massive jumps of $40K/yr in salaries when little increments of 1 in a 90 rank system would be $4K/yr is super fine. This can be especially valuable for the spread between rank 2 and 3.. which is a jump of $60K, which is just... too much of a jump! No HR person would think these jumps as reasonable.
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Receiving a % of compensation in DOT instead of 100% in USDT or 100% in DOT should be part of this Salaries pallet, in the same way that receiving a portion of compensation in restricted stock or stock options is common to most tech companies. Defining the Dan 3 baseline in USDT and then getting a "salary" in both USDT and DOT determined by the recipient's chosen percentage would be usable by collectives that have members "Salary" receiving a % of Dan 3 in USDT and DOT. All collectives in the Collectives Chain would then manage the USDT+DOT with the Salary pallet. This is not about Fellowship salaries alone.
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Being able to take a few months off for parental leave, sick leave, sabbatical, health reasons, etc. should be a key feature of the Salaries pallet. Do salaries get paid on 28 day eras? Having the era-like resolution to get the "I took a leave for 45 eras" should be possible, and automated payment frequencies approximating months is highly desirable, not just for Fellows in this collective, but for other collectives that also should use the same Salaries pallet. For larger collectives with people entering in permissionlessly, we need this granularity and frequency of payment.
joepetrowski
xlc
paritytech-rfc-bot[bot]
3. Adjust the transaction if needed (for example, the proposal Origin).
4. Submit the Transaction
gavofyork
shawntabrizi
The Fellowship Manifesto states that members should receive a monthly allowance on par with gross income in OECD countries. This RFC proposes concrete amounts.