Background

This document serves to illustrate GhostsProject Working Group members’ compensation structure and compensation evaluation methods. Heading towards DAO, GhostsProject will compensate staff members through the GhostsProject treasury. This information will be transparent to all staff members and to community members. More information about the working group can be found here 👇

Working Group R&R

Fixed Compensation

Positions

Currently, all positions are categorized into levels. The Working Group members are those who get fixed and bonus compensation depending on individuals’ compensation level. Those in the level 0 are members who volunteered to serve this community. Non-regular positions or voluntary staff members like level 0 are very common in the NFT project community management industry and mostly get opportunities to participate in exclusive whitelist spots.

Compensation Level

Compensation Level	Role	Commitment	Monthly Compensation
6	Director	Full-time	$3,000
5	Director (starting)	Full-time	$2,500
4	Manager	Full-time	$2,000
3	Manager (starting)	Full-time	$1,500
2	Moderator	Part-time	$1,000
1	Moderator (starting)	Part-time	$500
0	Moderator	Part-time	Individual negotiation
(mostly WL spots)

<aside> 💡 Monthly Compensation = Compensation Level x Base

*Initial Base (compensation level 1) = $500

</aside>

There are 6 different compensation levels in the regular positions and the roles are as follows: starting part-time moderator, part-time moderator, full-time starting manager, full-time manager, starting full-time director and director. All Working Group members onboard in DAO with a starting role unless an exception is made based on his or her talent. There’s a level0 Working Group members without fixed or bonus compensation where compensation level is zero.

Compensation level is directly proportional to the monthly compensation and the compensation level varies by roles and commitment:

Evaluation

There will be an evaluation every half for all Working Group members with more than level 1 through the operational budget proposal and the compensation level will be updated accordingly.

Before DAO: MrMisang and OFF evaluate by referring to peer review
After DAO: Each Working Group member’s position will be evaluated through the ideation phase of the operational budget proposal every half and apporved or rejected through the DAO voting

Rules

Expectation

It is completely acceptable for any Working Group member in any compensation level to have another job in real life or in another NFT/crypto community under the condition that he or she is presenting ideal commitment.