TL;DR

According to LXDAO Community LIP49: reducing the proportion of LXP in contribution incentives and allocating more LXP to retrospective incentives, the current additional incentives for LXP will be divided into two parts:

• Fixed Position POW Overflow Incentives
• Excess Contribution Retrospective Incentives

This proposal is only a process proposal. The specific total amount of LXP incentives in each quarter is determined based on the number of events in the quarter, community operations and actual contributions of members. It will fluctuate and will be actually withdrawn before another proposal process is carried out.

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 给予到回溯性激励当中，目前针对社区的回溯性激励，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

该提案仅为流程类提案，每个季度的 LXP 激励的具体总量根据当季事项数量、社区运营情况及成员实际贡献度决定，有所波动，将以实际支取，再进行另外的提案流程

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 工作时间*时薪 的贡献登记规则

• 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：

目前采用以周度为单位进行 POW 的合并登记

社区目前需要针对 超出岗位预算之外的 POW 贡献以及实际影响力大于 POW 的事项进行合理的回溯性激励追补。弥补 FS 登记贡献的治理空缺，合理激发社区成员积极性

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。