Evaluation Algorithm for CFC Rewards Allocation

Base Framework

1. Budget Allocation: 100,000 OP tokens to be distributed
2. The allocation distributes the 78,080 OP base budget and 21,920 OP bonus budget as follows:

• Operational Track (3 hours/month): 6.92% (4,846 OP) → 1,615 OP per member
• Organizational Track (5 hours/month): 19.23% (13,462 OP) → 2,692 OP per member
• Design Research Track (8 hours/month): 73.85% (51,692 OP) → 4,308 OP per member
• Double track members across Organizational & Design: → (21,000 OP) 7,000 OP per member

1. Bonus Allocation (21,920 OP):

• 70% (15,344 OP) reserved for implementation bonuses*.
• 30% (6,576 OP) reserved for cross-track contributions.**

• Definition of implementation in the CFC Context: Implementation refers to the measurable application or integration of contributions provided by CFC members that have been formally incorporated by Foundation in metagov flows.

This metric evaluates the extent to which proposed solutions are adopted and successfully operationalized. As the CFC acts in a consultative role by offering feedback services and recommendations, the degree of implementation reflects the practical value and effectiveness of these contributions. By focusing on implemented outputs rather than subjective measures such as the perceived quality or "high-value" feedback, this standard provides a clear, objective benchmark.

**Definition of cross-track contributions: contributions to other track reviews should members choose to engage in feedback for tracks outside of their primary one

1. Buffer: Any amount left over in the bonus budget will be used for adjustments in compensation should members exceed the number of hours forecasted per track

Reward Calculation for Individual Members

Each member’s reward is determined by:

1. Base Contribution:

   Members receive a fixed proportion of the track's OP allocation, calculated based on their average engagement hours within their track.

2. Performance-Based Adjustments:

   Additional rewards are applied based on:

   • + Impact of Work Implementation: Members whose contributions are implemented in governance processes or frameworks receive a 10% performance bonus to their base reward.
   • + Cross-Track Impact: Members providing valuable contributions outside their primary track (validated by feedback from the receiving track lead) - a fixed bonus potential (500 OP) for meaningful contributions to another track.

Evaluation Mechanisms

Impact Assessment:

• Contributions are evaluated by the Foundation and track leads based on measurable outcomes, such as:
  • Incorporation into governance drafts.
  • Implementation in broader governance processes.
• Any specific feedback from peers and Foundation team rankings determines the quality of each contribution.

Avoiding Volume-Based Metrics

• Attendance, participation frequency, and communication volume are excluded to prioritize high-quality contributions.