The web3 world is a fast changing environment, and with this continuous change comes the opportunity for us all to grow as individuals and professionals, thus impacting the effectiveness of our Guild, and the larger project which we have committed ourselves to. This policy sets out

Guild Work Requirements

1. Link to Guild OKRs:

Guild OKRs

1. Link to DeWork (or the task management tool being used) tasks to track progress of OKRs: Community Experience Squad Tasks | Dework

Contributor Professional Expectations

1. Contributors will arrive to scheduled meetings on time and prepared, especially for core meetings like weekly Guild and All-Hands meetings
2. Contributors are expected to provide input and honest feedback wherever possible during meetings
3. Contributors will abide by the behavioral expectations listed in the Aragon Code of Conduct
4. Contributors are expected to diligently pursue work toward achieving their assigned KRs and communicate any blockages in a timely manner so as not to hinder their achievement

Contributor Development Plan (CDP)

It is the objective of the contributor development plan to help all guild contributors grow as professionals, thus adding more value to their own work, that of the Guild and the project as a whole. Upon completion of

1. Each Guild contributor will start (upon initiation of this policy or upon joining the Guild) and maintain their own development plan, in partnership with the Guild Steward or Lead:
   1. ID contributor strenghts and high value areas of contributor growth
   2. Both the Steward and contributor should propose trainings, courses, workshops and/or learning materials corresponding to the growth areas ID’d in point a
   3. Create an actionable and measurable development plan (develop standardized CDP)
2. It is the responsibility of the contributor to continually update their own plan as and when targets are completed
3. Review plan with Steward each month
   1. Review learnings from previous months and evaluate if they were beneficial
   2. Update plan and assign new learning topics if required

Contributors are allowed to allocate up to a maximum of 5 percent of their weekly hourly budget to the activities provided within the Contributor Development Plan.

360 Degree Review

The purpose of this review is to gain insights as to a contributors performance from DAO colleagues throughout the organization, thus providing the contributor and their Steward, a more holistic picture of how the contributor is doing overall, and allow for the development and updating of an effective and targeted Contributor Development Plan. Steward reviews will be conducted by other stewards and/or the HR manager.

When onboarding a new contributor, a CDP should be created within a month of completing the onboarding process, while a 360 Degree Review should not be completed until the start of the contributors second season, thus giving colleagues time to get to know the new contributor. Thereafter, the 360 Review should be conducted annually.

Process: