Playbook: The "Builder’s Protocol"
Budget: $100 – $200 SGD
Transition TADA/MVL from Annual Reviews to Quarterly Impact Commitments.
The attached document is primarily about incentive and behaviour design, not traditional HR performance reviews. The goal is to build a quarterly, impact-based performance system that encourages risk-taking and high contribution, using crypto/token-based incentives as the main reward mechanism.
We need support to translate this concept into a practical, HR-operable framework, where:
Employees commit to quarterly goals (“bets”) focused on future impact
Roles are segmented by contribution type (e.g. innovation/growth vs stability/operations)
Performance is evaluated based on impact and risk, not effort or tenure
Incentives (tokens and discretionary upside) are allocated using clear, rule-based logic
HR’s role is to own the system and mechanics (process, tools, consistency), while managers and founders make judgement calls on performance outcomes.
This is framework design and incentive logic work, not smart-contract or blockchain development. The expected output is a clear, repeatable quarterly model, with simple tools (templates, scoring logic, FAQs) that can realistically be run by HR and understood by employees.
The attached document is primarily about incentive and behaviour design, not traditional HR performance reviews. The goal is to build a quarterly, impact-based performance system that encourages risk-taking and high contribution, using crypto/token-based incentives as the main reward mechanism.
We need support to translate this concept into a practical, HR-operable framework, where:
Employees commit to quarterly goals (“bets”) focused on future impact
Roles are segmented by contribution type (e.g. innovation/growth vs stability/operations)
Performance is evaluated based on impact and risk, not effort or tenure
Incentives (tokens and discretionary upside) are allocated using clear, rule-based logic
HR’s role is to own the system and mechanics (process, tools, consistency), while managers and founders make judgement calls on performance outcomes.
This is framework design and incentive logic work, not smart-contract or blockchain development. The expected output is a clear, repeatable quarterly model, with simple tools (templates, scoring logic, FAQs) that can realistically be run by HR and understood by employees.