Authors; ntindle#1998, bluepanda#5982, Milo#7738, 7i7o#9634, bean.snr/#9339, lu.an#9388, piablo#5503
This proposal is designed to appropriately compensate the mentors and organizing team of the mentorship program for their time and expertise. The Mentorship program is aimed to educate, coach and support our fellow D_D contributors, who are looking to grow & master new skills. Areas include web development, entrepreneurship, design, and more.
The mentorship program’s goal is to educate and support web3 contributors. This requires three sets of people: mentees, who learn; mentors, who teach; and organizers, who facilitate. We hope to appropriately compensate the mentors and organizers for their time and expertise. We plan to compensate the mentees via the skills and knowledge they gain via the program.
The mentorship program is directly aligned with the goals, values, and mission of the DAO. The mentorship program directly seeks to educate the members that have been onboarded to the DAO and provide them a way to improve their skills in a structured and inclusive environment. We value growth, professional and intrapersonal development and the community engagement it brings. Build web3 with frens, onboard & educate them first! We think coaching our contributors is the best investment of the resources by far.
The Developer DAO Brand will be utilized within the Developer DAO Discord and Newsletter in regards to articles about the mentorship program. The D_D Brand may also be utilized to source skilled mentors and advisors for the program as it advances.
Teaching how to teach is key in the process - create a programme with best practices of mentoring, where mentors not only help mentees build on their knowledge, but also their skills in mentoring. This will create a positive feedback loop of new mentors, creating a sustainable initiative for the DAO. And hopefully a new culture in web3 development in general.
A dedicated private channel is set up as a safe space, in which mentors can collaborate and share best practices, and also support each other with any challenges. We hope this will also organically lead to meaningful workshops being offered within the programme, which can further improve mentorship quality and reinforce that feedback loop. This will be actively encouraged by core team members. If successful, any workshops could also filter out to serve the wider DAO.
Mentoring initiatives will be broken down in cohorts, each being 12 weeks long. Cohorts are tracked, reviewed and facilitated by the organization team.
- Draft & post application form
- Review applicants & evaluate their interests
- Confirm participation over the email
- Communicate the start date and guidelines
- Onboard first cohort
- Run pilot before season 1 / full cohort starts
- Review learning curve & engagement
- Track the progress
- Have recurring 1:1 with mentors
- Facilitate a meaningful and flourishing learning environment
- Conduct monthly program quality audits to feed back to DAO
- Act as an incident facilitators for unforeseen disturbances
- Conduct exit surveys of all mentors and mentees
- Organize a demo day for those who used the time on the program to create a product/service
- Gather basic metrics on engagement, attendance, drop-outs, operational efficiency (educating to fill out specific skill gaps in the community)
- Evaluate ROI and success of the program (training cost per mentee)
- Promote the program
There are multiple roles and interactions that will occur within the mentorship program. They are listed below. Each round of the mentorship program is 12 weeks and is to align with the start of each season. There will be a four week period of no mentorship, with the mentorship team meeting for two weeks during that period to refine the program.
- Mentor: A member of D_D who takes on 1 or more mentees. The numbers below are calculated at 3 mentees/mentor with a max of 24 mentors and 72 mentees for the first round of the season. This is an hourly role.
- Mentee: A member of D_D who is led by one mentor for at least 2 hours a week. The mentee is required to attend 90% of their mentoring sessions to retain their place in the program. Mentees are compensated by the education and skills they gain by participating in the program. This role is not compensated in $CODE.
- Lead Organizer: The Champion of the mentorship program (currently ntindle). They are required to facilitate the mentorship program and overarching organization therein. This is a salaried role.
- Additional Organizers: The additional organizers that help the mentorship program function. Their roles are fluid and are expected to become better defined within the first round of the mentorship program. Organizers take care of program facilitation & operations. This is a salaried role.
- Quests for tasks: We haven’t discussed this in-depth within the team, so we open this question to the DAO for helping identify anything that you may feel is necessary or relevant. Since the programme is going to create contact with a large number of individuals, it makes it difficult to predict the types of resources within and without the programme that will help the initiative be more successful e.g. content research and creation, workshops provided from sources external to the team, quests outside of present organizer’s scope, or any other external factors/considerations,
- Restoration of $CODE: $CODE comes from the treasury of our whole Developer_DAO and is not to be abused. $CODE which has not been correctly estimated, will be accounted for and rightfully restored to the DAO treasury.
|Role||Average hours/Week||Weeks||Hourly Rate||Total per Person||People in category||Total $CODE|
|Quests for tasks||5880|
Revenue split: There is not expected to be any revenue generated by this project. $CODE & effort is invested into the program to educate talent to benefit the community into the future.
|Team Member||Role Description||Weekly Hours (Full Season)|
|@ntindle#1998||Lead Organizer / Champion||8|
|@piablo#5503||Pedagogical support, mentor-mentee relational support, workshops co-liaison, internal communication||16|
|@Milo#7738||Mentor & Mentee coordination, substitute mentor, Program scaling & planning||8|
|@BluePanda#5982||Mentor Mentee Initial Coordinator, Coordination efforts||4-6|
|@7i7o#9634||Coordination efforts, User feedback, Mentor/Mentee support||6-8|
|@bean.snr/#9339||Coordinator, feedback and planning support||3-5|
|@ropats16#1743||program scaling and planning support||2-3|
After an extensive course of 12 weeks we expect mentees to feel comfortable within their topic & start contributing to the community. They will get exposure to a real working model of the product/skill in a given sector. Mentees, who are going for a hard skills/technical course will have an opportunity to build together with a mentor. If completed as intended, mentees, upon completion of the program, will get a demo day and have a chance to present to the broader community and potentially team up with other D_D contributors to scale the project. Those who have acquired the skill set to mentor and have the desire, can help to maintain the aforementioned feedback loop by providing mentorship in future cohorts
KPI: Mentor & mentee engagement
Engagement, recognition, relationship with mentees & mentors, time management & well-being are measured through 1:1 meetings with the organization team, entry & exit surveys.
Number of mentors who are willing to further contribute in subsequent or future cohorts. Measured through exit surveys.
KPI: Diversity and inclusion
The most common methods of assessing diversity are measuring the representation of underrepresented groups at various levels of an organization e.g mentees & mentors.
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