Monetize: AI-driven Workforce Analytics and Competency Tracking

[Keyrxng]

Time Estimate

• I have added a time estimate label

Background Information

This proposal aligns with our monetization goals and the evolving direction of the DAO, particularly as we transition away from base pay models.

Shifting from "Core Team" to Competency-Based Contribution

Our approach emphasizes demonstrating developer ability through completed tasks within the ecosystem—whether partner-focused or network-wide. This shift eliminates the traditional "core team" concept (at least within Ubiquity) in favor of an objective competency and performance-based system. Compensation is directly tied to:

• Ongoing and consistent contributions
• The quality and quantity of deliverables
• A contributor’s ability to improve and provide greater value within the ecosystem

While this removes the necessity of a "core team" designation, it does not eliminate the need for internal performance reviews—both within Ubiquity and for our partners—especially for individuals informally regarded as core members. Instead, we introduce a structured review system that objectively evaluates contributions without adding unnecessary overhead.

Addressing Performance Reviews in a Decentralized Model

Performance reviews might seem counter to Ubiquity’s ethos, but they are an essential function of any software startup. The challenge lies in conducting substantive and high-quality reviews without overburdening teams with manual processes. Our proposed system provides an efficient, automated solution that benefits both contributors and partner organizations.

Competency-Based XP System for Contributors & BizDev

We propose a competency-based XP system that builds holistic contributor profiles using qualitative, quantitative, and AI-driven analytics. This approach mitigates the fragility of raw financial metrics like USD earned, which are influenced by external factors beyond the contributor’s control.

The Performance Review & Task-Matching System

This system will serve as a portal for partners, tracking and performing performance reviews automatically. Features include:

1. Automated Partner Reviews:

   • Partners set a review interval (e.g., every four months).
   • At each interval, an org-wide performance review is generated, delivered via email or accessible via the portal.
   • Eliminates the need for partners to dedicate personnel time to manual reviews.

2. Real-Time Reviews:

   • Reviews occur in real-time as tasks are completed.
   • Performance data is continuously updated and accessible via the portal.

Data-Driven Decision Making for Partners

This dataset enables partners to:

• Identify candidates for promotion
• Target skill development and improvement areas
• Restrict or expand access to specific task groups based on competency

With this data, we can create a robust dataset to enhance our current embedding and XP systems. This opens a new avenue of monetization, allowing us to offer performance tracking as an optional upgrade or tiered service.

Expanding AI-Driven Innovation

Our current AI capabilities focus on optimizing organizational workflows. This proposal extends our reach into workforce analytics and competency tracking, positioning us at the forefront of decentralized contributor management and data-driven decision-making.

By implementing this system, we drive real innovation while opening a new revenue stream—reinforcing our role as a leader in the ecosystem.

Completion Criteria

• Either I or someone else can create completion criteria depending on how this proposal is received.
• I have a preliminary example which can be used as an idea of the system I am proposing here.
• I have clear implementation details in mind but I do not have any monetization insights as I'm unsure of the exact model Ubiquity is using.

Relevant Links

No response

[0x4007]

I've been actively looking into this as well because some prospective pilot program partners I had detailed conversations with seemed to be quite interested to use XP as a performance review metric.

In response to that, I've been keen on modifying gentlementlegen debugging UI in text-conversation-rewards to run against all the completed issues of the previous week just before I do payroll, and total up every contributor's expected earnings with the latest incentives config/UI.

It's a debugging UI that we can reconfigure incentives just before each run which seems useful to apply the latest of incentives and retroactively calculate what would have been the accurate rewards (for example we just rolled out reviewer incentives which has changed earnings quite a bit across the board, especially for myself)

For the short term I think modifying that test UI to do batch operations is the best way to calculate XP.

For report delivery, I suspect that we could write a json output in the .ubiquity-os repository. Later, a UI can display these nicely, not so different from our existing Devpool directory stack (ui and json backend)

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Unfortunately I'm getting ready for a conference starting tomorrow which means I won't have the time to use the debugging tool and research/confirm if this approach is best.

[Keyrxng]

I was coming from a more subjective standpoint in terms of reviews, where traditionally a performance review would include not only your objective contributions/completed tasks but personal/professional growth.

For instance:

• A partner has 3 core team and 6 active contributors and 2 new contributors. The CEO isn't "on-the-ground" and seeing everything, more just a birds-eye view of large scale movements.
• An AI-driven analysis on all their people over n months could easily produce "people-oriented" reports that contain business-value insights such as:
• • "New contributors X, Y, Z all failed to deliver on this task - is the spec clear?"
• • "New contributor A has shown great product knowledge and ownership of xyz since... possible candidate for..."
• • "Contributor 1 and 2 are suitable candidates to run your new initiative [xyz] because.."
• • "Team member A has been showing an increased disposition towards member B"

In my mind, it was addressing the fact that for some time is very scarce and they can't be everywhere at once. This style of reporting would allow them insight into their people beyond just how many tasks they've pushed through. I guess both styles would appeal to some and not so much for others.

I'd say it's similar to an AI "left-hand-man" or "floor manager" whose focus is the people and their growth in relation to the business and how to leverage that, the reports are it's feedback lmao.

Maybe something to consider further down the line but I'd imagine it would draw a lot of attention.

[0x4007]

I think it's a cool idea but that would be a later step for sure. This initial XP infra I imagine would be the first step.