📊 This Week’s Summary
- Compensation & Incentive Design Document v1.0 finalized, clearly stating realistic constraints of ¥0-50,000 monthly budget
- 12% uniform royalty rate approved (May 26, 2026), using a hybrid approach of payment-based calculation, guild self-reporting, and quarterly reconciliation
- LTV/CAC/K Measurement Rules v1.0 established to visualize growth potential through numbers
- Price Ladder Design Document v1.0 completed, creating systematic customer acquisition funnel
- Mandatory interviews for 3+ month unpaid contributors rule codified, institutionally preventing exploitation
💡 Why “Treasury Transparency” is Our Top Priority
The biggest risk for any DAO is “ambiguous expectations.” If people think they’ll “probably get paid” when there’s no money, that’s exploitation. Conversely, declaring “zero compensation ever” prevents sustainable contribution.
Great Voyage Era DAO prioritizes transparency as our core value. That’s why making our “current treasury status,” “compensation methods,” and “future expansion plans” completely open, creating a foundation where participants can engage with full understanding, was our top priority.
🎯 Complete Overview of Compensation Design v1.0
Our finalized compensation design has a 4-tier structure.
| Tier | Reward Type | Content |
|---|---|---|
| Tier 1 | Experience Rewards | Discord community interaction, exclusive event access, project planning participation |
| Tier 2 | Relationship Rewards | Hierarchical communities (Mate/Crew/Navigator/Duke/Archduke), NAVI (lifetime NAVI + utility points) |
| Tier 3 | Task-based Compensation | Rank-based rates (T1=¥500~T6=¥10,000), priority adjustment within ¥0-50,000 monthly budget |
| Tier 4 | Revenue-sharing Rewards | 70% individual, 25% DAO return, 5% operational reserve for affiliate results; future “noren-wake system” |
Tier 1: Experience Rewards
A system to create value even with zero monetary compensation. Discord community interaction, exclusive event access, and project planning participation are designed so that engagement itself becomes a growth experience.
Tier 2: Relationship Rewards
Hierarchical communities make trust and recognition visible. NAVI (contribution points) are divided into lifetime NAVI and utility points—lifetime NAVI accumulates as voting rights and trust scores, while utility points are consumed through utility exchanges.
Tier 3: Task-based Compensation
Within the constraint of ¥0-50,000 monthly cash budget, we set rank-based rates for high-priority tasks. When budget is exceeded, we adjust by priority rather than making unsustainable payments.
Tasks completed this week included “Price Ladder Design Document v1.0” and “LTV/CAC/K Measurement Rules v1.0” as T6-equivalent high-difficulty tasks.
Tier 4: Revenue-sharing Rewards
When affiliate results are generated, 70% goes to individuals, 25% returns to DAO, 5% to operational reserve. Future plans include a “noren-wake system” distributing profits to independent guilds.
💰 Revenue Distribution Example (¥100,000 affiliate result)
- Individual reward: ¥70,000
- DAO return: ¥25,000 (common infrastructure maintenance, new member acquisition initiatives)
- Operational reserve: ¥5,000 (emergency response, legal consultation fund)
📈 The Meaning of 12% Royalty Rate
When guilds (independent business entities within the DAO) generate revenue outside the DAO, they return 12% to the DAO (approved May 26, 2026).
Calculation is payment-based. Guilds self-report and transfer monthly, with quarterly DAO reconciliation. Future plans include AI accounting agents automating reporting, calculation, and reconciliation, with only transfers requiring human execution.
This 12% funds DAO common infrastructure (Discord, website, brand, legal consultation) maintenance and new member acquisition initiatives.
📊 Visualizing Growth Potential with LTV/CAC/K Measurement
This week’s “LTV/CAC/K Measurement Rules v1.0” creates a system to track DAO growth numerically.
- LTV (Lifetime Value): Long-term value one participant brings to the entire DAO
- CAC (Customer Acquisition Cost): Cost to bring one person into the community
- K (Viral Coefficient): How many people one person brings in
This enables quantitative judgment of “which initiatives lead to sustainable growth.”
🛡️ Mandatory Interview Rule for 3-Month Unpaid Contributors
The most important safety net in Compensation Design v1.0 is this provision.
⚠️ Safety Net Provision
“Anyone contributing unpaid for 3+ months must receive an interview from the Admiral or tier leader with compensation proposals.”
Even if someone says “I’m fine with no compensation,” the DAO must proactively reach out. This prevents “invisible volunteer exploitation.”
💭 This Week’s Learnings
The most challenging aspect of articulating our compensation design was balancing “the reality of limited financial resources” with “the ideal of encouraging sustainable contribution.”
The answer was “staged design” and “transparency.” Even with ¥0-50,000 monthly budget now, we scale progressively as revenue grows. Making this roadmap visible to everyone and hiding nothing about our current position—this approach actually builds trust.
🚀 Next Steps
Moving forward, we’ll pursue:
- Compensation Design v1.0 explanation session for core crew (Discord voice)
- First NAVI distribution implementation (distribution test for task completers)
- Requirements definition for accounting agent (AI)
- Quarterly financial report format establishment
After transparency comes “operational automation”—building systems that reduce manual work while increasing reliability.
⛵ Seeking Crew Members
Great Voyage Era DAO aims to become “crew members, not tourists,” building a DAO that balances transparency with sustainability.
💬 Join our Discord → https://discord.gg/jEeFnvqeEJ
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