Track helpful behaviors like mentorship, documentation, conflict resolution, and follow-through, not just flashy launches. Weight peer endorsements and longitudinal contributions over quick bursts. Make scores auditable, explainable, and privacy-preserving. The goal is trust and coordination, not clout, so incentives should elevate caretakers alongside innovators, bridging roles and generations.
Offer access to equipment, travel stipends, office hours with experts, or priority in mentorship programs. These benefits expand capacity rather than fueling unhealthy competition. Frame them as investments in contributors’ growth, with clear expectations to share learning back, multiplying benefits across projects, neighborhoods, and future cohorts who build on lessons.
Choose verification steps that match your risk model: proof-of-unique-human tools, vouching networks, or periodic rechecks. Minimize data collection and store only what is necessary. Provide manual alternatives for edge cases. Publish appeal processes so safeguards protect participation rather than exclude those without conventional documents or stable connectivity.
Choose verification steps that match your risk model: proof-of-unique-human tools, vouching networks, or periodic rechecks. Minimize data collection and store only what is necessary. Provide manual alternatives for edge cases. Publish appeal processes so safeguards protect participation rather than exclude those without conventional documents or stable connectivity.
Choose verification steps that match your risk model: proof-of-unique-human tools, vouching networks, or periodic rechecks. Minimize data collection and store only what is necessary. Provide manual alternatives for edge cases. Publish appeal processes so safeguards protect participation rather than exclude those without conventional documents or stable connectivity.
All Rights Reserved.