Open Badges: Difference between revisions

We at Sugar Labs have many talented active contributors. Still, historically we have failed to retain them. With the implementation of alternative programs like the Open Badges, we hope to revert this trend.   

As part of our Funding and Marketing plan, taking care of internal relationships seems like a priority for Sugar Labs. Open Badges has the intention of reflecting openly an individual or collective expertise over a specific project, team or task.  

The reflection is one of the main principles embedded on Sugar's DNA, so reflecting collective and individual accomplishments is a logical match. The fact that there is graphical work inherently attached to the creation and maintenance of the Badges, makes that the Badges implementation itself to be considered a collective work of art.  

Open Badges were originally formulated to recognize the value of the infrastructure team and key project team leaders.

Thanks to infrastructure team members there is a level of service that allows us to be constantly in the air to interact with each other, with the code and with our users.

Thanks to our key project team leaders, Sugar adapts and evolves to specific cases of use. This interaction and close support can only enrich our upstream main project.

Another consideration is that Sugar labs as a dynamic entity should avoid labor relationships. Instead, the adoption of "retributions by merit" and/or "awards" policies are more suitable and easy to implement.      

=== Open Badges with Stipends ===

Open Badges may be one way to open channels for resources to flow to active contributors. For piloting the first round (year 2017) and according to financial viability, up to

it on to any active contributor in need or to give it back to the General Funds account. I volunteer myself to co-manage payments and logistics with Adam and SFC and Ignacio has volunteer to lead the development of the Badges.

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