This is certainly up for discussion of course, but it should be combined with the other thread I think into a proposal to vote on: Upcoming Quarterly Rebalancing and Distribution
Looking at the original performance mining setup (Performance Mining - dHEDGE Docs), it is a way to reward good performing pools, which is great if a pool starts up, but not when it has also attracted a big following. That is what the fees are for of course.
As the platform I think is starting to offer a good proposition to managers and investors, I think that the above proposition is a good thing. Certainly with the new upcoming platform. However, I would just pay them out in dtop, if possible, based on the uber pool, as this one also grows if the performance is good and the project advances. It also has no further impact on dht then.
“Boosting” the payouts based on project longterm investment is a great way to get stable pools with managers that have a longterm interest in growing their pool and sustaining it for a longterm. So, I support the fact by tying it to vdht. People who invest in this pool would also be more sure that the pool is maintained by a person with a longterm investment in dhedge. So, I would even mark a pool with a special badge that show people that the managers has invested a certain level into the dhedge project themselves.
So,
- agree with linking it to vdht to limit, but also boost performance mining
- I would assign a badge to poolmanagers and their associated pools that shows that they have vdht invested and so, show longterm involvement. I think this only benefits everyone. I would also with levels of investment, but entry shouldn’t be too big of course.
- Maybe payout in dtop from uberpool, instead of dht? It’s all based on project-success/performance. Limits should be clear and related to performance of dhedge so we don’t drain the pool. uber pool receives 10% of performance. So, a good performing manager with a vested interest may keep a little bit more maybe?
Personally I think that in a decentralized setup point 2 (trust and longterm management) shouldn’t be overlooked. Supporting a good performing manager shouldn’t be overlooked of course. That’s what it’s all about after all!