Suggestions for Ambassador Program 2.0 > Global Outreach Program

nuls_com_sg

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Linking here from my November Ambassador report.

This is going to be an evolving document with my suggestions on how the Ambassador Program could be improved. I'm in a hurry so I'm going to put up this version in bullet points.

Hope to strike up active discussion on how we could improve. Comments more than welcome but let's be constructive and bear in mind pointing out issues are super easy; what we need are solutions or at least feasible suggestions.

Issues:
- Accountability to community yet not cause restrictions to ambassadors
- Transparency of actions on ambassadors' part yet not

Proposed Modifications:
Convert existing Ambassador Program into a "Global Outreach Program" consisting of 2 roles:
1. Ambassadors
- Ambassadors are considered remote employees
- Close accountability required
- Amounts paid to be considered more or less as salaries. Salaries to differ based on regions. $1,000 is very good money in a country like Vietnam, okay for a country like Singapore for example, doesn't make much sense to have a fixed amount no matter where person is from.
- Required to work X number of hours
- Required to go through interviews and be hand-selected by core team
- Required to provide weekly/monthly reports of work done

We should have many of these Ambassadors. Since these are like employees, they could be fired if they do not perform as they have clear KPI's

2. Regional Partners
- Freedom to do whatever they deem fit based on the stipend they are getting. Stipend to differ based on regions. $1,000 is very good money in a country like Vietnam, okay for a country like Singapore for example, doesn't make much sense to have a fixed amount no matter where person is from.
- Regional partners are NOT meant to be employees, more like partners
- Effectiveness of Regional Partners to be decided by Program Director
- Freedom to work on whatever they deem fit, open line of communication with Program Director/core team, but not required to write monthly reports and sharing with the community etc

We should have regional partners only in areas that we really want to grow in. Regional partners should be more experienced with business and take initiatives to request for budgets to hire more help

Someone from the core team to be in charge of the Global Outreach Program, let's call this the Global Outreach Program Director.

3. Global Outreach Director
- Keep ambassadors accountable
- Support regional partners as required
- Have the authority to disburse expenses for Ambassadors and Regional Partners for misc stuff like printing of T-shirts, stickers, etc
- Good business sense and ability to execute
- Being part of core team allows the Global Outreach Director to be very clear about team's directions and to be able to disburse information quickly and effectively

Does this make sense?

Let's discuss.
 
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