FBA Program Design: Difference between revisions
Jump to navigation
Jump to search
No edit summary |
|||
| Line 16: | Line 16: | ||
* No stipends for intention - stipend eligibility depends on benchmarking against professional grade work (burndown level achieved in Extreme Enterprise Track) | * No stipends for intention - stipend eligibility depends on benchmarking against professional grade work (burndown level achieved in Extreme Enterprise Track) | ||
**After 6 months, participants who demonstrate verified production competence may become stipend-eligible. | **After 6 months, participants who demonstrate verified production competence may become stipend-eligible. | ||
* | *Educational allowances tied to demonstrated competence | ||
* Stipends unlock after verified skill → production → revenue. | * Stipends unlock after verified skill → production → revenue. | ||
Revision as of 06:30, 30 January 2026
First principles (non-negotiables)
These constraints clarify everything else:
OSE optimizes for enterprise founders, not employees.
- Builder ≠ laborer.
- Designer ≠ academic.
- Everyone is on a trajectory toward sovereign production capacity.
Six months is the hard filter.
- Anyone not enterprise-capable in 6 months is not a peak performer in this environment.
- Longer tracks are allowed only if they are deeper, not slower.
Work produces value immediately.
- No “school-only” tracks.
- Every track touches real production, even if at different intensities.
Stipends follow demonstrated production competence.
- No stipends for intention - stipend eligibility depends on benchmarking against professional grade work (burndown level achieved in Extreme Enterprise Track)
- After 6 months, participants who demonstrate verified production competence may become stipend-eligible.
- Educational allowances tied to demonstrated competence
- Stipends unlock after verified skill → production → revenue.