OSE Chapter Incentive Notes

1. There are 2 options in the training program: to start an independent operation, or a highly aligned OSE Chapter. For the latter, a very clear and focused path is set by OSE International. For an independent operation, the operator has full control over their direction. Rationale: Leaving options for OSE Chapters and independent operations leaves the decision up to the operator - as to how much they believe in collaboration vs working outside of OSE. This is a essentially a self-selection test for identifying super-cooperators. We do not assume that everyone will be a super-cooperator just because they say they are. Thus, OSE's duty is to make a clear case for collaboration, and to create an incentive structure consistent with this goal. How do we know if the incentive structure works? IF people continue to update their OSE Charter - AND if they are contributing significantly to GVCS completion, as marked by minor and major product releases each year.
2. Anyone who wants to start a chapter but does not have the funding must have an honest chance to get funding. This is built into the application process: a person must find the necessary support as part of the application. Rationale: this route incentivizes resourcefulness in the candidates - which is a a critical component of success. This route also tests one's ability to esteem their own value, ask for help, and not think that they have to do it alone. The successful candidate will believe that the work is important, and that their contribution to the OSE vision will be substantial. This paves the way for securing the necessary support. Since open hardware (in its current early days) requires perseverance, having the perseverance to secure the resources is a good mark of a successful candidate. The playing field must be level - and an entrepreneurial mindset is the key enabler regardless of a candidate's socioeconomic background.