The multisig is empowered as per YIP-41 to make operations decisions like hiring and compensation. Only 2 of the 9 signers are paid by yearn and on the core team. But generally yearn works in a pretty fluid way with the people actually doing the work making the decisions. This is an effective self-management technique used in emerging forms of organization like yearn but a little different than the standard hierarchical stuff we’re most familiar with.
In the case of the compensation working group, I’m leading the effort to assemble it along with the ops team who does the actual work of figuring out compensation stuff for yearn. Like most companies or organizations, we have a team of people who decide compensation. Normally we’d just make these kinds of decisions in the ops team and ask the multisig to approve them (they can veto and not sign).
But since this is a pretty big deal and lots of money, we want help. That’s why we’re doing the working group. We haven’t figured out the exact details for that group, but we’re thinking something like 13 members. Like 3 VCs (experts in compensation design), the 4 people on the ops team who know our team the best and do the compensation work, a couple other team members to get more diverse input, and then 4 community members. Not sure the best way to pick the community members yet. If you have ideas please suggest them.
Once the snapshot vote starts it cannot be changed, so this is the final proposal for voting. If you don’t agree with it you have some options. You can vote no. Or you can also create a counter or related proposal. At yearn the ultimate decider is governance. This is not theater, you really do decide. I’m not sure why anyone would go through the stress of these last weeks if this part didn’t actually matter. But anyway, if you want to set vesting terms do a proposal. Look at the minting keys proposal as an example.