One of the key and unique design elements of Avatr is its reward structure being binary in nature. Counterparty assessment and performance measurement is necessary in terms of functionality. Not only do employees create an Avatr made up of fractionalized NFTs, so do employers. Traditionally, performance metrics in the employment space have operated on the premise that an Employer will assess and evaluate an Employee in the form of a reference check that impacts (positively or negatively) on that person’s prospects when seeking future employment. With the system we have devised this only represents half of the process.

Once a workforce participant registers on the system and creates their Avatr, their fractionalized NFTs become available for public sale and ownership. At this point, there are several metrics used to measure performance for both parties which are the precursor for reward generation to NFT holders. These include:

1. Reference checks by counterparty — an employer assessing and employee OR an employee assessing an employer.
2. Amount of NFT ownership in one’s Avatr, or tokenomic power.
3. Number of work assignments (or Smart Jobs) completed.
4. Amount of $ revenue generated.
5. Number of employers or employees someone has referred onto the system who create an Avatr (this is a scaling metric).
6. Number of “shares”: in the case of an employee, sharing a job with another prospective employee. In the case of an employer, sharing a candidate with another prospective employer.

In measuring the on-chain performance of both sides of the employment equation, an inclusive environment for all workforce participants is fostered. This achieves a more balanced workplace dynamic that incentivizes good stewardship and governance from all parties and promotes equality of performance, equity of power distribution between participants, and minimizes any instances of employees being disenfranchised which is often the case in the legacy system. Counterparty measures provide a thorough system of checks and balances that ensure more equitable outcomes, corrects the heavily skewed disparity in employer/employee relations, and ultimately enforces better outcomes and visibility for all workforce participants. This fundamental design element is critical in creating an environment of inclusivity and fairness.