The current curriculum looks polished because we ran it badly twice. This page is the honest story of how the program evolved â what Cohort 01 tried that didn't work, what Cohort 02 refined, and how the current model documented across the rest of the library got to its present shape. Some of what changed was big (program length, field site, NDVI introduction). Some was small but consequential (the 22-item pre-flight checklist came from one mid-mission radio-loss event in Cohort 02; the Saturday-session option came from one Cohort 01 trainee who would have made it with one more weekend). Most of what works now is here because something earlier didn't.
The rest of the Lumipad library â curriculum, business, the recruit page, the six detailed week pages â describes the program as it currently runs. It reads as a coherent system because, after two completed cohorts, it mostly is one. This page is the work that produced that system: the choices we made early that turned out wrong, the choices we changed mid-stream, and the patterns that survived two cohorts of trainees and became the cohort default model.
Designed for three audiences. Partner organisations evaluating Lumipad use this to understand what kind of organisation we are â one that learns and updates, not one that pretends the first version was correct. Internal staff training new instructors use this to understand why things are the way they are; the reasoning behind a decision is more durable than the decision itself. Future cohort 03+ trainees curious about the program's origins use this as context â the alumni network they're joining started smaller and rougher, and the cohort program they're completing is the third version, not the first.
A note on honesty. Some of what follows is uncomfortable to write. Cohort 01 had a near-miss prop strike. Cohort 02 had a paid-survey conflict that almost ended a partner-cooperative relationship. One Cohort 01 trainee was held back at end of Week 4 and didn't graduate â a decision we still think about. We're writing this honestly because pretending Cohort 01 was a smooth pilot would make the next cohort's instructors over-confident. The current curriculum is robust because we earned every line of it the hard way.
Quick visual reference. Each row is a programmatic choice; the columns are how that choice has evolved across the three cohorts. The cohort 03 column is the cohort default current model documented in the curriculum.
Each row above is expanded below in narrative form. Numbers are accurate to the cohort program's internal records; trainee identities are anonymised throughout.
Cohort 01 ran from March to May 2023 with 4 trainees recruited through cooperative network referrals â three from cacao cooperatives in the Davao region, one from an abaca-growing cooperative further north. The cohort was deliberately small because nothing about the program had been tested yet; the team wanted enough scale to learn from but not so much that mistakes would harm too many trainees. The 8-week program ran in a workshop in central Davao with a vacant lot 200m away serving as the flying area. There was no simulator practice, no NDVI rig, no Mission Planner, and no formal paid survey component. The drone was a Matek F411 build with unmodified Pi Camera and generic tri-blade props.
An 8-week curriculum. The original program was structured as 8 weeks: 2 weeks of theory and soldering, 2 weeks of build, 1 week of configuration, 2 weeks of flight practice, 1 week of business. The thinking was that a longer program would produce better-prepared graduates. In practice, weeks 1â2 had too much theory and not enough building; trainees lost momentum. Weeks 5â6 of flight practice were too long without a goal â flying for the sake of flying without a survey to deliver became repetitive. Trainee fatigue was visible by week 7.
RGB photography rather than NDVI. Cohort 01 used unmodified Pi Cameras producing standard RGB aerial photography. The thinking was that NDVI was too complex to introduce in the first cohort and standard photos would still demonstrate value to cooperatives. This turned out to be wrong. Cooperatives looked at the RGB images and said, in effect, "I can see this from a tall ladder." The differentiated value of drone-based survey work â seeing crop health beyond what visible light reveals â wasn't being delivered. Two of the three cooperatives that engaged Cohort 01 alumni for paid work after graduation didn't come back for a second survey.
A vacant lot for flight practice. The Davao team had access to a vacant lot 200m from the workshop. The lot was free, accessible on foot from the workshop, and had no overhead obstacles. It also had several problems we didn't anticipate: it was bordered by residential housing on three sides; neighbours complained about drone noise during week 4 hover practice; the lot was unusable for two weeks during a particularly wet spell because the ground became soft and trainees couldn't set up the LiPo bench safely; and most importantly, there was no farmer relationship â trainees never flew over actual cacao or coffee until they did paid work post-graduation, which meant their first encounters with real crops happened with no instructor support.
An untethered first hover. Cohort 01 had no tether protocol. Each trainee's first hover was simply: take off, hover at ~1m, descend, land. The instructor stood at the LiPo bench with their TX in standby. One trainee's first hover went sideways â a yaw drift the trainee didn't correct, drone moved laterally toward the perimeter, instructor took TX control and landed it. Drone was ~2m from a non-trainee bystander when it landed. No injury, no equipment damage, but the team realised that night that "no injury so far" was not the same as "safe protocol." The tether protocol was developed over the next weekend and used for the remaining trainees' first hovers; it became standard for Cohort 02.
Pass / fail assessment. Cohort 01 used a pass / fail philosophy. At end of Week 4 (which then included the build and basic flight assessment, before the curriculum was restructured), one trainee was held back: they had not achieved a clean tethered hover and the team judged they weren't ready for the field work that followed. The trainee was offered enrollment in the next cohort but declined; they returned to their home cooperative without graduating. The team still thinks about this decision. The current Saturday-session and optional Week 7 supervised practice options exist directly because of this trainee â we now believe they would have made it with one more weekend of one-on-one practice. The pass / fail philosophy was retired after Cohort 01.
No formal paid survey. Cohort 01 graduates were referred to interested cooperatives but the program didn't broker the first paid survey. The thinking was that this was beyond the cohort program's scope; graduates would handle their own first jobs. This produced a hard transition: graduates left the program with technical skills but no first invoice, no signed contract, no client relationship handed over. Of the three Cohort 01 graduates, one became a working pilot in the 18 months following graduation; the other two stalled at the "quoting first job" stage. The Cohort 02 paid-survey component (and the cohort-shared escrow at graduation) were direct responses to this.
Small cohort size let us see every trainee. Four trainees meant the lead instructor knew every trainee's build status, every solder joint, every flight tendency by name. This produced strong individual outcomes for the three who graduated; it also surfaced problems early â the held-back trainee was identified as struggling by week 3, not week 4. The current cohort default 12-trainee size requires more instructor capacity but tries to preserve this individual-attention discipline through smaller cohort cells (cohort default 6 trainees per cell with a dedicated instructor each).
The cohort 'cell' structure that survives today. Cohort 01 was 4 trainees and 1 lead instructor. When the team scaled to Cohort 02 (8 trainees), they organised into two cells of 4 trainees each, each with its own instructor. The structure stuck. Cohort 03 has two cells of 6. The instructor-trainee ratio (1:6 maximum) is a Cohort 01 inheritance.
The cooperative-referral recruitment pipeline. Three of the four Cohort 01 trainees came through cacao cooperative leadership referrals â cooperative managers nominating young members with the right hands-on aptitude. This recruitment channel produced the highest-yield cohort recruits the program has ever had; the current recruit.html still leans on cooperative referrals and Cohort 02 alumni-as-recruiters as the primary channels.
Workshop infrastructure decisions that paid off. The original Cohort 01 workshop (built out before the cohort started) made several infrastructure choices that proved durable: dedicated soldering stations with proper ventilation, a fireproof bench for battery work, separate clean/dirty zones, and a workshop wall for cohort photos and reference materials. None of these have changed across three cohorts.
Specific changes Cohort 02 made because of Cohort 01
Cohort 01 graduated in May 2023. Cohort 02 started in December 2023 â a deliberate gap. The team needed time to redesign the curriculum, build the NDVI rig protocol, establish the partner farm relationship, and (less visibly) recover from the held-back-trainee decision. The team also used the gap to follow up with Cohort 01 graduates and learn what their first 6 months post-graduation actually looked like; many of the changes documented above came directly from those follow-up conversations rather than from the cohort experience itself.
One observation worth noting. Most of the durable improvements between Cohort 01 and Cohort 02 came from following up with graduates after they'd left the program, not from in-cohort observation. The instructor team's view of what was working was incomplete; the graduates' lived experience filled in the rest. The current 30/60/90-day alumni network checkpoints exist partly to make this kind of feedback loop continuous rather than periodic.
Cohort 02 ran from December 2023 to February 2024 with 8 trainees organised into two cells of 4. The program was cut to 6 weeks, the field site moved to the partner cacao farm, NDVI rigs were introduced on every build, the tether protocol became standard, and Saturday make-up sessions were available. The drone was upgraded to the SpeedyBee F405 V4 (the current cohort default) with the modified Pi Camera NDVI rig. Mission Planner (INAV) was introduced as the planning tool. Most of the current curriculum dates from this cohort; the structural choices made for Cohort 02 are what subsequent cohorts have refined rather than replaced.
The cohort default 6-week curriculum, in its first form. Cohort 02 was the first cohort to run the 6-week structure that's now documented across the curriculum-week pages. Weeks 1â6 mapped: Foundations / Frame & power / Flight stack & radio / Sensors & first power-up / Flight school / Business & graduation. The structure survived to Cohort 03 with only minor refinements. The content within each week refined considerably â see below.
The NDVI rig on every build. The Raspberry Pi Zero 2 W rig with red-filtered camera became standard in Cohort 02. The capture script was developed during the cohort 01â02 gap; trainees built and integrated their own rigs as part of Week 4. Cooperatives engaged with Cohort 02 graduates responded much more strongly to NDVI false-colour maps than they had to Cohort 01's RGB photos: every Cohort 02 alumnus who delivered a first NDVI survey was invited back for a second.
Mission Planner (INAV) introduced. Cohort 01 used BetaFlight throughout. BetaFlight doesn't have a native Mission Planner tab; trainees attempting autonomous waypoint missions in Cohort 01 had used custom Python scripts feeding the FC over MAVLink, which was fragile and outside the trainees' skill range. Cohort 02 introduced the BetaFlight â INAV migration during the weekend between Week 4 and Week 5, gaining INAV's native Mission Planner. The current curriculum still uses this exact approach.
The tether protocol, formalised. Week 4 Friday's tethered first hover became the standard. 1m tether, 30cm altitude, 30 seconds, instructor at LiPo bench within 2m. Cohort 02 had zero near-miss prop strike events Week 4. The protocol was extended to cover Thursday's first props-on power-up (5% throttle, tethered, no actual flight) â also originally a Cohort 01 omission.
Saturday make-up sessions, in practice. Cohort 02 used Saturday sessions across multiple weeks. Week 1: 1 trainee for soldering practice. Week 2: 1 trainee for half-drone diagnostics. Week 3: 2 trainees for BetaFlight Modes-tab work. Week 4: no trainees needed Saturday (the lowest-Saturday-rate week, as documented in curriculum-week-4.html). Week 5: 2 trainees for solo survey mission make-up. Every Cohort 02 trainee who attended a Saturday session graduated. The supportive philosophy proved out.
The first paid survey â and what went wrong. Cohort 02 introduced the paid-survey concept in Week 5, not Week 6. The thinking was that doing a paid survey before the business curriculum would make Week 6's contracts and pricing material feel concrete. The execution went badly. The cooperative engaged for the survey expected a higher-quality deliverable than the trainee â flying their first non-practice mission â could produce. The NDVI map had a coverage gap (the trainee's AOI polygon didn't fully match the cooperative's plot boundaries) and an exposure issue (overcast sky during capture). The cooperative manager refused to pay the contracted amount. Lumipad staff intervened, mediated a partial-payment agreement, and the partner relationship was preserved â but the trainee experienced their first "real client" interaction as a conflict, not a success. The lesson was specific: paid surveys belong in Week 6 only, after the trainee has done the Week 5 solo survey assessment over a low-stakes cohort-program plot. The current curriculum reflects this gating.
The 22-item pre-flight checklist, developed mid-cohort. Cohort 02 had a Week 5 mid-mission radio-loss event during the autonomous waypoint exercise â the failsafe triggered correctly and the drone returned via RTH, no damage, but the team realised that there was no formal pre-flight checklist; what counted as "ready to fly" varied by instructor and by day. Over the weekend after the radio-loss event, the lead instructor and the lead engineer drafted a 22-item checklist drawing on every near-miss and configuration error from Cohort 01 + the Cohort 02 incident. The checklist was used for the rest of Cohort 02 and is still the cohort default current checklist (see Week 4 Thursday's drill).
The partner cacao farm relationship. The cooperative manager who offered Cohort 02 access to their cacao plot is still the cohort program's primary partner. The reciprocal arrangement â cohort fees include a small honorarium plus delivery of all cohort-flown NDVI imagery to the cooperative â has held across three cohorts. The cooperative has used the imagery to make several actual decisions about plot management; the relationship is producing value in both directions.
Cohort 02 alumni-as-recruiters. By the time the team was recruiting for Cohort 03 (mid-2024), Cohort 02 had been graduated for ~6 months. Three Cohort 02 alumni who had returned to their home cooperative networks became active recruiters for Cohort 03 â pitching the program to neighbours, identifying candidates, vouching for the cohort default. The current recruit.html describes alumni-as-recruiters as the highest-yield channel; this came from Cohort 02 graduates.
The graduation ceremony format. Cohort 02 was the first cohort with a formal graduation ceremony â certificates, drone hand-off, cohort group dinner. The format mostly survived to Cohort 03; what changed was scale (the panel grew from 4 reviewers in Cohort 02 to 10 in Cohort 03) and the addition of family transport stipends.
Specific changes Cohort 03 made because of Cohort 02
Cohort 03 is the current cohort, running as this page is written. Most of the curriculum library was written from inside Cohort 03 â we documented what we were doing as we did it, with the structure refined from Cohort 02 and the lessons learned absorbed from both prior cohorts. The 6 detailed week pages, the business reference, the field operations guide, the emergency-response protocols, the parts and combinations references â all reflect the Cohort 03 cohort default model. This is the program that future cohort organisers can run with confidence; it has been earned across three cohorts.
Scale to 12 trainees in two cells. First cohort at this size. Instructor capacity is the constraint â the cohort default 1:6 instructor-trainee ratio is preserved, but coordinating two cells in parallel adds operational complexity. The program coordinator role is new in Cohort 03; in earlier cohorts the lead instructor handled coordination directly.
The full library documented. Cohorts 01 and 02 ran with internal notes and instructor knowledge but no public-facing documentation. Cohort 03 is the first cohort where the curriculum, business model, technical references, and operational procedures are fully written up. Partner organisations evaluating Lumipad have a body of public material to reference; future Lumipad expansion (or analogous programs run by partner cooperatives in other regions) has a starting point.
Two backup partner cooperatives. The primary partner farm is still the same as Cohort 02. Two additional partner cooperatives in adjacent barangays now have arrangements with Lumipad â providing rotation options for cohort field weeks, expanded paid-survey opportunities for Week 6, and additional alumni recruitment networks.
Refined NDVI capture script. Cohort 02 used a fixed-exposure capture; Cohort 03 added auto-exposure with bracketing (3 exposures per capture, best one selected post-flight). Reduces capture-quality variability across changing field conditions.
Monthly group call for Cohort 03 alumni first 6 months. In addition to the 30/60/90-day individual checkpoints inherited from Cohort 02, Cohort 03 graduates will have a monthly group video call for the first 6 months post-graduation. Designed to build cohort-to-cohort alumni network connection â Cohort 02 graduates can mentor Cohort 03; Cohort 03 will eventually do the same for Cohort 04.
Two completed cohorts isn't enough to know everything. We're writing this section to keep ourselves honest about what hasn't been tested yet. Future cohorts will answer some of these; some are properly Lumipad's strategic questions rather than the cohort program's.
Does the model scale beyond 12 trainees per cohort? Cohort 03 is testing the 12-trainee size. We don't know if 16 or 20 would still preserve the individual-attention discipline that's been a differentiator. The cell structure helps but instructor capacity is the real constraint; hiring and training new lead instructors takes ~12 months of program participation.
Does the curriculum transfer beyond cacao / coffee / coconut / abaca? The four crops the partner cooperatives grow have specific NDVI signatures that the program has calibrated against. Other Mindanao crops (rice, banana, sugarcane) would require different interpretation; some may need different flight parameters (rice paddies have water reflection issues at certain angles). We have anecdotes from individual alumni who've flown rice surveys but not enough data to write a cohort default reference for it.
Do Year 2+ alumni microenterprise survival rates hold? The 18-month figure (~70% of Cohort 02 alumni operating profitably) is a snapshot at the time of writing. Some alumni businesses have natural challenges in Year 2 â equipment replacement (drone lifecycle ~2-3 years), market saturation in their home barangay, family circumstances changing. The cohort default 30/60/90 cadence covers months 1â3 well but support past 12 months is largely informal.
Is the 30/60/90-day cadence right? Some Cohort 02 alumni want more frequent contact; some find it intrusive; some want it on different topics (technical vs business). The Cohort 03 monthly group call is a partial response but isn't personalised. We don't yet know what the cohort default support cadence should be.
Does the program work for non-Mindanao regions? Lumipad is a Mindanao-rooted program; partner cooperatives, the partner cacao farm, the workshop, the alumni network are all Mindanao-based. There is interest from cooperatives in Visayas and Northern Luzon; whether the cohort default model transfers â or whether each region needs its own variant â is an open strategic question for Kennemer Foods and Lumipad together.
Is the cost structure sustainable without partner-cooperative honoraria? The current ~â±60â70K per-trainee cost depends on the partner cacao farm relationship being reciprocal (small honorarium + NDVI imagery delivery rather than full commercial rate). If we expand to regions without similar pre-existing partner relationships, per-trainee cost may rise back toward Cohort 02 levels.
What happens after graduates outgrow the program's active support? Cohort 02 alumni at 18 months out are increasingly autonomous; the alumni network is increasingly informal. We don't yet have a model for what "former trainee, now established peer" looks like as a structured relationship. Cohort 02 alumni returning as Cohort 03 panel members and recruiters is the closest thing; we expect this to become more structured over time.
This page will be updated after each cohort completes. The story above is current to the start of Cohort 03; an updated version including Cohort 03 lessons will be written after graduation in mid-2026.