Difference between revisions of "Personnel Committee/Charter"

From OpenStreetMap Foundation
(Updated content, to reflect the online pad)
(as per 18 Dec 2020 board meeting, this charter is no longer a draft)
 
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<font color="blue"> Discussion draft.</font>
 
 
'''Content copied from https://hackmd.io/FLMUts5XRXmAidG2-vB_WA Any updates will appear there first.'''
 
 
 
The Personnel committee is the point of contact and provides consistent human resources (HR) and organisational support for people doing work for the Foundation for most of their time over the year.
 
The Personnel committee is the point of contact and provides consistent human resources (HR) and organisational support for people doing work for the Foundation for most of their time over the year.
   

Latest revision as of 17:02, 21 December 2020

The Personnel committee is the point of contact and provides consistent human resources (HR) and organisational support for people doing work for the Foundation for most of their time over the year.

The Personnel committee has Board member-only composition.

As necessary, the Personnel committee may communicate or meet among themselves. Topics may include issues that arise with Personnel that could use greater deliberation, to undertake policy work, or to discuss any other relevant matters.

Interaction between Personnel and Committee

Each personnel should have two points of contact on the committee, with each Board member up for election in a different year. This ensures continuity year on year.

Personnel may raise any HR or other needs with their committee points of contact. This could encompass changes in availability, scheduling leave, contractual issues, interpersonal issues, or other topics as needed. They may also, like any volunteers on OSMF working groups or the OSM community, ask the Board for help if they need by contacting any Board member, or the Board as whole.

Personnel and points of contact schedule a regular check-in meeting, every 1-2 months based on mutual agreement. The meeting is a brief check-in on what’s moving and coming up, goals set and goals met, and a chance to raise issues or request help. The topics should largely duplicate what the Personnel has already shared and discussed in public reports and public meetings, or public discussions that have happened within the OpenStreetMap community; the exception is for anything of confidential nature.

At least annually, the Personnel committee will organise a performance review, where the Personnel and the Personnel committee evaluate work done together over the year, and set out directions for the next. This does not mean the review directly assesses performance by looking at technical work, but rather by evaluating engagement in the public record of the relevant working groups and community, soliciting peer reviews, assessing if Personnel and Personnel committee are meeting standards for transparency and communication, and looking at the achievement of goals set by the Personnel themselves.