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Personnel Committee/Charter: Difference between revisions

Personnel Committee/Charter (view source)

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(Created page with "<font color="blue"> Discussion draft.</font> '''Content copied from https://hackmd.io/FLMUts5XRXmAidG2-vB_WA Any updates will appear there first.''' The Personnel Committee...")
 
(Updated content, to reflect the online pad)
'''Content copied from https://hackmd.io/FLMUts5XRXmAidG2-vB_WA Any updates will appear there first.'''
 
The Personnel Committeecommittee is the point of contact and provides consistent human resources (HR) and organizationalorganisational support for people doing work for the Foundation for a majoritymost of their time over the year, here called staff.
 
The Personnel Committeecommittee has Board member -only composition. Each staff person has 2 individual points of contact, with each Board Member up for election in a different year. This insures continuity year on year.
 
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.
Staff can raise any HR or other needs ad hoc with their committee points of contact. That could encompass changes in availability, scheduling leave, contractual issues, interpersonal issues, or other topics as needed. (We’d like to note here that any volunteers on OSMF working groups or the OSM community should also have an equal ability to ask the Board for help if they need; that door is definitely open by contacting any Board member, or the Board as whole).▼
 
== Interaction between Personnel and Committee ==
Staff 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 upcoming, goals set and goals met, and a chance to raise issues or request help. The topics should largely duplicate what is already shared and discussed in public reports and public meeting; the exception is for anything of personally confidential nature.▼
 
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.
At least annually, the personnel committee would organize a performance review, to evaluate grounds for renewal or dismissal. This does not mean the committee directly assess performance by looking at technical work, but rather by evaluating engagement in the public record of the relevant working groups and community, and even possibly soliciting peer reviews; assessing if they are meeting standards for transparency and communication; as well as looking at the achievement of goals set by the staff themselves.▼
 
▲StaffPersonnel canmay raise any HR or other needs ad hoc with their committee points of contact. ThatThis could encompass changes in availability, scheduling leave, contractual issues, interpersonal issues, or other topics as needed. (We’dThey likemay toalso, note here thatlike any volunteers on OSMF working groups or the OSM community should also have an equal ability to, ask the Board for help if they need; that door is definitely open by contacting any Board member, or the Board as whole).
 
▲StaffPersonnel 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 upcomingcoming up, goals set and goals met, and a chance to raise issues or request help. The topics should largely duplicate what isthe Personnel has already shared and discussed in public reports and public meetingmeetings, or public discussions that have happened within the OpenStreetMap community; the exception is for anything of personally confidential nature.
 
▲At least annually, the personnelPersonnel committee wouldwill organizeorganise a performance review, towhere the Personnel and the Personnel committee evaluate groundswork fordone renewaltogether orover the year, and set out directions for the dismissalnext. This does not mean the committeereview directly assessassesses performance by looking at technical work, but rather by evaluating engagement in the public record of the relevant working groups and community, and even possibly soliciting peer reviews;, assessing if theyPersonnel and Personnel committee are meeting standards for transparency and communication;, as well asand looking at the achievement of goals set by the staffPersonnel themselves.
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