We have published an updated draft Code of Conduct procedural document. We have also published a draft process for recruiting the Code of Conduct Team. We want the RIPE community's feedback on both documents by Friday, 30 September.
Background and context
The Code of Conduct Task Force was formed after RIPE 80 to finalise the process of getting an updated RIPE Code of Conduct in place. At that time, the community had been struggling to find consensus on a single document that contained all of the relevant information, and so the RIPE Chair proposed that we split this into three separate documents:
- An updated RIPE Code of Conduct
- A document describing the operational procedures when a report is made
- A document on the selection of the Code of Conduct Team
The RIPE community reached consensus on the first document on the list (RIPE Code of Conduct) in September 2021. We published a first draft of the second document (operational procedures) in April 2022, and we have incorporated the community’s feedback into the updated draft we are publishing now. We are also now ready with a first draft of the third document (Code of Conduct Team).
Seeking your input
We want to know there are any issues that should prevent the RIPE community from accepting these two remaining documents. We'd also like guidance on term lengths for volunteers serving on the Code of Conduct Team.
You can find the documents here:
- (Updated) draft Code of Conduct Team operating procedures
- (New) draft Code of Conduct Team recruitment process
Please share your feedback on the RIPE Discussion List by Friday, 30 September. The RIPE Chair will make a decision and communicate it to the community before RIPE 85.
Changes made in response to feedback
We have made some changes to the procedural document based on community feedback:
- We made the section about data retention easier to read.
- We added an appendix about the Code of Conduct TF.
- We have also proposed that the Code of Conduct Team makes decisions rather than recommendations. This clarifies where responsibility sits and ensures the escalation path is clear.
One question for the community
We want your input on the term length for people serving on the Code of Conduct Team. Should terms be kept to one year or should they be longer? Longer terms put a heavier burden on the volunteers serving on the Code of Conduct Team. But shorter terms mean less continuity and more effort in terms of training new team members.
We want to start recruitment for the Code of Conduct Team at RIPE 85. We plan to schedule an office hours session where people interested in volunteering can speak with members of the Task Force and learn more about what's involved.