Profile of CodeofConductCouncil in Optimism
Posts by CodeofConductCouncil
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Code of Conduct Council accountability reports S6
by CodeofConductCouncil - No Role
Posted on: Nov. 4, 2024, 12:54 p.m.
Content: Thanks for engaging with us @Bubli.eth :slight_smile: we are happy to answer these questions.
In relation to differences between S 5 and S 6 : We operated in a more autonomous way. In season 5 there was more guidance from the foundation, since the CoCC was an experimental group, and in season 6 , thanks to the approval of the community, the group was able to process all of the reports in a short time and with very little governance overhead to the foundation or the community. We can say there was progress in decentralization and leadership of the group. This season there was also an experiment with a proposed mediation mission that has been delivered partially, and we are suggesting more educational spaces for code of conduct awareness. We have also identified possible grey areas in management of conflict between chains in the superchain.
About how does the CoCC connects and impacts in Optimism governance: The CoCC lead participates in the Collective Feedback Comission. The CoCC is a sensory node of the Optimism Collective, and works closely with other strategic groups of Optimism to facilitate collective goals. The capacity to process feedback that the CoCC works for is related to the maturity needed to achieve the decentralization milestones.
In relation to how to connect with the community better: We are constantly keeping up with the various platforms and social media profiles hosted by the collective. We are communicating our updates in written posts, quick reminders in joint house calls calls, and holding monthly Office Hours. It is important for us to create a better understanding of our role, to promote contributors interest and capacity to to participate in future nomination and election rounds. We are already working on the end of season 6 report, and looking forward to the review and reflection periods. That’s why, In a couple of weeks we’ll be able to give more information about our plans to improve from the identified experiences and comments received from these feedback processes. We encourage you to continue being attentive to the forum and all Optimism spaces to explore the content that will be published related to season 7 .
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Code of Conduct Council accountability reports S6
by CodeofConductCouncil - No Role
Posted on: Oct. 24, 2024, 11:04 a.m.
Content: Hi @SolarPunk-Jedi.
We are glad to see that you like the report. :slightly_smiling_face:
Answering your question,
SolarPunk-Jedi:
What are the next steps in making them actionable?
It seems to us that several of the recommendations we are making can be made actionable through working more closely with the Collective Feedback Commission.
We recommend reading this new post that talks about its next iteration, as well as the Working Models for Decentralization, since they provide good context about the path to explore.
The COCC must continue to evolve within the path to open metagovernance to find its appropriate configuration. Grateful for any comments or suggestions that emerge to integrate them into this co-design. :dizzy:
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At this point it is just a fact that OP hates my wallet
by CodeofConductCouncil - No Role
Posted on: Oct. 17, 2024, 11:40 a.m.
Content: Hello @Valueinvestor.eth
This is the Code of Conduct Council. We are informing that a report was filed regarding your latest forum posts going against the Optimism Collective’s rules of engagement, and we have identified severe violations in terms of discrimination and lack of respect to members of the collective.
The enforcement action for severe violations is immediate suspension from community spaces. For that reason, some of your latests interactions will be hidden from our platforms and your account will be suspended from our Forum and Discord platforms until the end of season 6 . If the unwanted kind of engagement persists after this period of time, the future sanction could be a permanent suspension.
We can understand your frustration for not being included in the list of beneficiaries for Airdrop 5 , we are processing your inputs to identify improvement opportunities in selection and distribution processes, and we hope this sanction could help you learn how to interact and express discomfort in the right ways within the desired culture of the collective.
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Code of Conduct Council accountability reports S6
by CodeofConductCouncil - No Role
Posted on: Oct. 8, 2024, 12:35 p.m.
Content: Hello Optimism collective! The Code of Conduct Council for this season 6 is happy to present its mid-season report, where we made self evaluation of our role, and proposed insights from identified conflicting patterns. You can check our charter here 4 .
_
1 . What is your assessment of any benchmark milestones and/or impact KPIs that were set in your Budget Proposal or Charter at the start of the Season? Have you made progress towards, or achieved, these milestones or KPIs?
Reporter Experience KPIs:
We have maintained a reasonable response time for most reports. Initial responses are typically provided within 48 hours. However, in some complex cases, particularly those requiring deeper investigation or coordination with other teams, response times have extended slightly, up to 5 days. Also the council considers that that the scope needs to be better communicated, as some reports have been outside of our competence and capacity.
Number of reports that de-escalate without enforcement actions: So far, we have received 4 reports and managed to defuse most conflicts (around 90 %) without the need for formal enforcement action. In cases where enforcement is required, we strictly adhere to the rules of engagement and provide transparency in all our decisions. You can review our summary of cases in this post 1 in the forum.
No community members have disengaged from the community because of unmanaged conflicts in season 6 , reinforcing our role in the Token House as a sensory node that identifies patterns, looks out for solutions, and provides feedback to prevent similar situations from happening in the future.
Accountability and transparency around the due processing of cases: Regular updates on case handling have been shared on the forum. All cases are documented with detailed reports on the actions taken, maintaining transparency and accountability.
Number of updates to charters and operating procedures: there was one significant update to our charter, where we made more precise the enforcement of sanctions. Ongoing discussions highlight the need to propose some changes, planning for the coming growth phase of the superchain and the evolving governance framework of Optimism.
Availability and ease of access to the council: We have provided availability for the community to raise concerns to the council and its members. Participation in office hours was lower than expected, but we continue to promote these sessions to increase visibility and still provide accessibility. We also want to Invite other communities to our office hours, so that we can cross pollinate and promote good practices within the superchain.
Performance KPIs:
Number of community members leaving due to unmanaged conflict:
We have not observed any significant resignations or departures due to unresolved conflicts. We aim to maintain this standard by continuing proactive engagement.
Token votes related to conflict management actions:
So far, no council members have been dismissed or challenged through the Representative Removal proposal mechanism, reflecting strong trust in the CoCC’s operations and decisions.
Separation of conflict visibility from the collective:
We have maintained a high level of confidentiality, ensuring that conflicts are handled privately until resolution, with public announcements made only when necessary, in accordance with the Charter guidelines. In that sense, we are actively contributing to the perceived well being of the collective.
2 . Impact assessment - how well did your team’s outputs support the Intent they were authorized under?
The CoCC has successfully upheld its mandate in managing conflicts while maintaining a focus on decentralization and community-driven governance. Our proactive efforts, such as offering early guidance and mediation before conflicts escalate, have been highly effective. Additionally, our monthly office hours have allowed us to engage directly with the community, ensuring we remained accessible. While office hours can foster greater visibility of the council and its work, in practice, reports do not usually occur in public and synchronous spaces.
The CoCC has conveyed a sense of rigor and fairness in the community that has influenced the perceived well-being of this season 6 . Not having huge emergencies can be considered a good sign, and we are ready and available for any cases that arise, big and small.
We are individually studying every case that is reported, acting as sensory nodes for the community and the foundation, and besides promoting short term solutions, we are identifying valuable feedback and improvement opportunities to consolidate the recommendations listed as final points of this post.
We consider that the impact of our work should not be isolated from the work of other councils and groups that are key for the sustainability of the organization, so we highlight our efforts towards interconnection, composability, and complementarity between the CoCC and all governance structures. Our impact is to be a support wheel so that all other stakeholders can coordinate and overcome difficulties.
3 . What changes would you make to the Internal Operating Procedures (IOP’s)?
We propose adding stronger guidelines for communication in public forums and Discord channels to prevent escalations arising from abusive language or harassment.
The current scope of the CoCC is clear, but there is a need to further focus on filling governance gaps as the superchain grows. We need to think in emergent areas of conflict related to the expanding complexity of the superchain, to promote clear boundaries for what is shared and what is not shared between chains, and consolidate good practices.
There should be more connection between the CoCC and the provision of mediation by third parties. Currently they are expected to be of easy access to the community with their own forms and presence, but we consider that managing two forms separately is harder than managing one, in which cases are then delegated to the right team. We think having just one form could avoid double accountability, asymmetry of information, and arbitrary callings to the mediation third party.
4 . Suggested Changes to the Charter:
Create strategies to increase and measure Interconnection between the CoCC and other teams. Eg: Visibility of the council’s availability during community spaces, collaborations with other councils and governance teams, and activity of the council lead to feedback activities.
Furthermore, clearer guidelines regarding sanctions—specifically the process and criteria for issuing warnings, temporary suspensions, and other enforcement actions—should be further detailed in the Charter
CoCC was not included in retroactive funding for Season 6 , we believe that our ongoing contributions to the governance framework should be considered for inclusion in retroactive funding for Season 7 .
We suggest to position the COCC as the main place for complaints in the collective, with the role of connecting requests to the pertinent parties, and ensuring that all cases have due diligence and are properly processed and translated into improvements.
5 . Self evaluation:
The first area where we can improve is making our processes more visible to the community, to more clearly demonstrate the impact of our work and strengthen trust in the council.
Once elected, the council should meet twice a week for the first few months to allow for members to get even information and context for prevention and case intake. This role requires onboarding for new representatives so that handoff of information between seasons happens gracefully.
We can strengthen collaboration between the CoCC and other governance bodies, because even though we have good communication paths with them, enhancing the composability aspect can create higher value than the sum of its parts.
Conflict Resolution Best Practices: Continue refining our preventive approach by introducing more proactive measures, such as hosting workshops or educational sessions for the community on conflict resolution and governance. This includes consolidating evergreen content for the Optimism collective, and promoting standards for the superchain.
Perception of value and self-inflicted pressure: Since the impact of our work is harder to measure than other contributions, there has been some self-inflicted pressure on the members of the CoCC to validate our work. We think that raising awareness about the value being brought to the collective by the CoCC can reduce the stress on council members on meeting expectations.
Even when we would like to include enthusiasts in the community that want to support us with what we do, we decided to not mix our nature of an elected body that manages confidentiality with opening new contribution paths. We are open to collaborate with all existing contribution paths, but not stewarding any one.
6 . Recommendations:
Including more proactive guidance on Web 3 security and best practices. This can help prevent certain types of conflicts related to vulnerabilities or misunderstandings around blockchain security.
Follow up on the announcement and execution of the education sessions by the Resolv 3 team for season 6 .
There is a recurring pattern of conflicts related to grant allocation and perceptions of centralization or favoritism. We recommend increasing transparency in the grant process and continuously emphasizing decentralized governance.
We have observed a rising trend of projects manipulating transaction volumes to create misleading on-chain activity. This could damage Optimism’s reputation. We suggest stricter guidelines regarding the reporting and evaluation of on-chain data.
We have received concerns regarding the verification and legitimacy process for profiles and projects in funding rounds. We received a complaint about 5 artists Whose NFTs were plagiarized by false profiles who eventually got benefit in their place.
On Information asymmetry. We have noticed that there is a delta between the foundation plans and contributors’ awareness. We think that even when it is intended to not overwhelm the community with too much complexity, it would be recommended to develop complexity tolerance, looking for preparation on progressive decentralization.
On Composability of councils and governance efforts. Thanks to the seasonal cadence of Optimism, there is a fast rotation of elected representatives, and we consider that designing an onboarding path for these roles can help handing off information and carrying good practices between seasons. Creating a rich culture is what will keep the community together, even when rotating and decentralizing.
On Superchain boundaries and interop in governance: As Optimism expands,the CoCC should collaborate to establish governance frameworks that are interoperable, respecting local contexts while adhering to core principles. Ensuring that we continue to provide a robust framework for conflict management within the ever-evolving Optimism ecosystem.
On Communication styles: Early indications show that most cases reflect common patterns related to communication problems. We have noticed that contributors in different platforms sometimes express themselves in terms of Interpretation, Judgement, Strategy and demands. We consider that frameworks like Nonviolent communication (NVC) can be shared and practiced to help expressing in terms of observations, feelings, needs and requests, making it easier, both to understand, express, and negotiate effectively in a life enriching dialogue.
Thank you for reading our mid-season report. We look forward to the rest of season 6 and the transition to season 7 :slightly_smiling_face:
Remember that you can request support from the Code of Conduct Council at any time through this form 1 , or contacting directly a member of the team.
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Code of Conduct Council accountability reports S6
by CodeofConductCouncil - No Role
Posted on: Oct. 8, 2024, 12:35 p.m.
Content: Hello Optimism collective! The Code of Conduct Council for this season 6 is happy to present its mid-season report, where we made self evaluation of our role, and proposed insights from identified conflicting patterns. You can check our charter here.
_
1 . What is your assessment of any benchmark milestones and/or impact KPIs that were set in your Budget Proposal or Charter at the start of the Season? Have you made progress towards, or achieved, these milestones or KPIs?
Reporter Experience KPIs:
We have maintained a reasonable response time for most reports. Initial responses are typically provided within 48 hours. However, in some complex cases, particularly those requiring deeper investigation or coordination with other teams, response times have extended slightly, up to 5 days. Also the council considers that that the scope needs to be better communicated, as some reports have been outside of our competence and capacity.
Number of reports that de-escalate without enforcement actions: So far, we have received 4 reports and managed to defuse most conflicts (around 90 %) without the need for formal enforcement action. In cases where enforcement is required, we strictly adhere to the rules of engagement and provide transparency in all our decisions. You can review our summary of cases in this post in the forum.
No community members have disengaged from the community because of unmanaged conflicts in season 6 , reinforcing our role in the Token House as a sensory node that identifies patterns, looks out for solutions, and provides feedback to prevent similar situations from happening in the future.
Accountability and transparency around the due processing of cases: Regular updates on case handling have been shared on the forum. All cases are documented with detailed reports on the actions taken, maintaining transparency and accountability.
Number of updates to charters and operating procedures: there was one significant update to our charter, where we made more precise the enforcement of sanctions. Ongoing discussions highlight the need to propose some changes, planning for the coming growth phase of the superchain and the evolving governance framework of Optimism.
Availability and ease of access to the council: We have provided availability for the community to raise concerns to the council and its members. Participation in office hours was lower than expected, but we continue to promote these sessions to increase visibility and still provide accessibility. We also want to Invite other communities to our office hours, so that we can cross pollinate and promote good practices within the superchain.
Performance KPIs:
Number of community members leaving due to unmanaged conflict:
We have not observed any significant resignations or departures due to unresolved conflicts. We aim to maintain this standard by continuing proactive engagement.
Token votes related to conflict management actions:
So far, no council members have been dismissed or challenged through the Representative Removal proposal mechanism, reflecting strong trust in the CoCC’s operations and decisions.
Separation of conflict visibility from the collective:
We have maintained a high level of confidentiality, ensuring that conflicts are handled privately until resolution, with public announcements made only when necessary, in accordance with the Charter guidelines. In that sense, we are actively contributing to the perceived well being of the collective.
2 . Impact assessment - how well did your team’s outputs support the Intent they were authorized under?
The CoCC has successfully upheld its mandate in managing conflicts while maintaining a focus on decentralization and community-driven governance. Our proactive efforts, such as offering early guidance and mediation before conflicts escalate, have been highly effective. Additionally, our monthly office hours have allowed us to engage directly with the community, ensuring we remained accessible. While office hours can foster greater visibility of the council and its work, in practice, reports do not usually occur in public and synchronous spaces.
The CoCC has conveyed a sense of rigor and fairness in the community that has influenced the perceived well-being of this season 6 . Not having huge emergencies can be considered a good sign, and we are ready and available for any cases that arise, big and small.
We are individually studying every case that is reported, acting as sensory nodes for the community and the foundation, and besides promoting short term solutions, we are identifying valuable feedback and improvement opportunities to consolidate the recommendations listed as final points of this post.
We consider that the impact of our work should not be isolated from the work of other councils and groups that are key for the sustainability of the organization, so we highlight our efforts towards interconnection, composability, and complementarity between the CoCC and all governance structures. Our impact is to be a support wheel so that all other stakeholders can coordinate and overcome difficulties.
3 . What changes would you make to the Internal Operating Procedures (IOP’s)?
We propose adding stronger guidelines for communication in public forums and Discord channels to prevent escalations arising from abusive language or harassment.
The current scope of the CoCC is clear, but there is a need to further focus on filling governance gaps as the superchain grows. We need to think in emergent areas of conflict related to the expanding complexity of the superchain, to promote clear boundaries for what is shared and what is not shared between chains, and consolidate good practices.
There should be more connection between the CoCC and the provision of mediation by third parties. Currently they are expected to be of easy access to the community with their own forms and presence, but we consider that managing two forms separately is harder than managing one, in which cases are then delegated to the right team. We think having just one form could avoid double accountability, asymmetry of information, and arbitrary callings to the mediation third party.
4 . Suggested Changes to the Charter:
Create strategies to increase and measure Interconnection between the CoCC and other teams. Eg: Visibility of the council’s availability during community spaces, collaborations with other councils and governance teams, and activity of the council lead to feedback activities.
Furthermore, clearer guidelines regarding sanctions—specifically the process and criteria for issuing warnings, temporary suspensions, and other enforcement actions—should be further detailed in the Charter
CoCC was not included in retroactive funding for Season 6 , we believe that our ongoing contributions to the governance framework should be considered for inclusion in retroactive funding for Season 7 .
We suggest to position the COCC as the main place for complaints in the collective, with the role of connecting requests to the pertinent parties, and ensuring that all cases have due diligence and are properly processed and translated into improvements.
5 . Self evaluation:
The first area where we can improve is making our processes more visible to the community, to more clearly demonstrate the impact of our work and strengthen trust in the council.
Once elected, the council should meet twice a week for the first few months to allow for members to get even information and context for prevention and case intake. This role requires onboarding for new representatives so that handoff of information between seasons happens gracefully.
We can strengthen collaboration between the CoCC and other governance bodies, because even though we have good communication paths with them, enhancing the composability aspect can create higher value than the sum of its parts.
Conflict Resolution Best Practices: Continue refining our preventive approach by introducing more proactive measures, such as hosting workshops or educational sessions for the community on conflict resolution and governance. This includes consolidating evergreen content for the Optimism collective, and promoting standards for the superchain.
Perception of value and self-inflicted pressure: Since the impact of our work is harder to measure than other contributions, there has been some self-inflicted pressure on the members of the CoCC to validate our work. We think that raising awareness about the value being brought to the collective by the CoCC can reduce the stress on council members on meeting expectations.
Even when we would like to include enthusiasts in the community that want to support us with what we do, we decided to not mix our nature of an elected body that manages confidentiality with opening new contribution paths. We are open to collaborate with all existing contribution paths, but not stewarding any one.
6 . Recommendations:
Including more proactive guidance on Web 3 security and best practices. This can help prevent certain types of conflicts related to vulnerabilities or misunderstandings around blockchain security.
Follow up on the announcement and execution of the education sessions by the Resolv 3 team for season 6 .
There is a recurring pattern of conflicts related to grant allocation and perceptions of centralization or favoritism. We recommend increasing transparency in the grant process and continuously emphasizing decentralized governance.
We have observed a rising trend of projects manipulating transaction volumes to create misleading on-chain activity. This could damage Optimism’s reputation. We suggest stricter guidelines regarding the reporting and evaluation of on-chain data.
We have received concerns regarding the verification and legitimacy process for profiles and projects in funding rounds. We received a complaint about 5 artists Whose NFTs were plagiarized by false profiles who eventually got benefit in their place.
On Information asymmetry. We have noticed that there is a delta between the foundation plans and contributors’ awareness. We think that even when it is intended to not overwhelm the community with too much complexity, it would be recommended to develop complexity tolerance, looking for preparation on progressive decentralization.
On Composability of councils and governance efforts. Thanks to the seasonal cadence of Optimism, there is a fast rotation of elected representatives, and we consider that designing an onboarding path for these roles can help handing off information and carrying good practices between seasons. Creating a rich culture is what will keep the community together, even when rotating and decentralizing.
On Superchain boundaries and interop in governance: As Optimism expands,the CoCC should collaborate to establish governance frameworks that are interoperable, respecting local contexts while adhering to core principles. Ensuring that we continue to provide a robust framework for conflict management within the ever-evolving Optimism ecosystem.
On Communication styles: Early indications show that most cases reflect common patterns related to communication problems. We have noticed that contributors in different platforms sometimes express themselves in terms of Interpretation, Judgement, Strategy and demands. We consider that frameworks like Nonviolent communication (NVC) can be shared and practiced to help expressing in terms of observations, feelings, needs and requests, making it easier, both to understand, express, and negotiate effectively in a life enriching dialogue.
Thank you for reading our mid-season report. We look forward to the rest of season 6 and the transition to season 7 :slightly_smiling_face:
Remember that you can request support from the Code of Conduct Council at any time through this form, or contacting directly a member of the team.
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Code of Conduct Council Communication Thread
by CodeofConductCouncil - No Role
Posted on: Sept. 23, 2024, 5:15 p.m.
Content: Gm Optimism Collective
We are delighted to be part of this season 6 Code of Conduct Council, and to contribute with our work to making the collective a better place to thrive.
Over the past two months we have had several meetings where we have discussed how to work and also shared our experience. In the first two months of our term, we spent part of the time building internal agreements, updating documents and learning how to work as a team. In addition, thanks to our open office hour, we have had the opportunity to meet more people with optimistic vibes and a desire to continue innovating the way we operate as a council.
The Optimism Code of Conduct Council Internal Operating Procedures for season 6 , was updated and published in the Optimism Collective Forum. Here, a summary of changes from the previous one:
In the first lines we shared the process of election and the importance of the continuos decentralization of IOP for the long term benefit of the collective.
Endorsement and clarification of the process that involves the resolution and evaluation of the report, in this escenario we divided the conflicts in small, medium or large according to their severity and the needs for each conflict. A third party was introduced as a mediator (Resolv 3 ), chosen through the Mission Foundation, to deal with conflict escalations that go beyond the capabilities of the council.
The timing for reviewing the conflicts was amplified by two days to a total of five days, and added the information about the notification for the parties, if the notified one didn’t respond in the next five days the CoCC it’s going to decide unilaterally.
We know that the information and some of the reports take longer to be evaluated, that’s why we are taking five working days to gather information and due diligence to understand what happened. And if mediation and voting takes place, we can extend this time up to ten days. However, if the conflict implies a severe violation one of the parties will be suspended until the resolution phase.
Definition of warnings and communication how information around cases is going to be privately managed and close to the chest reviewed.
Our approach was to renovate with a more inclusive, understandable and shareable language the Reporting Form. By today we have reviewed three different cases:
Report 1
The first report was anonymously filled by a Optimism Collective Member. It involved the project Rubyscore. The timing and review of all the documents and data were made on time and the members of the council made the due diligence of communicating with relevant parties. After discussing with the foundation, this report was out of the boundaries and the scope of the CoCC. We contacted the reporter via email and gave the information about the follow up on this case.
No further action was needed
Report 2
We had a public comment from Bubli.eth that has a complaint about the on chain voting and final decision made for the CoCC elections. In this case, Oxytocin started the conversation within his personal account, this happened in the transition period. After reviewing this publication and with the election of Oxytocin, all the members of the CoCC decided to write the response to Bubli.eth in consensus within the account of Oxytocin that posted 2 in behalf of all of us.
No further action it’s intended to happen.
Report 3
We received an anonymous concern about possible centralization of power inside of the Grants Council. The CoCC reviewed this situation in an extraordinary meeting, and to de escalate and channel the public communication around this topic, we contacted the reporting party and requested support from Resolv 3 to support transforming claims into proactive action steps that can contribute to seasonal continued improvements. Relevant information was shared with the grants council.
Report 4
We received a report from Hashigo that involved the Oekaki community and Base.
Although Base is part of the Superchain, we emphasize that things that happen outside of the Optimism Collective’s hosted platforms cannot be resolved or mitigated by the CoCC.
Each chain’s hosted platforms and internal communication channels are autonomous; therefore we cannot enforce any decision or be accountable for conflict happening on other OP Chains.
After reviewing the evidence of the report and the evolution of the situation, We contacted relevant parties to share recommendations and improvement ideas.
We believe that this concern is highly valid and will seek to suggest that not only Base, but other OP Chains replicate our CoC practices and even create their own CoC Council in the future to deal with this type of situations.
Call to action!
We are having great weeks and great experiences, in the first Office Hours we shared about our personal journey and the experience that drived us to be part of the CoCC, shared the new documents and the IOP. Now we are heading to our next office hours that will happen in Discord, on Sept 26 th at 2 : 00 PM UTC (event soon to be added to the public calendar), please come by and say hi!
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Code of Conduct Council (CoCC) Internal Operating Procedures S6
by CodeofConductCouncil - No Role
Posted on: Aug. 27, 2024, 1:43 p.m.
Content:
Guiding documents: Rules of Engagement 1 , Code of conduct 2 , severe violations, vision, Optimists expectations, Guide to season 6 , Previous charter season 5 1 . OPerating Manual, Grant misuse reporting process, Code of conduct Council proposal & KPIs 2
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Code of Conduct Council (CoCC) Internal Operating Procedures S6
by CodeofConductCouncil - No Role
Posted on: Aug. 27, 2024, 1:43 p.m.
Content:
Guiding documents: Rules of Engagement, Code of conduct, severe violations, vision, Optimists expectations, Guide to season 6 , Previous charter season 5 . OPerating Manual, Grant misuse reporting process, Code of conduct Council proposal & KPIs
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Code of Conduct Council (CoCC) Internal Operating Procedures S6
by CodeofConductCouncil - No Role
Posted on: Aug. 27, 2024, 1:38 p.m.
Content: Optimism Code of Conduct Council Internal Operating Procedures (season 6 )
The code of conduct council is a group of elected community members who will support the Optimism Collective facilitating the management of disputes, conflictive situations, and enforcement of sanctions for violations of the rules of engagement 4 .
Reporting mechanisms:
Any Optimist can directly contact the CoCC members for the purpose of their role.
CoCC members can report cases based on their activity and perception of what is happening in the community.
Any Optimist can fill this reporting form 6 anonymously or on their behalf, signaling an issue that may result in a case for code of conduct council.
Scale of conflicts:
The following framework draws from the current enforcement process and shows the boundaries of scope from the CoCC regarding the cases that may arise.
Scope
Description of possible actions:
Small
Any instance of inappropriate language or other behavior deemed unprofessional or unwelcoming in the community. Rude, disruptive, or inconsiderate behavior likely to escalate conflict that may involve minor breaches of the rules of engagement.
First effort is to de-escalate public conflict.
Third party Mediation 2 can be requested.
Guidance required from members of the CoCC
Process documented, privacy preserved.
May result in a warning or alternative restorative actions.
Medium
Breakdown of team communication, impacting work, or a serious violation of community standards, including sustained inappropriate behavior.
Third party Mediation looking for restorative actions.
Process documented, privacy preserved
Outcome published to the forum.
May result in a warning or temporary suspensions.
Large
Repeated violation of community standards, including sustained inappropriate behavior, or severe violations 1 . The CoCC is only responsible for breaches of the Rules of Engagement. Other sections of the Code of Conduct fall under the responsibility of other councils of the collective, such as the Grants council.
Deliberation of sanctions (temp ban, permanent ban)
Process documented, privacy preserved
Outcome published to the forum
COCC conflict management steps and times
1 . Identification: communication phase. Estimated time, up to 5 working days.
It shouldn’t take longer than a week after a triggering fact, for the CoCC to inform the parties that a case has opened and that cooperation will be requested to advance on the next steps of the process.Were the informed party not reply within 5 working days after being reached out by the Code of Conduct Council, the Council will decide unilaterally the course of action to be taken and whether to advance to the Screening stage.
No member of the board will seek to react directly to any conflict, but rather to gather the opinions of other members in order to define the next steps.
2 . Screening: Gathering of information. Estimated time, up to 5 working days.
After a case is identified, If the violation is clear and manifest, the council can deliberate without further mapping. If the issue requires to raise more information to make an informed decision, the council will be able to decide if the following week can be a deliberation week, if the case pivots to the mediation provider, if they are ready for voting on the next steps of the case, or if it’s considered to extend the screening process up to 10 additional working days.
In the event that a member commits a severe violation and immediate action is required, the COCC will suspend the member from the spaces while the screening process is complete.
The COCC will maintain constant contact with the suspended member to maintain a flow of information.
3 . Deliberation: Estimate time, up to 5 working days.
Once the screening phase is complete, an informed decision is made by consent or by simple vote in the council. This decision contains next steps on the case, including if, and what sanction applies.
A decision can be made by consent when there is no objection (i.e., a warning that the decision could pose a danger to the collective) from the members.
4 . Follow up: 3 month period (half a season)
Since the CoCC is a persistent structure in Optimism governance starting in season 6 , If this follow up period happens between seasons, the previous CoCC members would have to handoff the issues and share the registry of cases to the new council, considering that members may change.
After the deliberation phase, follow up is where we will review if the proposed actions were effective to deal with the situation, by having accountability on the parties responsibilities. If during the follow up period, new information arises, reconsideration can be made by the council, returning to the screening phase, for a new deliberation on the case.
Definition of warnings:
A warning is a response to inappropriate behavior that has the intention to prevent scaling of conflicts. Warnings play a pedagogic and corrective role in an incremental structure of graduated sanctions.
As stated in the Rules of Engagement,
Rules of Engagement 2 . 0
Enforceability
If possible, on a case-by-case scenario, Alternative Dispute Resolution Mechanisms may be recommended.
If you do not abide by the rules above, you will receive a warning. After two warnings, you may receive a suspension for 1 month. After that, you may receive a 3 month suspension. If you continue to violate the above rules, you may be permanently removed from all Optimism community spaces. Any violation that rises to the level of those discussed in the Guidance on Severe Violations will immediately result in a one month suspension.
Additional considerations
Registry of cases will be handled privately between the CoCC and the foundation.
These Internal operating procedures can be updated twice per season after being published in the forum.
Mid and season reports are expected with analysis of patterns on conflicting cases and self evaluation of the council for transparency.
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Code of Conduct Council (CoCC) Internal Operating Procedures S6
by CodeofConductCouncil - No Role
Posted on: Aug. 27, 2024, 1:38 p.m.
Content: Optimism Code of Conduct Council Internal Operating Procedures (season 6 )
The code of conduct council is a group of elected community members who will support the Optimism Collective facilitating the management of disputes, conflictive situations, and enforcement of sanctions for violations of the rules of engagement.
Reporting mechanisms:
Any Optimist can directly contact the CoCC members for the purpose of their role.
CoCC members can report cases based on their activity and perception of what is happening in the community.
Any Optimist can fill this reporting form anonymously or on their behalf, signaling an issue that may result in a case for code of conduct council.
Scale of conflicts:
The following framework draws from the current enforcement process and shows the boundaries of scope from the CoCC regarding the cases that may arise.
Scope
Description of possible actions:
Small
Any instance of inappropriate language or other behavior deemed unprofessional or unwelcoming in the community. Rude, disruptive, or inconsiderate behavior likely to escalate conflict that may involve minor breaches of the rules of engagement.
First effort is to de-escalate public conflict.
Third party Mediation can be requested.
Guidance required from members of the CoCC
Process documented, privacy preserved.
May result in a warning or alternative restorative actions.
Medium
Breakdown of team communication, impacting work, or a serious violation of community standards, including sustained inappropriate behavior.
Third party Mediation looking for restorative actions.
Process documented, privacy preserved
Outcome published to the forum.
May result in a warning or temporary suspensions.
Large
Repeated violation of community standards, including sustained inappropriate behavior, or severe violations. The CoCC is only responsible for breaches of the Rules of Engagement. Other sections of the Code of Conduct fall under the responsibility of other councils of the collective, such as the Grants council.
Deliberation of sanctions (temp ban, permanent ban)
Process documented, privacy preserved
Outcome published to the forum
COCC conflict management steps and times
1 . Identification: communication phase. Estimated time, up to 5 working days.
It shouldn’t take longer than a week after a triggering fact, for the CoCC to inform the parties that a case has opened and that cooperation will be requested to advance on the next steps of the process.Were the informed party not reply within 5 working days after being reached out by the Code of Conduct Council, the Council will decide unilaterally the course of action to be taken and whether to advance to the Screening stage.
No member of the board will seek to react directly to any conflict, but rather to gather the opinions of other members in order to define the next steps.
2 . Screening: Gathering of information. Estimated time, up to 5 working days.
After a case is identified, If the violation is clear and manifest, the council can deliberate without further mapping. If the issue requires to raise more information to make an informed decision, the council will be able to decide if the following week can be a deliberation week, if the case pivots to the mediation provider, if they are ready for voting on the next steps of the case, or if it’s considered to extend the screening process up to 10 additional working days.
In the event that a member commits a severe violation and immediate action is required, the COCC will suspend the member from the spaces while the screening process is complete.
The COCC will maintain constant contact with the suspended member to maintain a flow of information.
3 . Deliberation: Estimate time, up to 5 working days.
Once the screening phase is complete, an informed decision is made by consent or by simple vote in the council. This decision contains next steps on the case, including if, and what sanction applies.
A decision can be made by consent when there is no objection (i.e., a warning that the decision could pose a danger to the collective) from the members.
4 . Follow up: 3 month period (half a season)
Since the CoCC is a persistent structure in Optimism governance starting in season 6 , If this follow up period happens between seasons, the previous CoCC members would have to handoff the issues and share the registry of cases to the new council, considering that members may change.
After the deliberation phase, follow up is where we will review if the proposed actions were effective to deal with the situation, by having accountability on the parties responsibilities. If during the follow up period, new information arises, reconsideration can be made by the council, returning to the screening phase, for a new deliberation on the case.
Definition of warnings:
A warning is a response to inappropriate behavior that has the intention to prevent scaling of conflicts. Warnings play a pedagogic and corrective role in an incremental structure of graduated sanctions.
As stated in the Rules of Engagement,
Rules of Engagement 2 . 0
Enforceability
If possible, on a case-by-case scenario, Alternative Dispute Resolution Mechanisms may be recommended.
If you do not abide by the rules above, you will receive a warning. After two warnings, you may receive a suspension for 1 month. After that, you may receive a 3 month suspension. If you continue to violate the above rules, you may be permanently removed from all Optimism community spaces. Any violation that rises to the level of those discussed in the Guidance on Severe Violations will immediately result in a one month suspension.
Additional considerations
Registry of cases will be handled privately between the CoCC and the foundation.
These Internal operating procedures can be updated twice per season after being published in the forum.
Mid and season reports are expected with analysis of patterns on conflicting cases and self evaluation of the council for transparency.
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