Policy-Discussion

[Jens Paul <edo AT cacert.org>]

Hi Steve,

> Often times when you wait for volunteers you don't
> necessarily get the best person for the job. In my
> experience, the best way to recruit volunteer leaders
> is to:
>
> Identify
> Select
> Recruit
> Train
>
> in that order.
>   

Fully agreed. It hasn't been done in the past in that way, but that's
the process we agreed on during our discussions on that topic.


> Identification involves making a list of the people
> you know who you think would be best for the position.
> Even if they're not already members or volunteers,
> maybe somebody from work/school might be interested in
> getting involved.
>   

Again, agreed. That's what was done to select the members of the
Advisory group and (as far as time allowed it) what was done to prepare
the upcoming SGM.


> Selection is a process of matching possessed skills to
> needed skills; I think the Wiki has a good start of
> what jobs are needed, but another possibility instead
> of asking "who wants to be the QA officer" is to make
> a list of skills/experience that you'd like to see in
> a QA officer and match that to your existing
> membership.
>   

Yes, you are right. I started to describe the job of the Education
Officer and hoped that other's will take this as an example and start
doing it similar to the other jobs. Unfortunately up to know, it is only
done for the PR officer. Hopefully we can push that issue a bit after
the SGM. It is very important to have detailed descriptions of the tasks
which have to be done in the certain areas.


> Given the distributed nature of CACert, it might be a
> good idea to send out a survey to existing members
> inquiring about the skills they have and might be
> willing to bring to the effort. You may find that you
> have members who are interested and qualified to
> participate, but aren't quite sure where they would
> fit.
>   

I am not so confident about that because I fear that we won't get much
response ... but hey, let's give it a try. Just start by yourself and
hopefully others join in!

Maybe something like:
- short description about what you have done so far (school, jobs - just
what kind of, no exact informations)
- areas you might be interested (like "sysadmin" - not to detailed)
- particular skills you can offer (like "IPv6 expert", "java
programmer", ...)
- any else you like

Just a suggestion. Everyone can alter it in a way he likes. So no
pressure on specific informations there ...

> Recruiting, of course, involves asking them to do it,
> and, in the case where multiple people know the
> candidate it's a useful exercise to think about who
> would be  the best person to make that request.
>
> Many non-profit associations in my neck of the woods
> have found it helpful to establish a nominating
> committee who's only (or primary) job is to identify,
> select, and recruit volunteers.
>   

Agreed. We decided that the Advisory Group can handle it for a start,
but as soon as possible we would like to have an "HR department". Hr
would have exactly that particular job: identify, select and recruit
volunteers.


> Training should be fairly obvious, but I think it's
> important to give the new person something specific to
> do right away, as well as assign them a mentor to work
> with.
>   
To make it short: agreed again :-)


Seems like we are (from an overall perspective) in agreement. Let's
start by seeing your skill description. I'm wondering if you might be
the right person to start and lead (at least for an interim period) that
HR department / committee?

Regards

Jens
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