Difference between revisions of "Collective-board liaison"
Jump to navigation
Jump to search
m (getting the raw stuff down, to be crafted into a proposal.) |
m |
||
| Line 1: | Line 1: | ||
{{draft}} | {{draft}} | ||
| − | + | The collective must select one of their number to act as the collective-board liaison, in order to provide a line of communication between the two bodies. The liaison should have paid time provided in their schedule to fulfill this role. | |
| − | |||
| − | |||
| − | |||
| − | |||
| − | |||
| − | |||
| − | |||
| − | |||
| − | |||
| − | |||
| − | |||
| − | + | Responsibilities of the liaison: | |
| − | * | + | * '''Attend board meetings''' or send an informed, prepared substitute |
| + | * '''Help board members to communicate with the collective''', and vice versa, and help board members figure out who to talk to for research. Track board requests for information and make sure that they are not lost. | ||
| + | * '''Prepare a report for each board meeting''', detailing | ||
| + | ** Major HR issues e.g. hiring/firing/discipline | ||
| + | ** Collective ideas and concerns concerning the collective and its members | ||
| + | ** Collective ideas and concerns dealing with the organization as a whole | ||
| + | ** Financial info, including quarterly budget (this does not mean that the liaison has to prepare the budget, but they should be informed about it and make sure that it is delivered) | ||
| + | ** Other info as requested by board | ||
| + | * '''Pass on requests for board designees''' as a result of discipline or grievance procedures, liaise with the appointed designee and communicate their decisions. | ||
==About this document== | ==About this document== | ||
This is under development to become a proposal to the BoD at the October 2011 meeting. Paul Munday and Laurel1.0 are the primary authors. | This is under development to become a proposal to the BoD at the October 2011 meeting. Paul Munday and Laurel1.0 are the primary authors. | ||
Revision as of 22:09, 21 October 2011
This is a draft of a new or in-progress document, and is likely to have a few people specifically working on it. You may wish to check in on the discussion page to see what the purpose of the document is and who's working on it; then feel free to
give this article love and attention if have extra of those things.
The collective must select one of their number to act as the collective-board liaison, in order to provide a line of communication between the two bodies. The liaison should have paid time provided in their schedule to fulfill this role.
Responsibilities of the liaison:
- Attend board meetings or send an informed, prepared substitute
- Help board members to communicate with the collective, and vice versa, and help board members figure out who to talk to for research. Track board requests for information and make sure that they are not lost.
- Prepare a report for each board meeting, detailing
- Major HR issues e.g. hiring/firing/discipline
- Collective ideas and concerns concerning the collective and its members
- Collective ideas and concerns dealing with the organization as a whole
- Financial info, including quarterly budget (this does not mean that the liaison has to prepare the budget, but they should be informed about it and make sure that it is delivered)
- Other info as requested by board
- Pass on requests for board designees as a result of discipline or grievance procedures, liaise with the appointed designee and communicate their decisions.
About this document
This is under development to become a proposal to the BoD at the October 2011 meeting. Paul Munday and Laurel1.0 are the primary authors.