Difference between revisions of "Resolution Committee"
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{{policy in development}} | {{policy in development}} | ||
| − | + | Initial thoughts on how a resolution committee could work. These are off the top of my head, may be incomplete, and I reserve the right to change my mind on all this. | |
| − | These are off the top of my head, may be incomplete, and I reserve the | ||
| − | right to change my mind on all this. | ||
| − | + | # A resolution committee (RC) is composed of members of the staff collective selected by the Human Resources committee (HR) when a problem or group of related problems involving a staff member arises and reach(es) a critical level. | |
| − | collective selected by the Human Resources committee (HR) when a problem | + | #: ''(I think we should add something about the membership of the RC: it should have a mix of people: those most involved in the situation, plus one or two members from outside the situation. -- Shawn)'' |
| − | or group of related problems involving a staff member arises and | + | #* The procedure for establishing a Resolution Committee: |
| − | reach(es) a critical level. | + | #** HR committee recommends that a Resolution Committee be set up and suggests the committee's make-up; HR also suggests the scope of the Resolution Committee. |
| − | + | #** The staff collective discusses these recommendations and approves them or something. | |
| − | (I think we should add something about the membership of the RC: it should | + | # An RC is always created within the framework of the current grievance and discipline policy as agreed to by the staff collective. This policy is not outlined here, but must be followed by the RC. (This would include documentation of incidents, warnings, meeting professional goals, etc.) |
| − | have a mix of people: those most involved in the situation, plus one or two | + | # An RC is charged with the task of resolving the problem(s). The RC's first duty is to specify the scope of the problem(s) and communicate that to the staff collective and any others are likely to be directly affected by the problem. The staff collective should raise any concerns, including changes in scope and the appropriateness of the RC's formation at the first available opportunity. The staff collective may require the HR to dissolve the RC, re-form it, or adjust its scope. |
| − | members from outside the situation. -- Shawn) | + | # An RC is empowered to communicate with all other groups, committees, and individuals at Free Geek for the purpose of investigating the problems within its defined scope. |
| − | + | # An RC must propose a recommended strategy for resolving the problem as quickly as possible and in the best interests of Free Geek as a whole. This strategy should be outlined in specific steps that can be implemented to address the problem. | |
| − | + | # The RC may put items on agendas of any group at Free Geek in order to bring the problem(s) to resolution. These items should be dealt with by those groups as items with a high degree of importance. | |
| − | * HR committee recommends that a Resolution Committee be set up and suggests the committee's make-up; HR also suggests the scope of the Resolution Committee. | + | # An RC may recommend to the staff collective that a staff member be terminated. In this case, the reason for termination must be specifically described and the decision must be considered by the whole staff collective. The person under consideration for termination must be able to speak, but is not allowed to block the decision of the larger group. The person under consideration for termination may choose a representative, either a third party or another member of the staff collective to speak on his or her behalf as well. |
| − | * The staff collective discusses these recommendations and approves them or something. | + | # An RC must report on its findings in writing to the staff collective and any others are likely to be directly affected by the problem. |
| − | + | # An RC is automatically dissolved when its recommended strategy is proposed, items have been placed on the appropriate groups' agendas, and its written report has been provided to the staff collective. | |
| − | |||
| − | and discipline policy as agreed to by the staff collective. This policy | ||
| − | is not outlined here, but must be followed by the RC. (This would | ||
| − | include documentation of incidents, warnings, meeting professional | ||
| − | goals, etc.) | ||
| − | |||
| − | |||
| − | first duty is to specify the scope of the problem(s) and communicate | ||
| − | that to the staff collective and any others are likely to be directly | ||
| − | affected by the problem. The staff collective should raise any concerns, | ||
| − | including changes in scope and the appropriateness of the RC's formation | ||
| − | at the first available opportunity. The staff collective may require the | ||
| − | HR to dissolve the RC, re-form it, or adjust its scope. | ||
| − | |||
| − | |||
| − | and individuals at Free Geek for the purpose of investigating the | ||
| − | problems within its defined scope. | ||
| − | |||
| − | |||
| − | as quickly as possible and in the best interests of Free Geek as a | ||
| − | whole. This strategy should be outlined in specific steps that can be | ||
| − | implemented to address the problem. | ||
| − | |||
| − | |||
| − | bring the problem(s) to resolution. These items should be dealt with by | ||
| − | those groups as items with a high degree of importance. | ||
| − | |||
| − | |||
| − | terminated. In this case, the reason for termination must be | ||
| − | specifically described and the decision must be considered by the whole | ||
| − | staff collective. The person under consideration for termination must be | ||
| − | able to speak, but is not allowed to block the decision of the larger | ||
| − | group. The person under consideration for termination may choose a | ||
| − | representative, either a third party or another member of the staff | ||
| − | collective to speak on his or her behalf as well. | ||
| − | |||
| − | |||
| − | and any others are likely to be directly affected by the problem. | ||
| − | |||
| − | |||
| − | proposed, items have been placed on the appropriate groups' agendas, and | ||
| − | its written report has been provided to the staff collective. | ||
| − | |||
| − | |||
| − | |||
| + | ''(What if the issue happens again? New RC? Perhaps it dissolves after a set amount of time? -- Shawn)'' | ||
[[Category: Policy]] | [[Category: Policy]] | ||
[[Category: HR]] | [[Category: HR]] | ||
Revision as of 17:55, 6 January 2006
This is a page concerning a policy or procedure in development.
Once fleshed out, we'll consider it for adoption as official policy at Free Geek.
Initial thoughts on how a resolution committee could work. These are off the top of my head, may be incomplete, and I reserve the right to change my mind on all this.
- A resolution committee (RC) is composed of members of the staff collective selected by the Human Resources committee (HR) when a problem or group of related problems involving a staff member arises and reach(es) a critical level.
- (I think we should add something about the membership of the RC: it should have a mix of people: those most involved in the situation, plus one or two members from outside the situation. -- Shawn)
- The procedure for establishing a Resolution Committee:
- HR committee recommends that a Resolution Committee be set up and suggests the committee's make-up; HR also suggests the scope of the Resolution Committee.
- The staff collective discusses these recommendations and approves them or something.
- An RC is always created within the framework of the current grievance and discipline policy as agreed to by the staff collective. This policy is not outlined here, but must be followed by the RC. (This would include documentation of incidents, warnings, meeting professional goals, etc.)
- An RC is charged with the task of resolving the problem(s). The RC's first duty is to specify the scope of the problem(s) and communicate that to the staff collective and any others are likely to be directly affected by the problem. The staff collective should raise any concerns, including changes in scope and the appropriateness of the RC's formation at the first available opportunity. The staff collective may require the HR to dissolve the RC, re-form it, or adjust its scope.
- An RC is empowered to communicate with all other groups, committees, and individuals at Free Geek for the purpose of investigating the problems within its defined scope.
- An RC must propose a recommended strategy for resolving the problem as quickly as possible and in the best interests of Free Geek as a whole. This strategy should be outlined in specific steps that can be implemented to address the problem.
- The RC may put items on agendas of any group at Free Geek in order to bring the problem(s) to resolution. These items should be dealt with by those groups as items with a high degree of importance.
- An RC may recommend to the staff collective that a staff member be terminated. In this case, the reason for termination must be specifically described and the decision must be considered by the whole staff collective. The person under consideration for termination must be able to speak, but is not allowed to block the decision of the larger group. The person under consideration for termination may choose a representative, either a third party or another member of the staff collective to speak on his or her behalf as well.
- An RC must report on its findings in writing to the staff collective and any others are likely to be directly affected by the problem.
- An RC is automatically dissolved when its recommended strategy is proposed, items have been placed on the appropriate groups' agendas, and its written report has been provided to the staff collective.
(What if the issue happens again? New RC? Perhaps it dissolves after a set amount of time? -- Shawn)