LocoTeams

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The LoCo team infrastructure needs scaling and expanding in different ways. Ever since the beginning of the Ubuntu project, LoCo teams have played a key role, but the huge growth of the project and the LoCo community has caused some scalability issues. This has resulted in the following issues:

 * Conflict resolution not documented well or defined - the conflict resolution process needs better documenting. Right now many issues are taken straight to Jono Bacon or the CC then they could be resolved before. This needs general conflict resolution guidance as well as a documented escalation process.
 * Resources hogging too much contributor time - far too many new teams are spending most of their time setting up resources instead of building relationships and engaging in team building.
 * Some teams are struggling getting going and although they have the desire to contribute and put the time in, are unsure of exactly how to do so.
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Firstly, there have been some policy changes with the LoCo project now: Firstly, there have been some policy decisions with the LoCo project:
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 * Leaders of teams will need to stick to the new Leadership CoC which is currently under review.
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To improve and scale the LoCo project, we need to follow through with the following action points: To improve and scale the LoCo project, we need to follow through with the following action points, much of which are the documentation of common processes:
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 * Loco Mentoring (this is a separate spec).  * Loco Mentoring (this is a separate spec). This will assist teams that are unsure of how to build a team in following a set path to build a solid team infrastructure.
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 * clarify the conflict resolution process which has been referenced by several other specs, including this one.
idance from Jono as to whether the issue escalated to the community council.		  * Finalise the Leadership CoC - this is mostly complete and under review, but it should be put in front of the CC as soon as possible.

LoCo Teams

Summary

Ever since the beginning of the Ubuntu project, LoCo teams have played a key role, but the huge growth of the project and the LoCo community has caused some scalability issues. This has resulted in the following issues:

  • Conflict resolution not documented well or defined - the conflict resolution process needs better documenting. Right now many issues are taken straight to Jono Bacon or the CC then they could be resolved before. This needs general conflict resolution guidance as well as a documented escalation process.
  • Resources hogging too much contributor time - far too many new teams are spending most of their time setting up resources instead of building relationships and engaging in team building.
  • Some teams are struggling getting going and although they have the desire to contribute and put the time in, are unsure of exactly how to do so.

Use Cases

Implementation

Firstly, there have been some policy decisions with the LoCo project:

  • Hosting only provided for approved teams - we need to encourage teams to stop spending time building resources and instead spend time building teams. We have a core set of resource requirements - mailing list, IRC etc, and the team should instead build a web presence on the Ubuntu wiki. This encourages contribution and gets people working together.
  • Leaders of teams will need to stick to the new Leadership CoC which is currently under review.

To improve and scale the LoCo project, we need to follow through with the following action points, much of which are the documentation of common processes:

  • Make clearer the position of loco-contacts as a source for best practice.
  • Loco Mentoring (this is a separate spec). This will assist teams that are unsure of how to build a team in following a set path to build a solid team infrastructure.
  • Document conflict resolution procedures. Right now conflict resolution largely involves.initial assistance from Jono Bacon, but the escalation process should be defined.
  • Finalise the Leadership CoC - this is mostly complete and under review, but it should be put in front of the CC as soon as possible.
  • Document leadership models and leadership best practices. Importantly, this should be easy to read - we need to make sure that we have a source of leadership best-practice documentation that is concise and easy to implement.

Aside from these specific action points, the following general aims will also be pursued:

  • Continue to revise and improve the documentation. Assigning tasks to interested contributors will help here.

CategorySpec

LocoTeams (last edited 2010-08-29 14:33:29 by 109)