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Code of Conduct
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Code of Conduct

We want a productive, happy and agile community that can welcome new ideas in a complex field, improve every process every year, and foster collaboration between groups with very different needs, interests and skills.

We gain strength from diversity, and actively seek participation from those who enhance it. This code of conduct exists to ensure that diverse groups collaborate to mutual advantage and enjoyment. We will challenge any prejudice that could jeopardize the participation of any person in the project.

This Code of Conduct governs how we behave in public or in private whenever the project will be judged by our actions. We expect it to be honored by everyone who represents the project officially or informally, claims affiliation with the project, or participates directly.

We strive to:

I. Be considerate
Our work will be used by other people and we in turn will depend on the work of others. Any action we take will affect users and colleagues and we should consider them when making decisions.

II. Be respectful
Disagreement is no excuse for poor manners. We work together to resolve conflict, assume good intentions and do our best to act in an empathetic fashion. We don't allow frustration to turn into a personal attack. A community where people feel uncomfortable or threatened is not a productive one.

III. Take responsibility for our words and our actions
We all make mistakes; when we do, we take responsibility for them. If someone has been harmed or offended, we listen carefully and respectfully, and work to right the wrong.

IV. Be collaborative
What we produce is a complex whole made of many parts, it is the sum of many dreams. Collaboration between teams that each have their own goal and vision is essential; for the whole to be more than the sum of its parts, each part must make an effort to understand the whole.

Collaboration reduces redundancy and improves the quality of our work. Internally and externally, we celebrate good collaboration. Wherever possible, we work closely with upstream projects and others in the free software community to coordinate our efforts. We prefer to work transparently and involve interested parties as early as possible.

V. Value decisiveness, clarity and consensus
Disagreements, social and technical, are normal, but we do not allow them to persist and fester leaving others uncertain of the agreed direction.

VI. Ask for help when unsure
No one is expected to be perfect in this community. Asking questions early avoids many problems later, so questions are encouraged, though they may be directed to the appropriate forum. Those who are asked should be responsive and helpful.

VII. Exhibit leadership, authority and responsibility
We all lead by example, in debate and in action. We encourage new participants to feel empowered to lead, to take action, and to experiment when they feel innovation could improve the project. Leadership can be exercised by anyone simply by taking action, there is no need to wait for recognition when the opportunity to lead presents itself.


Leadership
Responsibility for the project starts with everybody involved. However, it is lastly executed by the collective opinion of all the developers. If unclear, this opinion is formed by a majority vote of the developers council. "Negative" (such as revoking a part of our project) choices will, however, require a stronger than simple majority vote.

Becoming a developer is a process that is usually finished when an experienced developer suggests somebody for developer status. In this case, the nomination is evaluated by the developers council.

Leadership is not an award, right, or title; it is a responsibility and a mandate. A leader will only retain their authority as long as they retain the support of those who delegated that authority to them. We especially expect anyone with formal powers (like repository administrators) to be an executive of the will of the developers council.


We Value Discussion, Data and Decisiveness
We gather opinions, data and commitments from concerned parties before making a decision. We expect leaders to help teams come to a decision in a reasonable time, to seek guidance or be willing to make the decision themselves when consensus is lacking, and to take responsibility for implementation.

The poorest decision of all is no decision: clarity of direction has value in itself. Sometimes all the data is not available, or consensus is elusive. A decision must still be made. There is no guarantee of a perfect decision every time - we prefer to err, learn, and err less in the future than to postpone action indefinitely.

We recognize that the project works better when we trust the teams closest to a problem to make the decision for the project. If we learn of a decision that we disagree with, we can engage the relevant team to find common ground, and failing that, we have a governance structure that can review the decision. Ultimately, if a decision has been made by the people responsible for it, and is supported by the project governance, it will stand. None of us expect to agree with every decision, and we highly value the willingness to stand by the project and help it deliver even on the occasions when we ourselves may prefer a different route.

Open Meritocracy
We invite anyone from any company to participate in all aspects of the project. Our community is free and open and any responsibility can be carried by any contributor who demonstrates the required capacity and competence.


This Code is not exhaustive or complete. It is not a rule book; it serves to distil our common understanding of a collaborative, shared environment and goals. We expect it to be followed in spirit as much as in the letter.

This code of conduct is a (slightly) modified version of the Ubuntu Code of Conduct and also licensed under the Creative Commons Attribution-Share Alike 3.0 license. Thanks to the Ubunto team for formulating such open-source guidelines!
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