Merge lp:~dholbach/ubuntu-codeofconduct/v2-draft into lp:ubuntu-codeofconduct

[Daniel Holbach]

[Daniel Holbach (dholbach)]

http://paste.ubuntu.com/980314/ is a readable diff (we have moved filed which make the diff currently hard to read).

[lp:~dholbach/ubuntu-codeofconduct/v2-draft]

30. By Daniel Holbach on 2012-09-17

collaborative edits of several CC hangouts

31. By Daniel Holbach on 2012-09-17

sort of merged lp:~mako/ubuntu-codeofconduct/license

32. By Daniel Holbach on 2012-09-20

fixes from Scott Ritchie

=== added file 'CodeOfConduct.txt'
--- CodeOfConduct.txt	1970-01-01 00:00:00 +0000
+++ CodeOfConduct.txt	2012-09-20 07:47:22 +0000
@@ -0,0 +1,203 @@
+= Ubuntu Code of Conduct v2.0 DRAFT =
+
+== Community ==
+
+Ubuntu is about showing humanity to one another: the word itself
+captures the spirit of being human.
+
+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 diverse groups 
+collaborate to mutual advantage and enjoyment. We will challenge prejudice 
+that could jeopardise the participation of any person in the project.
+
+The Code of Conduct governs how we behave whenever Ubuntu 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 
+in Ubuntu - in public or private.
+
+We strive to:
+
+  '''Be considerate.'''
+
+  Our work will be used by other people, and we in turn will depend on
+  the work of others. Any decision we take will affect users and
+  colleagues, and we should consider them when making decisions.
+
+  '''Be respectful.'''
+
+  Mere disagreement is no excuse for poor manners. We work together to
+  resolve conflict, assume good intentions and do our best to act in
+  an empathic fashion. We all experience some frustration, but we don't
+  allow frustration to turn into a personal attack. A community where 
+  people feel uncomfortable or threatened is not a productive one.
+
+  '''Take responsibility for our words and our actions.'''
+
+  We can 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.
+
+  '''Be collaborative.'''
+
+  Ubuntu 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.
+
+  '''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.
+
+  We expect participants in Ubuntu to resolve disagreements
+  constructively. When they cannot, we escalate the matter to
+  structures with designated leaders to arbitrate and provide clarity
+  and direction.
+
+  '''Ask for help when unsure.'''
+
+  Nobody is expected to be perfect in the Ubuntu 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.
+
+  '''Step down considerately.'''
+
+  When somebody leaves or disengages from the project, we ask that
+  they do so in a way that minimises disruption to the project. They
+  should tell people they are leaving and take the proper steps to
+  ensure that others can pick up where they left off.
+
+
+== 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.
+
+'''Delegation from the top.'''
+
+Responsibility for the project starts with the "benevolent dictator",
+who delegates specific responsibilities and the corresponding
+authority to a series of teams, councils and individuals.
+
+Ubuntu governance bodies are ultimately accountable to the Ubuntu
+Community Council ("CC"). That Council or its delegated representative
+will arbitrate in any dispute.
+
+We believe in meritocracy; we delegate decision making, governance and
+leadership from senior bodies to the most able and engaged candidates.
+
+'''Support for delegation is measured from the bottom up.'''
+
+Nominations to the boards and councils are at the discretion of the 
+Community Council, however the Community Council will seek the input of 
+the community using various methods before confirming appointments.
+
+Leadership is not an award, right, or title; it is a privilege, 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 value discussion, data and decisiveness.'''
+
+We gather opinions, data and commitments from concerned parties before
+taking a decision.  We expect leaders to help teams come to a decision
+in a reasonable time, to seek guidance or be willing to take 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 are 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 future than to postpone action indefinitely.
+
+We recognise that Ubuntu 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 taken
+by the people responsible for it, and is supported by the project
+governance, it will stand. None of us expects to agree with every
+decision, and we value highly 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 anybody, from any company, to participate in any aspect of
+the project. Ubuntu is open, and any responsibility can be carried by
+any contributor who demonstrates the required capacity and competence.
+
+'''Teamwork'''
+
+A leader's foremost goal is the success of the team.
+
+"A virtuoso is judged by their actions; a leader is judged by the
+actions of their team." A leader in Ubuntu knows when to act and when
+to step back. They know when to delegate work, and when to take it
+upon themselves.
+
+'''Credit'''
+
+A good leader does not seek the limelight, but celebrates team members
+for the work they do. Leaders may be more visible than members of the
+team, good ones use that visibility to highlight the great work of
+others.
+
+'''Courage and considerateness'''
+
+Leadership occasionally requires bold decisions, that will not be
+widely understood, consensual or popular. We value the courage to take
+bold decisions, because they enable the project as a whole to move
+forward faster than we could if we required complete consensus.
+Nevertheless, boldness demands considerateness; take bold decisions,
+but do so mindful of the challenges they present for others, and work
+to soften the impact of those decisions on them. Communicating changes
+and their reasoning clearly and early on is as important as the 
+implementation itself.
+
+'''Conflicts of Interest'''
+
+We expect leaders to be aware when they are conflicted, whether it is 
+due to employment, plans in other projects they are involved in or other 
+types of involvement, and abstain or delegate decisions that may be seen 
+to be self-interested.
+
+When in doubt, ask for a second opinion. Perceived conflicts of
+interest are important to address; as a leader, act to ensure that
+decisions are credible even if they must occasionally be unpopular,
+difficult or favourable to the interests of one group over another.
+
+
+
+This Code is not exhaustive or complete. It is not a rulebook; it
+serves to distill our common understanding of the meaning of Ubuntu in
+the context of this project; we expect it to be followed in spirit as
+much as in the letter.
+
+
+'''The Ubuntu Code of Conduct is licensed under the
+[[http://creativecommons.org/licenses/by-sa/3.0/|Creative Commons
+Attribution-Share Alike 3.0 license]]. You may re-use it for your own
+project, and modify it as you wish, just please allow others to use your
+modifications and give credit to the Ubuntu Project!'''
+

=== removed file 'CodeOfConduct.txt'
--- CodeOfConduct.txt	2011-03-07 13:20:46 +0000
+++ CodeOfConduct.txt	1970-01-01 00:00:00 +0000
@@ -1,89 +0,0 @@
-= Ubuntu Code of Conduct v1.1 =
-
-This Code of Conduct covers our behaviour as members of the Ubuntu
-Community, in any forum, mailing list, wiki, web site, IRC channel,
-install-fest, public meeting or private correspondence.  It applies equally
-to everyone who participates in Ubuntu, whether they are a member of the
-project, representing the project in some way, or simply passing by.  It
-applies in all of our interactions with other people, including those who
-are not themselves participants in Ubuntu.
-
-Ubuntu governance bodies are ultimately accountable to the Ubuntu
-Community Council and will arbitrate in any dispute over the conduct
-of a participant in the community.
-
-      '''Be considerate.''' Our work will be used by other people, and
-      we in turn will depend on the work of others. Any decision we take
-      will affect users and colleagues, and we should take those
-      consequences into account when making decisions.  Ubuntu has
-      millions of users and thousands of contributors. Even if it's not
-      obvious at the time, our contributions to Ubuntu will impact the
-      work of others.  For example, changes to code, infrastructure,
-      policy, documentation, and translations during a release may
-      negatively impact others' work.
-
-      '''Be respectful.''' The Ubuntu community and its members treat
-      one another with respect. Everyone can make a valuable
-      contribution to Ubuntu. We may not always agree, but disagreement
-      is no excuse for poor behaviour and poor manners. We might all
-      experience some frustration now and then, but we cannot allow that
-      frustration to turn into a personal attack. It's important to
-      remember that a community where people feel uncomfortable or
-      threatened is not a productive one. We expect members of the
-      Ubuntu community to be respectful when dealing with other
-      contributors as well as with people outside the Ubuntu project and
-      with users of Ubuntu.  If we offend someone through our actions,
-      we will listen earnestly, take responsibility, and work to make
-      things right.
-
-      '''Be collaborative.''' Collaboration is central to Ubuntu and to
-      the larger free software community.  This collaboration involves
-      individuals working with others in teams within Ubuntu, teams
-      working with each other within Ubuntu, and individuals and teams
-      within Ubuntu working with other projects outside. This
-      collaboration reduces redundancy, and improves the quality of our
-      work. Internally and externally, we should always be open to
-      collaboration. Wherever possible, we should work closely with
-      upstream projects and others in the free software community to
-      coordinate our technical, advocacy, documentation, and other work.
-      Our work should be done transparently and we should involve as
-      many interested parties as early as possible.  If we decide to
-      take a different approach than others, we will let them know early,
-      document our work and inform others regularly of our progress.
-
-      '''When we disagree, we consult others.''' Disagreements, both
-      social and technical, happen all the time and the Ubuntu
-      community is no exception. It is important that we resolve
-      disagreements and differing views constructively and with the help
-      of the community and community processes. We have the Technical
-      Board, the Community Council, and a series of other governance
-      bodies which help to decide the right course for Ubuntu. There are
-      also several Project Teams and Team Leaders, who may be able to
-      help us figure out the best direction for Ubuntu. When our goals
-      differ dramatically, we encourage the creation of alternative sets of
-      packages, or derivative distributions, using the Ubuntu Package
-      Management framework, so that the community can test new ideas and
-      contribute to the discussion.
-
-      '''When we are unsure, we ask for help.''' Nobody knows
-      everything, and nobody is expected to be perfect in the Ubuntu
-      community. Asking questions avoids many problems down the road,
-      and so questions are encouraged. Those who are asked questions should
-      be responsive and helpful. However, when asking a question, care must
-      be taken to do so in an appropriate forum.
-
-      '''Step down considerately.''' Members of every project come and
-      go and Ubuntu is no different. When somebody leaves or disengages
-      from the project, in whole or in part, we ask that they do so in a
-      way that minimises disruption to the project. This means they
-      should tell people they are leaving and take the proper steps to
-      ensure that others can pick up where they left off.
-
-We pride ourselves on building a productive, happy and agile community
-that can welcome new ideas in a complex field, and foster collaboration
-between groups with very different needs, interests and goals. We hold
-our leaders to an even higher standard, in the Leadership Code of
-Conduct, and arrange the governance of the community to ensure that
-issues can be raised with leaders who are engaged, interested and
-competent to help resolve them.
-

=== removed file 'LeadershipCodeOfConduct.txt'
--- LeadershipCodeOfConduct.txt	2010-11-25 17:47:41 +0000
+++ LeadershipCodeOfConduct.txt	1970-01-01 00:00:00 +0000
@@ -1,104 +0,0 @@
-= Ubuntu Leadership Code of Conduct =
-
-The [[http://www.ubuntu.com/community/conduct|Ubuntu Code of Conduct]]
-describes the standard for all conduct in the Ubuntu
-community. Leaders however, are expected to be held to a higher
-standard. This document provides a set of guidelines and explains to
-all members the high standards of conduct to which leaders in the Ubuntu
-community should be held.
-
-There are many, many people who hold leadership positions in Ubuntu -
-from the leaders of translation teams for specific languages, to the 
-folks who hold positions on our Technical Board and Community Council. 
-Our community depends on the drive and inspiration of many people who 
-start LoCo teams, or project teams focused on a particular end goal. 
-We expect anybody who takes on a leadership role to meet this higher 
-standard of conduct.
-
-== Leadership By Example ==
-
-We expect leadership by example.  In Ubuntu, leadership is not an
-award, right, or title; it is a privilege. A leader will only retain
-his or her position as long as he or she ''acts'' as a leader. This
-means that leaders act with civility, respect, and trust in the ways
-described in the Code of Conduct. It also means that their
-contributions are sustained, significant, and reliable for the period
-that they lead. Leaders in Ubuntu are not autocrats. Leaders in
-Ubuntu can not and will not stay leaders ''only'' because they got
-there first. Their role stems from shared recognition and respect from
-their team.
-
-== Respecting Ubuntu Processes and Principles ==
-
-The Code of Conduct does not only apply to leaders. It applies ''more'' to
-leaders. Leaders show more patience, more respect, and more
-civility than other members of the Ubuntu community. As leaders, they
-represent their team and, ultimately, the whole Ubuntu
-project. Leaders do their best to reflect the values that Ubuntu
-stands for and the behaviors that Ubuntu holds as
-paramount. Additionally, they take care to act in accordance with
-Ubuntu governance principles and structures and work within the Ubuntu
-system to change them.
-
-== Delegation ==
-
-A virtuoso is judged by his or her actions. A leader is judged by the
-actions of his or her team. A leader in Ubuntu knows when to ask for help
-and when to step back. Good leaders know when ''not'' to make a
-decision but to delegate it to their team. The best leaders balance
-hard work in the community. Of course, leadership does not mean that
-leaders delegate unpleasant work to others. Instead, leaders balance
-hard work on their own -- leadership by example -- with delegation to
-others and hard work on their own. A leader's foremost goal is 
-ensuring that his or her team members and team succeed.
-
-== Credit ==
-
-A good leader does not seek the limelight but aims to congratulate
-his or her team for the work they do. While leaders are frequently more
-visible than their team, leaders in Ubuntu use their visibility
-to highlight the great work of their team members and others.
-
-== Conflicts of Interest ==
-
-Leaders notice when they are conflicted, and they delegate decisions to
-others on their team or to other teams or governing councils. When in
-doubt, leaders publicly ask for a second opinion. They realize that
-''perceived'' conflicts of interest are as important as real conflicts
-of interest and are cognizant of perceptions; they understand that
-their actions are as tainted by perceived conflicts as by real ones.
-
-== Keeping the Personal Personal ==
-
-No team is an extension of its leader's personality and leaders'
-personal feelings and desires ''will'' diverge from the interest of
-their teams. When acting in their capacity of leaders, leaders should
-not ignore their own beliefs, feelings, and principles but must hold
-the interests of their team and the Ubuntu community above their own
-convictions. Leaders make difficult choices but are careful to act in
-the best interests of their communities. They work with established
-processes in the community and delegate decisions to others who can.
-
-== Stepping Down ==
-
-The Ubuntu Code of Conduct discusses the importance of gracefully
-stepping down from a position. This is ''particularly'' important for
-leaders who are responsible for decisions or specific processes - for
-example, if your participation is needed to reach quorum in a team
-council. If someone in a leadership role does not have time to fulfill
-the role temporarily, he or she should warn the team in advance. If an
-absence becomes extended, the leader should step down from the 
-position until he or she has more time to follow through.  Similarly,
-leaders should step down gracefully -- as described in the Code of
-Conduct.  Those who take on a leadership position in Ubuntu 
-are making a commitment to step down gracefully and to ensure that
-others on the team can easily continue where they leave off.
-
-Note that this is less important in cases where the leadership role
-does not "block" decisions while the person is absent. For example,
-if you are one of a team of fifty list moderators, then an extended 
-absence does not mean you should necessarily step down, because
-decisions will not be blocked by you not being there. Conversely, if
-your leadership seat is essential for decisions, then extended absences
-should be very carefully managed, and you should consider stepping
-down or at least nominating a stand-in while you will be away.

=== removed file 'rationale.txt'
--- rationale.txt	2009-11-11 18:46:43 +0000
+++ rationale.txt	1970-01-01 00:00:00 +0000
@@ -1,95 +0,0 @@
-The Code of Conduct (CoC) was written in a day by a single person and
-revised by only a handful of others before it was posted on the Ubuntu
-website.  At the time, there was no Ubuntu community.
-
-With time, the CoC has taken up a more important role than any of its
-authors imagined. It is now explicitly agreed to by thousands of
-Launchpad account holders and by hundreds of Ubuntu Members as a condition
-of their franchise. It has become the central written pillar of the Ubuntu
-community and has provided the basis for dozens of similar CoCs in other
-communities. As a result, it is not lightly that we approach the task of
-creating the first revision of the CoC since its creation.
-
-But over the last 5 years, the Ubuntu community has grown in ways and to
-degrees that were unanticipated. The Code of conduct plays a very
-different -- and more important -- role that it did at first. In order
-to reflect these changes and to create a stronger and more appropriate
-Code of Conduct for the Ubuntu Community of today, we offer this
-proposed revision.  We have tried to keep changes as small as possible
-and to ensure that all proposed changes are fully in the spirit, if not
-the language, of the original CoC.
-
-== Goals with revision 1.1 ==
-
-Our primary goal in this version of the Code of Conduct was to remove
-what we saw as an overly technical focus. When the first Code of Conduct
-was written, Ubuntu was an entirely technical project. There were no
-users, no support systems, and very little in the way of non-technical
-contributions from anyone. That has changed. In fact, the vast majority
-of the Ubuntu community contributes to the Ubuntu project in ways other
-than through writing code and making packages. We want our CoC to
-reflect this and to speak to the reality of the Ubuntu community today.
-
-Additionally, several of our proposed changes are designed to reflect
-the growth of the Ubuntu governance system.  We changed several
-references to the CC and its power to make it clear that the CC's
-important role has now been delegated to a series of new governance
-boards (e.g., the Forums Council and the IRC Council).
-
-The original version of the Code of Conduct used the term "you" to refer
-to a description of how people should act. Since the code of conduct is
-(as we like to say) not a stick to be wielded, but rather a description
-of how we feel our community should act, we changed the language so
-that, where it is not too awkward, we use "we" instead of "you."
-
-== List of specific Changes ==
-
-Throughout the text, we:
-
- - changed references from "you" to "we" and changed the text in other
-   minor ways to make this set of changes read more cleanly
-
-In the opening paragraph, we:
-
- - changed the reference to the Community Council to refer to other
-   governance bodies as well the CC
-
-In the section on ''Be considerate'', we:
-
- - changed the example used to be less focused on code changes around
-   release and tried to generalize the example to a variety of other
-   areas in Ubuntu
-
-In the section on ''Be collaborative'', we:
-
- - rewrote the section to remove a strong technical focus and an
-   emphasis on inter-project and Ubuntu-upstream relationships, and
-   removed the examples around patch workflow
-   
- - tried to most clearly emphasize the way that collaboration plays
-   important roles within teams, between teams, and between Ubuntu and
-   the larger free software community
-  
- - generalised the types of work that Ubuntu community members do
-
- - changed the reference from members to community members (membership
-   didn't exist when the CoC was written)
-
-In the section on ''When we disagree'', we:
-
- - mentioned governance bodies other than the CC
-
- - we emphasized that working separately should only happen when
-   differences are dramatic
-
-In the section on ''When you are unsure'', we :
-
- - have changed the reference to technical mailing lists to one that
-   incorporates of community venues within Ubuntu.
-
- - removed the joking reference to SABDFL (there's nothing funny about
-   the SABDFL)
-
-In the section on ''Step down considerately.'', we:
-
- - changed the reference from "Developers" to "Members"