Discussion Draft: Open Source Initiative CHARTER OF THE STAFFING COMMITTEE OF THE BOARD OF DIRECTORS

STATEMENT OF POLICY

This Charter specifies the scope of the responsibilities of the Staffing Committee (the “Committee”) of the Board of Directors of the Open Source Initiative (the “Organization”), and how the Committee carries out those responsibilities, including the structure, processes, and membership requirements. The primary function of the Committee is to assist the Board of Directors in the hiring process for the first OSI employee and to recommend needed policies to support the change from an all-volunteer organization to one that employs professional staff to support its mission. The Committee’s primary duties and responsibilities are to:

• Manage the process of hiring and orienting its first employee in 2013.
• Recommend any additional policies which will be needed as a result of this process and hiring.

ORGANIZATION AND MEMBERSHIP REQUIREMENTS

The Committee shall be comprised of two or more directors as determined by the Board and may at their option include an outside advisor. The members of the Committee shall be appointed by the Board and shall serve until their successors shall be duly elected and qualified. Unless a chairman is elected by the full Board, the members of the Committee may designate a chairman by majority vote of the full Committee membership.

DELEGATED AUTHORITY

• The Staffing committee will represent OSI's interest in contacting and collecting proposals for third party (outsourced) staffing resources for contracting payroll and benefit services.
• The staffing committee will review all applications for employment and narrow to a qualified field of candidates for consideration by the board.

To fulfill its responsibilities and duties the Committee shall:

HIRING

1. Publish an announcement for a General Manager.
2. Develop a web form for submission for application.
3. Recommend a contract service for payroll and benefits for board approval.
4. Publish a recommended internal schedule for interviewing and decision-making.
5. Review and narrow a field of qualified candidates for full board consideration.
6. Develop and recommend a set of standard interview questions.
7. Manage the process of scheduling interviews
8. Lead a board discussion (including a special executive session if needed) to identify a final candidate, including finalizing benefits package for job offer.
9. Work with Counsel to approve a job offer letter.
10. Assist in developing a plan to orient the new employee.

POLICY

1. Identify a simple set of employee policies or handbook for board consideration and approval.

COMMUNICATIONS

1. The committee working with the Organization's infrastructure committee will maintain an internal Staffing Committee email list.
2. The committee will update the board on a regular basis on progress on hiring and related activities.
3. The committee will maintain records of all applications for review at the request of any board member.

SUNSET

The committee will sunset once the General Manager is hired and brought on board, and essential personnel polices are in place.

end Charter Draft

begin reference notes from Board Meeting

Hiring plan

• Title: General Manager
• The GM person will not be an officer. The GM might be in the future but not now. This means, for example, that the GM cannot sign checks. The GM can prepare everything but the treasurer needs to sign off.
• Hire through ADP, Trinet or Virtual Inc to cover employment management responsibilities
• Responsibilities & initial deliverables: see the General Manager job description page in the public wiki.
• Logistics
  • Benefits package.
  • Gross: $100k, around $60-65k actual salary
  • 40hrs a week job, with flexible hours
  • Appoint recruitment committee:
    • Mike Milinkovich
    • Simon Phipps
    • Deborah Bryant
    • Chris Aniszczyk

Additional Information

•  Staffing Committee Tactical Plan for Hiring GM