Objective

The term open has become popularly used to describe a variety of objects (software and technology, educational resources, education, etc.). Ambiguity exists in the meaning of open, for example open education where anyone can enroll with the only requirement a fee, or open education that is available to anyone, and without a cost. In addition to the ambiguity of open (what it enables), there is also ambiguity with how organizations might operate to allow openness.

The Openness Index attempts to define open attributes and a means to assess the type of openness within the community of practice responsible for the design, development, and distribution of the open artifact.

Importantly, the Openness Index is not designed to assess the "openness" of an artifact (object, software, OER, etc.) claimed to be open–there are plenty of licenses which can be used to assess the openness of an object–rather, the model assess the openness of the organization/community that creates and manages artifact.

Traditional Maturity Model Definition:

There are five levels defined along the continuum of a maturity model

1. Initial (chaotic, ad hoc, individual heroics) - the starting point for use of a new or undocumented repeat process.
2. Repeatable - the process is at least documented sufficiently such that repeating the same steps may be attempted.
3. Defined - the process is defined/confirmed as a standard business process, and decomposed to levels 0, 1 and 2 (the latter being Work Instructions).
4. Managed - the process is quantitatively managed in accordance with agreed-upon metrics.
5. Optimizing - process management includes deliberate process optimization/improvement.

"Opening" the Maturity Model Definition:

Using the above as a framework, the following can be applied to access the maturity of an open project:

1. Initial/ Aware : (chaotic, ad hoc, individual heroics) - the starting point for use of a new or undocumented open project.
2. Repeatable - openness is at least documented sufficiently such that repeating the same steps toward openness may be attempted.
3. Defined - openness is defined/confirmed as a standard business process, and decomposed to levels 0, 1 and 2 (the latter being Work Instructions).
4. Managed - openness is quantitatively managed in accordance with agreed-upon metrics (those of the OMM)
5. Optimizing - openness management includes deliberate principle/process/practice optimization/improvement.

Openness Values

Courage

Courage is sufficient to participate in openness, however participants may be motivated by other causes, such as: a condition of employment; direction from a supervisor; peer pressure; or, a hidden agenda—perhaps to influence (or sabotage) direction.

Individual Courage: The willingness to proclaim oneself, or a project, open.

• Initial: An interest/desire has been expressed in being open or joining an open initiative
  • Evidence : Artifacts citing the individual's interest in being open or joining an open initiative.
  • Example: The individual has joined an open community of practice; the individual has written (documented) their interests in openness or an open community of practice.
• Repeatable: The individual understands and has expressed the values of openness.
  • Evidence: Artifacts documenting the individual's descriptions of principles and practices commonly associated with openness.
  • Examples: Wiki, blog posts or emails describing principles and practices commonly associated with openness.
• Defined: The benefit(s) of openness for the individual has been articulated.
  • Evidence: Artifacts describing how open principles and practices contribute to an individual's body of work or a community of practice.
  • Example: The individual has submitted for consideration a document describing the "benefits" of open source software in reducing costs or increasing quality.
• Managed: Expectations of openness for the individual have been established.
  • Evidence: Artifacts describing how open principles and practices contribute to the individual's own body of work or interests.
  • Example: Documentation describing how the individual can apply open principles and practices to their specific work/interests.
• Optimizing: The individual continually updates the previous.

Organizational Courage: The willingness to declare an organization or project open.

• Initial: An initial interest/desire has been expressed in being open or joining an open initiative.
• Repeatable: The organization understands and has expressed the value of openness.
• Defined: The benefit(s) of openness for the organization has been articulated.
• Managed: Expectations of openness for the organization has been established.
• Optimizing: The organization continually updates the previous.

Participation

Participation is necessary in order to contribute. While there is no guarantee the contributions will be honest, one must participate in order to offer a honest contribution.

Individual Participation: Involvement with or within an organization that has identified itself to be open.

• Initial: The individual has publicly associated themselves with an organization.
  • Evidence: Membership, attendance, presence within an open community of practice.
  • Example: Signed up for SourceForge; attended a Moodle Conference; joined the Educause Openness CG ListServ.
• Repeatable: The individual engages consistently with the organization and consistently references their involvement.
  • Evidence: Activity and interactivity within an open community of practice.
  • Example: Facilitated a open community's conference session; engaged on the ListServ of an open community.
• Defined: The individual has established a specific role with or within the organization.
  • Evidence: Participation is defined/confirmed as a standard business process.
  • Example: The individual holds a recognized role within an open community of practice;
• Managed: The individual has undertaken specific responsibilities with the organization.
  • Evidence: Participation is quantitatively managed in accordance with agreed-upon metrics.
  • Example:
• Optimizing: The individual assesses and validates/redefines their role and responsibilities in the organization.
  • Evidence: Participation management includes deliberate participation optimization/improvement.
  • Example:

Organizational Participation: The willingness to invite and admit any individual or other organization to engage with the organization

• Initial: The organization has publicly declared anyone can engage with it.
• Repeatable: The organization engages consistently with any interested party, and consistently declares the ability for engagement of interested parties.
• Defined: the organization recognizes standard roles within the organization
• Managed: the organization has established responsibilities associated with roles.
• Optimizing: The individual assesses and validates/redefines their role and responsibilities in the organization.