Develop Core Team Structures

[kariljordan]

Goal 5 of The Carpentries Strategic Plan reads: Strengthen organisational structure and capacity to be strategic and responsive.

One objective under this goal is:

1. Develop Core Team structures (e.g. programmatic team roles, supervisory structures) that enable individuals to be both empowered and accountable through clear roles, expectations, communication, and pathways for advancement.

This issue tracks our efforts to build and solidify Core Team structures, roles, and pathways for advancement.

[kariljordan]

The Executive Team developed a pathway for promotions and raises document that has been reviewed by the Core Team. We incorporated their feedback and it is operational.

[ErinBecker]

Progress towards this goal includes:

• Development of a new job plan template (complete November 2022).
• Updating of all Core Team members job descriptions for consistency and accuracy (complete November 2022).
• Creation of Roles and Responsibilities documents for each team (complete for 6 of 8 teams as of November 2022).
• Plan for coordinating work across all programmatic teams using a cross-team roadmap (began 12 January 2023, iterating).
• Creation and piloting of supervisor onboarding program for expanding supervisory duties beyond the Executive Team (to begin 9 January 2023).
• Creation of a Core Team Wiki (private repo) to serve as a central place for information on Core Team work and processes (complete November 2022).
• Creation of workflow documents for all core processes carried out by the Core Team (in progress).
• Creation of a competency model, which includes definitions of functional roles and competencies required to serve in each role (complete October 2022).
• Updating Core Team hiring and onboarding processes for accessibility and inclusivity, including incorporating recommendations from Understood consultation (complete December 2022).

[ErinBecker]

We introduced a consistent structure for our Team roadmaps in Asana, and are dedicating one Team Leads meeting per quarter to coordinate changes to roadmaps and other team documentation (essential work and roles and responsibilities). We've just completed our second quarterly meeting on the roadmap and are discussing introducing some changes to how it is structured, but I've checked the roadmap off in the list above as this structure is now in place.

[ErinBecker]

This item is complete with the exception of finalizing all workflow documentation. That work will carry over into Year 4 (April 2023 - March 2024).

[ErinBecker]

Process documentation: The "Stats" tab in our Essential / Non-Essential work sheet displays our current documentation status. Across our 54 identified workflows, 54% are "Complete" or "Not Needed" and the remaining 46% are "Not Yet Started", "Outdated", or "In Progress". Future updates will report on changes in these numbers as our documentation efforts progress.