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by RedEyeIT Sat 2 Mar - 0:55Link: http://www.kitopen.com/t1264-code-of-conduct#13889
I have a bug with creating a thread post with an itemized list.
This is what I get once the post is live (see [ size=23])
But this is what I see when I use preview
Entire post:
Attached here as a possible reference (in case it is broken here too):
This works in preview here too
Broken live here too. Works in preview tho
I have a bug with creating a thread post with an itemized list.
This is what I get once the post is live (see [ size=23])
But this is what I see when I use preview
Entire post:
- Code:
[size=16][font=Ubuntu]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 prejudice that could jeopardise the participation of any person
in the project.
The 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.
[size=23]We strive to:[/size] [i](forum bug right here)[/i]
[list][*][size=19]Be considerate[/size]
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.
[*][size=19]Be respectful[/size]
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 don't allow frustration to turn into a personal
attack. A community where people feel uncomfortable or threatened
is not a productive one.
[*][size=19]Take responsibility for our words and our actions[/size]
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.
[*][size=19]Be collaborative[/size]
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.
[*][size=19]Value decisiveness, clarity and consensus[/size]
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 the project to resolve disagreements
constructively. When they cannot, we escalate the matter to
structures with designated leaders to arbitrate and provide clarity and
direction.
[*][size=19]Ask for help when unsure[/size]
Nobody 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.
[*][size=19]Step down considerately[/size]
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.[/list]
[size=29]For Other servers or communities[/size]
[size=23]Leadership, authority and responsibility[/size]
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.
[size=23]Delegation from the top[/size]
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, starting with the Community
Council ("CC"). That Council or its delegated representative will arbitrate
in any dispute.
We are a meritocracy; we delegate decision making, governance and
leadership from senior bodies to the most able and engaged candidates.
[size=23]Support for delegation is measured[/size]
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 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.
[size=23]We value discussion, data and decisiveness[/size]
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 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 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.
[size=23]Open meritocracy[/size]
We invite anybody, from any server and/or community, to participate in
any aspect of the project. Our community is open, and any responsibility
can be carried by any contributor who demonstrates the required
capacity and competence.
[size=23]Teamwork[/size]
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 knows when to act and when to step back. They
know when to delegate work, and when to take it upon themselves.
[size=23]Credit[/size]
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.
[size=23]Courage and considerateness[/size]
Leadership occasionally requires bold decisions that will not be widely
understood, consensual or popular. We value the courage to take such
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 of the change itself.
[size=23]Conflicts of interest[/size]
We expect leaders to be aware when they are conflicted due to
employment or other projects they are involved in, and abstain or
delegate decisions that may be seen to be self-interested. We expect
that everyone who participates in the project does so with the goal of
making life better for its users.
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 a collaborative, shared environment
and goals. We expect it to be followed in spirit as much as in the letter.
[i]The Ubuntu Code of Conduct is licensed under the 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![/i]
[i]KITO's Code of Conduct is licensed under the 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[/i][/font][/size]
Attached here as a possible reference (in case it is broken here too):
This works in preview here too
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 prejudice that could jeopardise the participation of any person
in the project.
The 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: (forum bug right here)
- 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
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 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
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.
- 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 the project 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 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.
- 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.
For Other servers or communities
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, starting with the Community
Council ("CC"). That Council or its delegated representative will arbitrate
in any dispute.
We are a meritocracy; we delegate decision making, governance and
leadership from senior bodies to the most able and engaged candidates.
Support for delegation is measured
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 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 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 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 server and/or community, to participate in
any aspect of the project. Our community 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 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 such
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 of the change itself.
Conflicts of interest
We expect leaders to be aware when they are conflicted due to
employment or other projects they are involved in, and abstain or
delegate decisions that may be seen to be self-interested. We expect
that everyone who participates in the project does so with the goal of
making life better for its users.
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 a collaborative, shared environment
and goals. We expect it to be followed in spirit as much as in the letter.
The Ubuntu Code of Conduct is licensed under the 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!
KITO's Code of Conduct is licensed under the 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
Broken live here too. Works in preview tho
Last edited by RedEyeIT on Sat 2 Mar - 2:40; edited 1 time in total
