Code of Conduct

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DRAFT

The revised draft of the proposed Code of Conduct for the PostgreSQL community is shown below.

This updated draft incorporates comments and suggestions from the community received at PgCon Ottawa and subsequent discussion.

If you have comments, you can email them to coc-comments@postgresql.org no later than 2017-03-05, 11:59PM GMT.

PostgreSQL Community Code of Conduct

Draft July 1, 2016

Introduction

The PostgreSQL Project prides itself on the quality of our code and our work, and the technical and professional accomplishments of our community. We expect everyone who participates to conduct themselves in a professional manner, acting with common courtesy and in the common interest, with respect for all users and developers.

To that end, we have established this Code of Conduct for community interaction and participation in the project’s work and the community at large.

Inclusivity and Appropriate Conduct

The PostgreSQL Project is open to participation by anyone with an interest in working with PostgreSQL,regardless of their level of experience with the software, or with technology in general. We encourage development and contributions from all users, whatever their background may be.

We encourage thoughtful, constructive discussion of the software, its current state, and possible directions for development among our community. The focus of our discussions should be the code and related technology, projects and infrastructure.

Personal attacks and comments on personal characteristics are unacceptable, and will not be permitted.

Personal characteristics include, but are not limited to:

  • age
  • race
  • ethnicity
  • color
  • gender
  • national origin or ancestry
  • religious creed or professed religious beliefs
  • physical or mental disability, whether temporary, chronic, or permanent
  • medical condition, whether temporary, chronic, or permanent
  • marital and/or family status
  • pregnancy, childbirth, or related medical conditions
  • sexual orientation
  • gender identity
  • gender expression
  • military and veteran status
  • receipt of public assistance
  • any other basis defined by law where community members reside or do business.

Whether the attack is intentional (for example, a direct statement aimed at a person or group which is meant to be derogatory, harassing, or discriminatory) or accidental (for example, an attempt at humor which can be construed as derogatory, harassing, or discriminatory), such conduct is not acceptable between community members.

Additionally, the following behaviors are also violations of this code of conduct:

  • Threats of violence against an individual or group;
  • Encouraging acts of violence or personal attacks by others against an individual or group;
  • Threats of professional, community, and/or project sabotage;
  • Intimidation, stalking, and/or inappropriately focused attention on an individual or group;
  • A pattern of disruptive behavior towards an individual or group (for example, consistently derailing a discussion or thread to draw focus from the actual item of business);
  • Unwelcome sexual attentions in any form;
  • Sharing private discussions without express permission of the other parties;
  • Sharing personal information without express permission of the other parties;
  • Engaging in behavior that may bring the PostgreSQL project into disrepute;
  • Refusing to cease inappropriate conduct when requested to do so.

Retaliation

It is also expressly forbidden for anyone to retaliate against a person who brings a complaint under this Code of Conduct, or who assists in investigating such a complaint. Retaliation may take the form of, among other actions:

  • further personal attacks (public or private);
  • actions which undermine an individual's professional status and/or status with their employer, coworkers, clients, or community;
  • actions which threaten the individual's privacy, physical person, well-being, home, and/or family.

Acts of retaliation will be treated in the same manner as any other violation of this Code of Conduct.

Code of Conduct Committee

The Core Team will appoint a Code of Conduct Committee to receive and investigate all complaints. Any member of the community may volunteer to be on the Committee, with the exception of Core Team members. As the Core Team oversees the Committee, Core Team members will not serve on the Committee to prevent conflicts of interest. The membership list of the Committee will be publicly available at all times and can be viewed at [link].

The Committee membership will be refreshed on an annual basis. The Core Team will announce the opening and closing dates of the annual membership selection process through its usual channels of communication. Any community member who would like to serve on the Committee will complete an initial questionnaire for review by the Core Team and the current Committee. The Core Team and the current Committee will then select candidates, and conduct a group interview with each prospective member. The current Committee will make recommendations, and the Core Team will choose the new members for the Committee.

While there is no specified number of Committee members who may serve at any one time, the Committee will consist of at least four individuals at all times. Committee members are asked to commit to a minimum of one year of service, and may serve longer if they are so inclined, to a maximum of three years.

Committee members serve at the pleasure of the Core Team, and the Core Team may relieve a Committee member of their duties if the Core Team believes that member is not meeting the responsibilities of their position.

The Committee may also approach the Core Team to coordinate removal of a member on their own initiation if such person is unable or unwilling to fulfill the responsibilities of their position.

Reporting

If you are the recipient of inappropriate behavior, or witness such behavior, please report it promptly to the Code of Conduct Committee at [email address]. In the unfortunate event that you wish to make a complaint against some member of the Committee, you may instead contact any of the other Committee member(s) individually.

In your report, please include as much detail as possible:

  • a description of the incident;
  • the timing of events;
  • screen shots of any electronic discussions;
  • names, and if possible, contact information for any witnesses; and,
  • any other information which you think would be helpful in the investigation.

Handling of Complaints

The Committee will promptly acknowledge and investigate each reported incident. With the cooperation of all parties, the Committee will aim to complete the investigation in a period of two weeks from the receipt of the complaint.

Incident reports and investigation activities will be kept confidential to the extent possible, consistent with the need to conduct an adequate investigation.

The Committee will inform the complainant and the alleged violator of their decision at that time. If the investigation is still ongoing, the Committee will give the parties a status report and an estimated completion date.

A lack of cooperation could prolong the investigation. The Committee will make every effort to complete the investigation and deliver the results to the complainant and the alleged violator as soon as practicable, notifying them of its decision when the investigation is completed.

Possible results include, but are not limited to:

  • A determination of no violation of the Code of Conduct;
  • A private reprimand with specific guidance on acceptable behavior to the individual(s) involved;
  • A public reprimand with specific guidance on acceptable behavior to the individual(s);
  • A temporary or permanent ban from some or all community-managed spaces, including, but not limited to, community mailing lists, forums, IRC, and loss of commit privileges;
  • A determination for a public and/or private apology.

Because of the seriousness of a determination involving a temporary or permanent ban, and the associated technical and infrastructure actions required by such a result, such a finding would be subject to review by the Core Team before the involved parties are informed of the decision. If the Core Team disagrees with the Committee's finding, the Core Team would present its reasoning to the Committee. The Committee would consider the Core Team's recommendations, and engage in further discussion if needed. If the Core Team and Committee cannot agree on a determination, the Core Team's decision would prevail.

An inadvertent violation of this policy due to cultural differences (for example, use of a slang term which is harmless in one language and offensive in another), is an opportunity for education rather than reprimand. If the Code of Conduct Committee determines that a reported incident falls into the category of inadvertent violation, the Committee will decide whether the incident is likely to be repeated by others who are unaware of the cultural differences, and, if so, share the information in a general way with the community to prevent further incidents.

If either party feels the determination is incorrect, an appeal may be filed with the Committee within one week of its decision. The appeal should include new information, sources, witnesses, etc. to provide the Committee with additional information to re-consider the incident.

Records of incident reports, investigations, Committee decisions, and all related matters will be retained for a period of three calendar years from the date of the last item in the incident file.

Acting in Good Faith

Anyone filing a complaint concerning an incident is presumed to be acting in good faith and have reasonable grounds for believing the information disclosed indicates a violation of this policy. Any allegations that prove not to be substantiated, and which prove to have been made maliciously or knowingly to be false, will be viewed as a serious community offense and a violation of this Code of Conduct.

Updates to the Code of Conduct

The Core Team and/or the Committee will consider updates to this Code of Conduct as needed, and at least once per year, based on incidents reported, recommendations from legal professionals, suggestions from community members, community cultural developments, or other events which create a need for revision.

Community members who have a suggestion for a revision to the Code of Conduct may submit their ideas to the Committee via email to [email address].

Conferences and Events

The project encourages each event organizer to create and maintain a Code of Conduct for their event. Those Codes of Conduct may or may not be identical to this Code of Conduct. Each event organizer is responsible for handling inappropriate conduct at their event in a prompt and objective manner.

Conclusion

We encourage appropriate and collegial relationships among community members; however, members must be sensitive to conduct that may be considered offensive by fellow members and must refrain from engaging in such conduct.

In all interactions with the community, use your professional judgment, and keep the discussion focused on moving our project and our community forward in a positive direction for all.

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