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From YouTube: CHAOSS App Ecosystem Working Group 6-14-21
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A
A
C
To
do-
and
I
have
been
terrible
about
that-
so
I
wasn't
really
involved
in
the
linux
up
summit
this
year,
but
what
I
thought,
what
we
could
do
is
see
if
like
check
in
with
that
team
and
see
what
was
recorded
this
year,
sri,
were
you
more
involved
in
neo.
B
D
C
Well,
I
was
just
thinking
that
I
think
allison
on
the
kde
side
is
a
great
resource
and
I
was
wondering
shari
if
christy
was
still
involved
as
well,
so
that
there's
also
like
the
gnome
side
of
things
for
the
metrics.
Was
there
an
after
survey
done,
for
example,.
B
Yes,
there
was
a
survey
done
and
we
actually
went
over
it
in
one
of
the
meetings
right.
Okay,.
B
Yeah
and
and
kenny
has
all
the
participant
stats,
and
so
overall,
the
the
tldr
is
that
this
conference
has
gained
more
followers
and
has
increased
his
participation
in
terms
of
exposure.
So
but
our
diversity,
numbers
and
other
numbers
continue
to
be
static,
and
so
we
still
have
work
ahead
of
us
in
terms
of
improving
those
things.
C
Okay,
I
just
took
a
couple
of
notes,
so
I
think
the
next
steps
for
that
are
to
maybe
what
we
can
do
is
create
an
issue
about
this
on
the
las
board
and
see
if
we
can
get
the
information
needed
to
do
a
bit
more
of
an
analysis.
I
know.
Last
year
I
helped
out
with
creating
like
a
visual
report.
C
Can
see
if
alison
has
everything
she
needs
for
that,
because
we
basically
just
like
kind
of
copied
over
the
work
that
I
had
done
for
the
previous
summit,
so
I'll
I
can
check
in
with
allison
about
that.
So,
let's
see
this
is
a
more
tangible
to
do.
Is
naretzy
to
create
an
issue,
create
an
issue.
C
C
And
then
we
can
take
those
learnings
and
and
turn
it
into
a
blog
post
here
on
for
this
group.
A
So
I
I
think
that
was
where
the
blog
post,
at
least
in
my
mind,
was
trying
to
capture
what
what
is
what
are
helpful
metrics.
And
so
I
I
think
that
approach
is
good
and
I'm
also
wondering
whether
we
could
invite
maybe
kenny.
Since
I
see
the
name
here
to
have
a
chat
with
us
and
talk
about
the
other
metrics
that
we
thought
might
be
helpful
and
why
they
weren't
collected.
If
it
was
just
a
simple,
we
didn't
think
about
it
in
advance
or
whether
there
are
actual
flaws
or
issues
with
the
metric.
C
C
I
think
that's
a
really
good
idea
and
good
point,
because
I
think
that
part
of
what
we'll
need
to
do
is
both
get
better
at
like
creating
and
creating
outreach
around
this.
So
like
sharing
this
with
people
and
putting
it
in
a
more
digestible
format,
with
maybe
like
tools,
suggestions
or
again
kind
of
help
make
it
a
little
bit
more
tangible
so
that
people
can
actually
implement
them.
A
A
A
A
A
D
A
I
think
we've
really
focused
on
on
recruiting
here
at
the
top
part
and
then
brand.
We
have
some
ideas
around
brand,
but
we've
spent
far
less
time
on
brand
and
then
everything
else
is
much
less
developed.
A
A
A
A
C
A
A
C
No,
I
mean
so.
I
think
that
we
should
have
somewhat
replicable
mechanisms
for
the
output
that
we
do
in
this
group
and
what
I
mean
by
that
is
that,
for
the
last
thing
that
we
worked
on
the
last
persona,
one
of
our
deliverables
was
having
this
for
reference
in
the
blog
post,
like
the
the
set
of
metrics.
C
So
I
think
that
we
should
absolutely
like
clean
this
up
and
make
sure
that
it's
something
that
we
can
post
on
github
so
that
in
the
end,
once
we're
finished
with
all
the
personas,
you
can
see
all
of
these
as
like
deliverables
from
our
group.
So
I
I
think
that
that
should
be
our
number
one
priority,
because
then
also
since
not
everybody
weighed
in
we
can,
you
know
like
we
can
get
in
make
sure
that
everybody
agrees
on
it
and
that
we
haven't
missed
anything.
And
then
we
write
the
blog
post.
D
B
The
short
version
is
is
that
we
could
use
a
network
diagram
to
try
to
understand
what
a
team
might
be
missing
in
terms
of
its
resources
right
so
think
of
it
like
the
number
of
links
right.
So
the
more
team
is
stressed
because
it
has
too
many
links
right
so
think
of
it
like
rebalancing
a
tree
or
whatever
it's
it's.
The
idea
that
you
can
make
a
team
less
stressed
by
mapping
out
all
this
responsibility
and
say:
wow,
there's
two
like
let's
say
a
maintainer.
B
Has
all
these
responsibilities
right
and
you
can
visually
connect
them
to
all
these
things?
Well,
if
you
can
use,
if
you
can
look
at
a
network
diagram,
you
you
can
see
it
visually,
you
could
find
ways
to
rebalance,
and
so,
if
you
know
how
to
rebalance,
then
you
kind
of
know
how
what
kind
of
resources
you
need
to
to
make.
Let's
say
like
a
maintainer,
has
all
these
things
right
for
a
team,
so
that
means
okay.
B
C
B
C
B
C
B
B
B
Right
so
you
have
roles
and
you
have
tasks
and
then
how
many
people?
So
if
you
have
these
many
roles
and
all
these
and
then
all
these,
then
you
combine
them
in
a
map
and
then
like
okay,
if
it
looks
like
there's
too
many
spokes
going
like
there's
too
many
rolled
people
and
they
have
all
these
tabs,
then
you
realize,
if
you
look
at
the
graph,
that's
like
okay,
this
team
is
stressed
right.
I.
C
See
I
think
it
needs
to
have
some
sort
of
weighting
on
how
how
time
consuming
a
task
actually
is,
because
you
can
you
know
I
could.
I
could
give
you
kind
of
the
the
tldr
version.
D
C
Make
a
really
long
list,
and
it's
just
a
matter
of
how
I
kind
of
subdivide
it
then
right,
you
know
just
because
I
list
10
things.
You
know
that
could
be
less
time.
D
B
A
B
Are
there
were
going
to?
There
was
some
idea
that
they
were
going
to
occasionally
jump
in
here
right.
I
think
at
one
point,
but
that's
cool.
It
would
be
great
to
maybe
have
them
talk
about
it
here,
or
we
could
look
at
that
as
a
maybe
a
future.
D
C
Yeah,
the
idea-
I
guess
there
is
that
one
of
the
things
that
promoters
will
do
is
try
to
do
outreach
that
you
know,
gets
new
recruits,
and
so
in
order
for
them
to
do
that
effectively,
they
need
to
understand
like
who
they
need
to
recruit
for,
and
so
that's
why,
I
think,
was
all
this
information
of
like
who
is
even
part
of
our
community.
What
roles
do
we
need
yep.
C
D
A
C
Okay,
I
mean
I
am
happy
to
do
it
myself
instead,
but
I
do
think
that
since
we
need
to
all
agree
on
these
and
we're
not
just
brainstorming
anymore,
that
it
helps
to
have
somebody
share
their
screen.
C
C
Okay,
perfect
all
right,
so
let
me
just
move
these
controls
out
of
the
way,
because
they're
really
annoying
okay,
so
the
first
one
here
we
go.
New
goals
recruit
new
contributors
based
on
skills
needed
in
the
community.
C
C
Nope,
okay,
so
I
might
need
to
revisit
these,
but
so
the
metrics
that
seem
to
have
been
agreed
upon
are
one
identify,
specific
tasks
and
roles
to
recruit,
for
that's
yup,
that's,
but
that
doesn't
really
answer
any
of
the
question.
What
skills
do
we
need
to
recruit
for
and
then
we
have
to
identify
the
specific
tasks
and
roles
to
recruit
for
so
maybe
this
is
like
the
metric.
C
C
A
C
B
That's,
I
think,
that's
a
bit
problematic
because
a
lot
of
times,
I
don't
think
they
may
know
like.
Sometimes
you
have
to
interpret
what
they
say
and
then
realize.
Okay,
they
need
this
right.
It's
like
maintainers
may
be
like
a
fog
of
war,
kind
of
thing
where
they
only
know
their
stress,
but
they
don't
know
exactly
what
the
step
steps
needed
and
that
that
could
that
could
be
like
for
younger,
younger
members
versus
like
mature
members
right
so.
C
A
C
Okay,
so
actually
that's
a
really
interesting
point.
We
have
perhaps
like
a
survey
and
also
focus
groups
or
something
like
that,
because
there's
the
quantitative
data
and
then
the
qualitative
data,
so
in
does
that
sound
right
like
that,
we
need
kind
of
both
data
points.
B
Yeah,
the
I
think,
the
the
focus
group
and
discussion
is
an
important
part
of
this
and
I'll
give
you
a
a
an
example,
so
in
the
gnome
community,
there's
a
lot
of
stress
by
maintainers
in
regards
to
google
summer
of
code
because
they
have
to
mentor
while
also
doing
their
maintainership
duties.
I'm
sure
this
is
probably
true
in
many
other
communities,
but
a
lot
of
times.
B
They
don't
know
exactly
what's
missing,
and
so
it
wasn't
until
we
had
a
discussion
between
maintainers
and
the
the
interns
about
what
they
were
feeling
or
anything
and
and
so
that
between
the
two
of
them
it
was
like.
Oh
okay,
so
things
like
we
need
an
introduction
of
what
gnome
is
right.
There's
no
introduction
to
like,
like
an
intro
video.
This
is
what
gnome
is.
This
is
what
its
values
are.
B
You
know
so
because
there's
not
no
anchor
when
they
join
and
doing
work
for
just
so,
if
you
think
of
like
summer
camp
some,
this
may
not
be,
for
everyone
might
understand
what
I
mean,
but
like
they
go
to
summer
camp
and
there's
a
there's
a
kind
of
a
the
first
thing.
You
walk
into
is
this
is
camp,
something,
and
these
are
the
rules,
and
these
are
things
that's
that
is
missing.
Is
this
sort
of
is
what
we.
C
Do
okay,
so
what
you're
saying
is
that
sometimes
orientation?
It's
easy
to
understand
like
what
is
missing
on
a
higher
perspective,
but
people
might
not
necessarily
know
what
goes
into
creating
that
or
like
filling
that
gap.
It's
just
like.
We
need
this
and
this,
and
so
they
identify
specific
deliverables
that
they'd
like
to
see
something.
B
B
C
A
I
would
I
would
make
this
as
the
metric
as
ask
community
members
what
kind
of
help
they
want
would
appreciate
in
the
project
and
then
we
can
have
a
method
here.
C
And
as
we
were
discussing
this,
it
kind
of
gave
me
more
context
for
how
we
might
want
to
frame
this
first
metric,
which
is
this
seems
more
of
like
a
community,
contributed
like
analysis,
and
this
is
more
of
like
a
top-down
analysis
and
both
are
probably
very
useful.
So
this,
instead
of
role,
coverage
and
community,
maybe
we
can
say,
like
top
down
analysis
of
role
coverage
in
community.
C
C
Okay,
let's
just
leave
it
as
this,
I
suppose
whoever
is
doing
like
this
would
either
be
the
promotions
group
or
the
foundation
like
the
the
staff
members
or
something
okay.
Let
me
just
make
a
note
about
this.
C
C
D
C
I
I
wonder
if
it's
still
important
for
a
top
level
like
perspective
on
how
well
it's
being
executed,
though
of
saying
like
okay,
well,
the
release
team,
they
get
a
release.
So
I
guess
it's
fine,
you
know
like
or
we
don't
have
any
kind
of
promotion
or
like
we
don't
have
any
social
media.
That's
not
being
done.
You
know,
sort
of
a
thing
so
like
they
at
least
have
some
sort
of
top
level
idea
and
then
you'll
get
more
information.
When
you
do
the
discussion.
Does
that
make
sense.
D
Yeah
like
taking
the
one
step
further,
I
was
thinking
like.
Maybe
what
the
promo
team
here
could
do
is
figure
out
to
what
extent
the
the
team,
each
team
is
collaborating
with
them
to
promote
maybe
their
own
project
and
their
needs,
and
things
like
that.
C
D
C
Okay,
anything
else
before
we
consider
this
one
good
for
now.
C
A
C
C
C
A
A
D
And
it's
overlap
with
what
we
are
doing
at
at
all
coverage
top-down
analysis.
I
guess.
C
So
this
is
the
diagram
the
network
diagram.
So
let's,
what
was
this
community
swat
idea?
Oh,
this
was
was
this
part
of
the
discussion
like
organize
a
swot.
A
I
think
community
swat,
as
in
the
strength,
weakness,
opportunities
and
threats
analysis
is,
there
was
a
name
we
had
given
it,
but
we
didn't
really
like
the
idea
of
calling
it
a
swot
analysis.
At
least
I
didn't
like
the
idea.
C
A
C
So
maybe
to
further
define
this
two
separate
slots,
whoops
slots
could
be
understand.
Current,
recruiting
methods.
C
C
C
C
Okay,
perfect,
okay,
great
so
now.
Another
method
is
this
about
roles
and
responsibilities
coverage.
This
is
the
network
diagram,
I'm
just
going
to
rename
this
to
network
diagram
of
community
of
what
community
roles.
C
D
D
A
C
C
C
A
A
Maybe
we
can
have
a
one-to-one
match
for
each
method
that
we
have
identified
and
backfill
what
question,
what
metric
that
would
be
and
give
it
different.
C
A
In
right
now
we
have
the
question:
what
roles
responsibles
to
be
have
not
yet
covered
well
and
want
to
recruit
for
and
then
one
method.
One
metric
is
chop
chop,
the
top
down
analysis
full
coverage
in
community.
Maybe
another
metric
is
network
analysis
network
analysis
of
community,
and
then
we
did.
We
have
the
method
underneath
that
metric
just
so
that,
for
each
method
we
have
one
metric
might
help
us
communicate
better.
What
we're
doing.
A
A
C
Okay,
so
maybe
as
like,
we
end
because
we're
at
time
we
should
let's
write
down
our
notes
here.
C
So
next
time
pick
up
where
comment
says
to
do
so,
and
then
we
also
need
to
figure
out
whether
we
break
out
metrics
further
and
if
we
name
each
one
also
figure
out
numbering
okay,
anything
else.