►
From YouTube: CHAOSS Evolution Working Group 6-9-21
Description
No description was provided for this meeting.
If this is YOUR meeting, an easy way to fix this is to add a description to your video, wherever mtngs.io found it (probably YouTube).
A
So
yeah
last
week
I
was
moving
the
power
I
was
moving.
I
was
just
power
cycling,
my
fiber
optic
modem
and
I
didn't
realize
the
electrical
cord
was
like
locked
into
the
back
of
it,
so
I
ripped
it
out
and
I'm
working
from
my
office
at
work
and
the
internet's
pretty
sketchy
so
but
better
than
what
I
get
on
my
phone
at
home,
all
right
so
on
the
agenda.
Today
we
have
individual
organizational
contribution
credits.
A
I
knew
this
to
do
that.
I'd
been
postponing
would
be
would
come
back
to
help
me.
So
I
think
we
were
ready
the
last
time
to
actually
finalize
individual
and
organizational
credits
and
get
it
ready
to
be
under
review.
A
All
right,
I'm
gonna
assume
that's
a
heck
yeah,
oh
just
a
second.
What
was
that?
What
was
the
question?
Oh,
the
question
was:
do
you
my
recollection
from
last
time
is
that
we
were
pretty
close
to
being
ready
to
go
with
this
metric
that
I'm
going
to
open
up
here
after
I
share
my
screen.
A
A
C
B
C
F
A
B
In
one
of
our
previous
definitions,
we
did
have
attribution
and
I'm
I'm
perfectly
comfortable
with
attribution
yeah.
E
Yeah,
I
would
add
that
we,
we
actually
use
that
word
in
the
drupal
community
as
well
attribution
yeah,
the
word.
So
we
have
this
gitlab
issue
where
we're
trying
to
get
this
into
git
lab
and
paste
it
in
the
chat-
and
I
mean
the
title
of
that
issue-
is
attributing
contribution
to
recognize
individual
versus
organization
contributions,
so
perfect
that
that
totally
works
with
how
we
we
sort
of
informally
go
back
and
forth
between
those
words.
So
I
I
kind
of
like
the
idea
of
just
or.
A
F
C
C
There's
like
contribution,
attribution
or
just
attribution
like
title.
D
C
A
A
D
A
Pollution
yeah:
it's
got
a
lot
of
alliterative
elements
to
it,
but
I
think
it's
probably
right.
B
Yeah
I
like
it,
I
think
the
main
area
that
we
need
to
work
on
right
now
is
the
description.
B
A
E
B
So
as
since
this,
this.
C
C
Yes,
so
in
the
reference
we
can
write
this,
the
link
which
matthew
just
provided
of
the
gitlab
attribution
to
recognize
individuals.
E
B
Is
that-
and
I
I
I'm
sorry
I
forget-
is
that
page?
Is
that
page
completely
open?
Could
we
provide
a
link
in
the
tools
providing
the
metric.
E
E
Another
thing
that
might
be
relevant,
okay.
Well,
let
me
let
me
see
if
I
can
first
answer
your
question
and
then
I
was
gonna
bring
up
something
else
that
I
just
remembered
that
happened
this
last
week.
E
So,
okay,
so
I'll
just
say
you
know
we
had.
There
was
like
this
was
the
blog
post
that
announced
this
issue.
Some
went
out
to
out
of
date
now,
but
not
neces.
I
mean
things
have
changed
since
we've.
A
E
It's
it's
used
in
a
lot
of
ways,
so
it's
like
it's
listed
on
all
of
people's
personal
profiles
as
well,
and.
B
C
B
E
E
B
Is
the
is
that
image
invisalign
visualizations
is
that
from
the
drupal
dashboard
as
well.
E
The
the
one
that
we
have
in
this
document
that
I
think
that
I
added
are
you
yeah,
so
that
one
in
visualizations
I
see
what
you're
saying
is
from
that
that
it's
and
from
the
third
link
down,
I
think
in
the
references
the
who
sponsors,
drupal
development,
2020
edition,
okay,
so
there's
a
whole
bunch
of
yeah.
I
mean
essentially
that
those
those
annual
blog
posts
describing
the
metric
are
the
main
places
where
a
lot
of
this
stuff
is
used.
E
E
B
B
B
E
Well,
I
mean
like
what
there's
this
one,
that
that
breaks
it
down
by
gender,
and
I
mean
it's
sort
of
it-
might
be
interesting
to
highlight.
The
fact
that
you
could
see
like
more
female
work
is
sponsored
than
male
work
or
something
like
that.
E
E
A
B
B
B
B
A
G
B
Human
isn't
necessarily
making
these
determinations
from
from
assessing
the
credit,
it's
being
it's
more
being
provided.
A
No,
it's
it's,
I
think,
there's
there
were
examples
that
matthew
provided
where
there
were
people
who
had
made
a
commit
or
something
on
a
pull
request,
but
those
they
were
not
given.
Credit
like
whatever
that
commit
was
wasn't,
didn't
rate
rise
to
the
level
of
credit,
like
maybe
they
merged
a
previous
merge
request
or
something
to
which
for
which
you
get
a
credit
of
a
commit,
but
that's
not
really
a
contribution,
for
example,.
E
There
are
cases
where
somebody
would
might
make
a
comment
on
an
issue
and
give
like
an
in-depth
analysis
of
the
like
the
architecture
or
something
and-
and
I
think
the
the
difference
would
be-
that
person
could
assign
credit
or
attribution
to
their
employer,
whereas
somebody
else
just
might
come
by
and
say
plus
one
to
this
idea.
They
would
also
have
the
option
of
saying
you
know
I
did
this
work
on
on
behalf
of
my
employer,
but
they
might
not
have
contributed
anything
of
substance,
so
they
must.
E
B
Yeah,
I
was
gonna
agree
with
you,
but
if
it's
not
a
contribution,
I'm
gonna
withhold
it.
A
That's
very
well
done
kevin.
Has
you
teed
that
up
perfectly.
A
Okay,
we've
worked
on
this
for
10
minutes.
Do
you
want?
I
mean,
I
think
we're
pretty
close
here,
though,
the
only
thing
we
have
tools
providing
the
metric
drupal,
basically,
is
the
one
right
now.
E
Yeah
I
mean-
I
don't
know
if
this
is
relevant,
but
we're
tr
we're
trying
to
keep
this
moving
forward
at
get
lab.
I
I
just
found
out
yeah
I
haven't
published
this
yet,
but
I
got
a
talk
accepted
at
gitlab,
commit
tim
and
I
are
from
the
drupal
association-
are
going
to
talk
about
this
and
promote
it
at
their
next
conference.
A
I
think
maybe
a
link.
I
just
made
a
note
tools
providing
there's
an
issue
open
with
gitlab
to
implement
this
functionality.
I
think
that
probably
that
would
be
useful
to
have
that
issue
linked
here,
because
then,
if
somebody
like,
as
that
issue,
progresses
we'll
be
able
to
see
how
it's
resolved
and
yeah
people
might
be
actually
able
to
use
the
get
gitlab
functionality
once
that
is
resolved
through
implementation.
F
A
A
A
B
Loop
stuff
kevin-
I
am
I
just
I
didn't
want
to
lead
with
it
and
I
thought
it
needed
a
bit
of
a
and
I
thought
it
needed
a
tie-in
sentence
before
it
got
there.
Okay,.
B
G
G
A
And
elizabeth
made
some
modifications
to
how
diverse
is
the
community
of
contributors
working
on
a
project
and
elizabeth
had
a
question
about
whether
we
meant
diversity
of
organization
or
diversity,
and
I
think
we
mean
diversity,
diversity,
I
think
yeah,
it's
both
yeah,
I
mean
organizational
diversity.
Open
source
will
always
be
happy
to
discuss
that
as
diversity,
but
I
think
we
are
clear
that
diversity
is
diversity.
What
I
call
diversity,
diversity.
B
Are
you
talking
about
number
five?
Yes,
I
am
yeah
that
yeah
that
one's
that
one's
d-e-I.
Definitely
I
think
we
should
take
some
time
and
link
out
to
some
of
the
metrics
that
have
been
defined
in
other
places.
B
Should
be,
that
should
be
a
metric,
that's.
A
B
Demographic
data,
gender
identity.
A
Race
and
ethnicity,
in
the
last
meeting,
we
refined
that
list
in
the
spreadsheet,
for
diversity,
equity
and
inclusion
to
include.
Basically,
we
move
some
stuff
around,
so
that
demographic
information,
for
example,
isn't
divided
between
event
and
project.
It's
something
you
can
measure
and
where
you
measure
it
can
be
the
events
and
project,
but
it's
one
metric
yay.
A
I
think
I
had
mentioned
something
about
that.
A
couple
months
back,
somebody
heard
you
not
gonna
say
who,
but
his
name
might
be
matt's
german
prey
or,
as
I
call
him
brian.
A
A
B
Well,
brian
ryan,
butler,
that's
so
that's
a.
B
He's
a
he's,
a
pretty
well-respected
guy
right,
so
yeah
he
is
yes
so
his
compliment.
You
are
calling
him
brian.
I
thought.
B
B
Okay,
so,
rather
than
linking
to
a
specific
metric
for
number
five,
I'm
linking
to
the
demographic,
the
page
for
the
demographic
data,
demographic
data
focus
area.
Oh
that's,.
B
A
B
Okay,
ratio
of
volunteer
work
sponsored
work
and
blended
work.
That
sounds
like
a
common
metric.
B
A
Have
any
metrics
that
require
the
gathering
of
additional
information,
and
I
do
think
that
is
one
really
critically
different
thing
about
this
metric
than
everything
else.
We've
done
is
that
it's
actually
got
somebody
making
a
judgment
about
what
is
a
contribution
and
letting
people
claim
credit
for
contributions
they
make
that
are
not
captured
in
issue
trackers
or
commit
trackers
or
pull
request.
Merge
request,
trackers
use.
Are
you
speaking
so
for
number
six?
The
ratio
of
volunteer
work.
A
So
here's
what
I
would
say
to
that
in
my
mind.
I
think
it
is
this
metric
and
that's
because
you
need
this
metric
implemented.
A
B
E
I
guess
I
would
also
add
that
that
there
would
be
certain
kinds
of
communities
for
which
these
data
would
not
be
all
that
useful.
Sometimes
if
there's
basically
like
just
a
a
small
number
of
people,
contributing
that
are
all
doing
it
on
their
work
time.
E
Yeah,
I
don't
know
I
mean-
I
don't
know
if
that
disqualifies
something
as
common,
but
I
guess
in
a
way
this
is
more
relevant
for
evolving,
open
source
communities.
I
mean
that
you
can
disagree
with
that,
but
that
is
kind
of
my
take
on
this,
that
it
might
be
less
relevant
for
some
types
of
projects.
Oh.
A
E
So
I
want
to
throw
out
one
other
sort
of
small,
not
wrinkle,
but
we,
we
did
add
a
new
thing.
Last
week
I
just
pasted
the
link
in
the
chat
and
it
may
or
may
not
be
relevant,
but
I
I
think
I
think
it
is,
and
that
is
we've
added
the
concept
of
a
contributor
and
a
contributor
role.
E
Yeah,
that's
it
so,
in
other
words,
now
users
can
they
can
have
like
specific
roles
that
may
not
even
factor
that
may
not
even
be
connected
to
issues
so
like,
for
example,
a
board
member
or
something
like
that.
Like
people
can
have
these
roles,
but
it's
this
is
going
to
make
our
data
analysis
even
more
complex,
because
we
can
start
to
look
not
just
at
somebody's
organization
and
their
if
they
were
doing
work
on
client
or
volunteer,
but
that,
in
the
context
of
also
like
the
role
that
they
view
themselves
as.
A
Yeah
or
the
role
they
have
like,
we
have
board
members,
we
have
working
group
coordinators
or
whatever
I
don't
know
what
right
they
call
them
right.
E
A
So
I
know,
for
example,
if
a
person
is
doing
a
lot
of
volunteer
work
but
they're
the
chair
of
the
board
of
directors
that
maybe
they're
just
trying
to
set
a
good
example
like
there's
another
motivational
component
other
than
their
good-hearted
volunteering,
which
I'm
sure
is
how
they
got
to
be
chair
of
the
board.
But.
A
E
E
I
mean
part
of
me
is:
is
viewing
that
this
would
be
slightly
different
from
this
particular
metric,
because
the
metric
is
almost
like.
It's
doing
things
on
an
issue
by
issue
level
and
in
using
data
that
are
specific
to
that
issue.
In
other
words,
sometimes
they're
volunteers,
sometimes
they're
sponsored
so
and
whereas
to
me,
the
the
roles
is
like
something
that
can
exist
for
a
period
of
time
across
issues.
So
I
I
just
I
don't
know.
I
saw
this.
C
E
E
So
if
an
organization
has
multiple
people
on
the
board,
the
drupal
association
or
something
that
might
change
their,
I
don't
know
because
it's
all
the
actual
algorithm
is
not
totally
well,
it's
not
settled,
but
those
types
of
things
weigh
into
like
the
marketplace
page
for
the
drupal
community.
But
again
I
I
just
feel
like
this
is
a
bit
of
a
wrench
at
this
point,
but.
A
E
G
B
I
think
we
are
volunteer
versus
sponsor
labor
investment.
F
B
F
Basically,
how
much
a
company
is
paying,
but
I
don't.
I
know
it
doesn't
fit
exactly,
but
it
does
touch
on
some
of
those
things
like
internal
versus
external
contributions,
hourly
rate
like
who's
getting
paid
for
the
work.
So
I
don't
know
we
can
leave
it
out.
It's.
F
B
B
Are
they
still
tempered?
No,
do
they
provide
enough
kind
of
description.
A
B
A
A
So
I
think
the
the
maybe
we
need
to
make
a
statement
about
the
primary
use
of
this
information
is
summary
data
visualizations
like
this.
Obviously
we
have
the
identifiable
information
for
each
person,
but
that
isn't
the
intent
of
the
metric.
The
intent
of
the
metric
is
to
try
to
understand
at
the
community
level
where
the
work
is
being
motivated.
B
But,
but
isn't
it
also?
Isn't
it
also
a
little
bit
of
gamification
so
aren't
we
aren't
we
trying
to
give
attribution
to
contributors
so
that
you
can
kind
of
create
leaderboards
and
badging
that
you
know
that
that
encourage
participation?
B
A
I
I
think,
if
I
heard
if
I
was
listening
carefully
through
all
of
the
wonderful
information
matthew
shared
with
us,
I
think
I
heard
that
organizations
really
took
a
shine
to
being
given
credit
for
the
work
that
their
people
do,
that
it
didn't
start
that
way.
But
one
of
one
of
the
impacts
is
that
the
organizations
are
getting
some
credit
getting
on
leaderboards,
that
has
marketing
value
for
them,
and
so
there
is
a
motivation.
That's
set
up
by
that
by
the
organizational
attribution.
E
I
think
that's
important
others
other
it's
certainly
a
use
of
that
and
therese
andres,
and
I
added
it
to
our
posts
over
the
years,
so
it
it's
certainly
possible
that
people
can
do
that.
You're.
I
mean
you're,
absolutely
right
kevin,
that's
that
that
is
a
that's
one
of
those
things
that
people
can
do
with
this.
For
sure-
and
I
don't
know
if
the
chaos
community
in
a
metric
like
this-
takes
any
sort
of
stance
but
like
encouraging
people
not
to
use
this.
B
For
the
most
part,
when
it
comes
to
gamification,
I
think
I
think
chaos
kind
of
takes
an
agnostic
stance
right,
so
the
gamification
can
be
good,
but
gamification
can
also
be
bad,
but
there
there's
there's
a
reason:
people
people
create
leaderboards,
it's
it's
because
they
they
often
they
often
accomplish
a
task,
and
people
do
very
much
want
to
be
credited
with
with
the
things
that
they
do
so.
B
But
I
agree
with
you
completely:
it's
a
double-edged
sword
right.
The
it's
gamification
of
these
things
can
be
can
be
good,
but
it
can
also
be
very
bad
and-
and
then
there's
also
that
that
other
understanding
of
gamification,
where
the
metrics
are
used
in
ways
that
they
were
not
necessarily
supposed
to
be
used
for
right,
you
can,
you
can
manipulate
them.
Try
to
make
them
show
different
things.
E
I
I
mean
I'll
just
as
a
side
note,
I've
been
looking
into
this
specific
issue
for
the
last
few
weeks
and
reading
the
research
about
this
in
different
areas,
different
communities
and
what
the
effect
has
had
and
that
there
does
seem
to
be
some
consensus
about
the
problematic
nature
of
those.
But
there
are.
There
are
definitely
specific
instances
where
that
that
that
is.
It
is
beneficial
beneficial
to
certain
people.
E
I've
also
just
seen
firsthand
the
negative
consequences
that
publishing
those
leaderboards
has
had
for
on
individuals,
and
I
I
can
mention
that
here,
I'm
not
saying
we
need
to
take
any
sort
of
stance
on
that,
but
I
just
it's
something.
I've
been
thinking
about
as
well,
because
it's
so
tied
to
this
particular.
A
Yeah,
I
I
think
probably
our
metrics
need
to
begin
to
incorporate
some
kind
of
heading
like
data
ethics
considerations.
A
I
think
that,
as
we've
gotten
a
fair
number
of
like
over,
we
have
57
published
metrics
right
now
and
we'll
probably
be
in
the
neighborhood
70
to
80
by
the
end
of
the
summer.
I
think
we
want
to
have.
We
want
to
start
thinking
about
how
our
data
is
going
to
be
used
or
how
the
data
from
these
metrics
can
be
used.
C
A
question
just
a
side
note
like
adding
a
separate
thing.
Is
it
going
to
create
an
issue
on
the
automation
of
the
metric
release
because
we
have
a
standard
template
and
in
other
templates
we
don't
have
the
data
consideration
section.
B
A
B
Just
so
put
the
put
the
pull
request
in
so
turn
this
in
into
a
markdown
file
and
put
the
pull
request
into
evolution
and
the
we're
putting
it
into
which
focus
area.
A
E
E
B
Hold
on
a
second,
let
me
I'm
gonna,
give
you
a
here
you
go.
This
is
the
pull
request
that
elizabeth
put
in
in
diversity
and
inclusion.
This
was
the
last
release.
Okay,
even
was
that
in
chat
somewhere
yep.
I
just
dropped
it
into
chat,
so
this
was
the
create
documentation,
discoverability,
okay
and
notice.
At
the
top
of
this
metric,
there
is
a
little
disclaimer
which
we
actually
need
to
add
to
ours
as
well.
A
E
A
C
B
The
way,
then,
the
naming
convention
is
all
lowercase
contribution,
dash,
attribution,
okay
and
you
can
find
it
in
the
issue
that
I
am
creating
for
this
metric.
If
you
need
to
know
what
the
the
name
of
the
it
is
all
right,
I'm
stopping
recording.