Hello all, The notes, recordings and transcripts for the WP3 Meeting #4 - 13 July will be available here: https://community.icann.org/x/6ao0Aw A copy of the notes and action items may be found below. Thank you. Best regards, Kim ACTION Items ACTION ITEM - Add your contribution to SO/AC accountability google doc. WP3 edits are needed by 06:00 UTC - 14 July. ACTION ITEM - Provide input to staff accountability document by 06:00 UTC - 14 July. ACTION ITEM: Send edits and comments on diversity document by 06:00 UTC - 14 July in preparation for WP3 call. ACTION ITEM: Leon to consolidate documents for discussion tomorrow. Notes Status of documents: Diversity paper circulated. SO/AC accountability paper includes changes - no changes to staff accountability paper SO/AC accountability - https://community.icann.org/pages/viewpage.action?pageId=53783727 Edits from Jan were incorporated: we have added 1) operational rules and procedures of SO/ACs; 2) new language to proposals being made from subgroup; 3) commitment from SO/ACs to perform review of accountability mechanisms. Most of the work will be done in WS2 in interest of time but also in consideration of mechanisms that are envisioned as part of WS1 to ensure tasks are carried out. Feedback: - We should understand roles of SO/ACs before evaluating accountability. It would be misleading to have comparable mechanisms. We should be difficult when drawing parallels. - Review needed to build beyond that. We need to be careful about expectations we are setting as we build our model. - Any of the enhanced accountability structures are attempting to give more power and oversight collectively. There is an enhance 360 problem. We need to have a high level statement. - We are talking about SO/AC accountability to their own community. We are implicitly giving control to rest. - We do not have time to deal with this issue - it should be postponed to WS2. We should not push for a specific area. SO/AC accountability is not a priority. - Stress Test suggested by NTIA are under discussion (capture - periodic reviews - new Charter might not be approve (caveat) - standard of review for internal capture). - We have to very specific about what we are leaving for WS2 (checklist). Minimum transparency benchmarks would be desired. - There isn't much accountability language in SO/ACs documents. ACTION ITEM - Add your contribution to SO/AC accountability google doc. WP3 edits are needed by 06:00 UTC - 14 July. Staff accountability - https://community.icann.org/display/acctcrosscomm/Staff+accountability Very little volunteers and no changes made to draft that was produced. Feedback: - There are a number of ATRT2 recomendations that we should have started working on immediately - there has been no effort. - No time to address this. - We have been focused on Board accountability and have not dealt with staff accountability. Complaints about executive staff. How is senior staff held accountable? Is there anything we can do about it? - Education and audit is critical. The transparency is an issue - it is hard to audit that. Educate members to multistakehodler model is something that we often see as should come out. It takes time to figure out what it is to be a member in organization like ICANN. ATRT is a place where more work can be done. - We could not discharge CEO from his responsibility and go directly to staff. Staff is indirectly responsible. CEO and/or Board are responsible. Accountability remains with CEO. ---> Recommend we schedule programs led by CEO. - We are looking at accountability of staff overall - In discussing ICANN accountability, issue of Board and CEO was discussed. Important to resolve matter. Find ways and means to contribute. ACTION ITEM - Provide input to staff accountability document by 06:00 UTC - 14 July. Diversity - https://community.icann.org/display/acctcrosscomm/Diversity How would we address diversity in our mechanisms? The document includes a non-exhaustive list of criteria. Feedback: - Competency , experience and regional distribution are the three criteria we should focus on for diversity. All elements are relevant but difficult to implement. It would be inappropriate to eliminate competent people because of gender balance. ---> Suggestion to have different criteria that should be taken into account. Final decision would be left to appointing bodies. - Consider this from the root: lack of diversity in overall pool That is where substantial effort need to be made. - Competence can be found in all groups. It is rather finding a way of nurturing that competence, including, engaging. We need to make way for their participation. Problem statement is too long for purpose. ACTION ITEM: Send edits and comments on diversity document by 06:00 UTC - 14 July in preparation for WP3 call. ACTION ITEM: Leon to consolidate documents for discussion tomorrow.