---
title: Community Leadership and Governance Policy
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## 1. Foundation and Purpose

### 1.1. Introduction

This Community Leadership and Governance Policy (hereinafter referred to as "the Policy") establishes the framework for transparent, accountable, and effective leadership within our community ecosystem. This Policy ensures that community leadership operates with integrity, serves the best interests of all community members, and maintains the highest standards of conduct whilst fostering a safe, welcoming, and inclusive environment.

### 1.2. Core Principles

Our community leadership operates on the following foundational principles:

**(a)** **Servant Leadership**: Leaders serve the community rather than wielding authority for personal benefit. For a comprehensive explanation of servant leadership principles and how they apply to all staff roles, see [Staff Role Definition and Principles](/staff/handbook#22-staff-role-definition-and-principles) in the Staff Handbook;

**(b)** **Transparency**: Decision-making processes and rationales are clearly communicated to the community;

**(c)** **Accountability**: Leaders are answerable for their actions and decisions to the community they serve;

**(d)** **Inclusivity**: Leadership reflects and promotes the diversity of our community;

**(e)** **Collaborative Governance**: Community input is actively sought and valued in decision-making processes.

### 1.3. Legal Framework Integration

This Policy operates within our comprehensive legal and policy framework, including our Terms of Service, Community Code of Conduct, Content and Moderation Policy, and Limitation of Liability and Indemnification Policy, all of which are incorporated herein by reference.

## 2. Leadership Structure and Roles

### 2.1. Leadership Hierarchy

Our community leadership operates through a structured hierarchy designed to ensure effective governance whilst maintaining accessibility and accountability:

#### 2.1.1. Executive Leadership

- **Community Director**: Overall strategic direction and final decision-making authority
- **Deputy Director**: Support for Community Director and succession planning
- **Legal and Policy Advisor**: Oversight of legal compliance and policy development

#### 2.1.2. Operational Leadership

- **Head Moderator**: Oversight of moderation team and enforcement consistency
- **Community Managers**: Day-to-day community operations and member engagement
- **Technical Manager**: Day-to-day technical operations, code reviews, and technical contributor coordination
- **Technical Administrators**: Platform infrastructure management and strategic technical planning

#### 2.1.3. Specialist Leadership

- **Accessibility Coordinator**: Ensuring inclusive design and accommodation
- **Crisis Response Coordinator**: Mental health and emergency situation management
- **Events Coordinator**: Community activities and engagement programmes
- **Communications and Outreach Coordinator**: External communications and community messaging
- **Training and Development Coordinator**: Leadership development and educational programming
- **Partnership and Collaboration Coordinator**: External relationships and collaborative initiatives
- **Support Team Leader**: Oversight and coordination of community support operations
- **Community Growth Specialist**: Member recruitment, retention, and community expansion initiatives

#### 2.1.4. Volunteer Leadership

- **Moderators**: Front-line community moderation and member support
- **Mentors**: New member guidance and peer support programmes
- **Subject Matter Experts**: Specialised knowledge and educational support
- **Technical Contributors**: Development support and technical expertise for community platforms and tools
- **Quality Assurance Coordinator**: Testing and quality control for community platforms and resources
- **Data and Analytics Coordinator**: Community metrics analysis and reporting

#### 2.1.5. Support Team

- **Community Support Specialists**: General member assistance and issue resolution
- **Technical Support Representatives**: Platform and technical assistance for community members
- **Content Support Coordinators**: Content creation assistance and resource management
- **Member Relations Specialists**: Member onboarding and relationship management
- **Documentation Support Technicians**: Maintenance and improvement of community documentation

### 2.2. Role Responsibilities

#### 2.2.1. Executive Leadership Responsibilities

**Community Director:**

- Establish overall community vision and strategic objectives
- Make final decisions on significant policy changes and disciplinary matters
- Represent the community in external relationships and partnerships
- Ensure leadership team accountability and performance
- Oversee crisis management and emergency response coordination

**Deputy Director:**

- Support Community Director in strategic planning and implementation
- Lead specific initiatives and projects as assigned
- Serve as primary succession candidate for Community Director role
- Coordinate cross-functional leadership team activities

**Legal and Policy Advisor:**

- Oversee legal compliance across all community operations and policies
- Review and approve policy changes for legal and regulatory compliance
- Provide legal guidance to leadership team on governance matters
- Coordinate with external legal counsel when necessary
- Maintain awareness of relevant laws and regulations affecting community operations

#### 2.2.2. Operational Leadership Responsibilities

**Head Moderator:**

- Ensure consistent application of community standards across all platforms
- Train, support, and evaluate moderation team performance
- Develop and refine moderation procedures and best practices
- Handle escalated disciplinary matters and appeals coordination
- Maintain moderation transparency and accountability systems

**Community Managers:**

- Foster positive community culture and engagement
- Coordinate community activities, discussions, and initiatives
- Serve as primary liaison between community members and leadership
- Monitor community health and member satisfaction
- Implement community feedback and suggestion programmes

**Technical Manager:**

- Oversee daily technical operations including code reviews and issue triage
- Coordinate Technical Contributor team activities and project management
- Provide technical guidance and mentorship to Technical Contributors
- Serve as liaison between Technical Administrators and Technical Contributors
- Monitor technical project progress and ensure timely task completion
- Facilitate technical discussions and decision-making for community projects

**Technical Administrators:**

- Manage platform infrastructure, servers, and technical systems
- Implement security protocols and system monitoring
- Coordinate strategic technical planning and architecture decisions
- Oversee system upgrades, maintenance, and disaster recovery procedures
- Collaborate with Technical Manager on technical project prioritisation
- Ensure platform scalability and performance optimisation

#### 2.2.3. Specialist Leadership Responsibilities

**Accessibility Coordinator:**

- Develop and maintain accessibility standards and guidelines
- Provide consultation on inclusive design and accommodation needs
- Coordinate assistive technology support and resources
- Evaluate platform accessibility and recommend improvements
- Serve as primary contact for accessibility-related concerns and requests

**Crisis Response Coordinator:**

- Develop and maintain crisis response protocols and emergency procedures
- Coordinate mental health support and intervention services
- Lead crisis management teams during emergency situations
- Provide training on crisis recognition and de-escalation techniques
- Maintain relationships with external mental health and emergency services
- Oversee post-crisis community healing and support processes

**Events Coordinator:**

- Plan and organise community activities, events, and engagement programmes
- Coordinate with other leadership roles to ensure event alignment with community goals
- Manage event logistics, scheduling, and resource allocation
- Develop community engagement strategies to increase participation
- Evaluate event success and gather feedback for continuous improvement
- Maintain calendar of community activities and special initiatives

**Communications and Outreach Coordinator:**

- Manage external communications and public relations for the community
- Coordinate community newsletters, updates, and public announcements
- Oversee social media presence and community messaging consistency
- Facilitate communication between different community platforms and channels
- Manage partnerships and external relationship communications
- Develop and maintain community brand voice and messaging guidelines
- Coordinate crisis communications and public response strategies

**Training and Development Coordinator:**

- Develop and maintain comprehensive training curricula for all leadership roles
- Coordinate onboarding programmes for new leaders and community members
- Manage mentorship programme structure, matching, and effectiveness monitoring
- Oversee professional development opportunities and educational resources
- Ensure consistent training standards and quality across all programmes
- Coordinate with external training providers and professional development opportunities
- Evaluate training effectiveness and implement continuous improvements

**Partnership and Collaboration Coordinator:**

- Manage relationships with other communities, organisations, and external partners
- Coordinate collaborative projects and cross-community initiatives
- Oversee guest speaker programmes and external educational opportunities
- Manage sponsorship agreements and partnership development
- Facilitate inter-community events and collaborative activities
- Develop and maintain partnership agreements and memoranda of understanding
- Represent the community in external collaborative forums and networks

**Support Team Leader:**

- Oversee and coordinate all community support operations and team activities
- Train, support, and evaluate support team member performance and development
- Develop and maintain support procedures, standards, and best practices
- Monitor support quality metrics and member satisfaction with support services
- Handle escalated support issues and complex member concerns requiring leadership intervention
- Coordinate support team scheduling and coverage to ensure consistent availability
- Collaborate with other leadership roles to identify support needs and resource requirements
- Implement support team improvements and process optimisations based on feedback and analytics
- Serve as primary liaison between support team and executive/operational leadership
- Manage support team knowledge base and ensure consistent information sharing

**Community Growth Specialist:**

- Develop and implement comprehensive community growth strategies and member recruitment initiatives
- Analyse community growth metrics, member acquisition trends, and retention patterns
- Design and execute outreach campaigns to attract new members from target demographics
- Coordinate with Communications and Outreach Coordinator on growth-focused messaging and content
- Implement member retention programmes and initiatives to reduce community churn
- Identify and develop community growth opportunities through partnerships and collaborations
- Monitor and optimise member onboarding processes to improve new member experience and retention
- Conduct market research and competitive analysis to identify growth opportunities
- Create and manage referral programmes and member advocacy initiatives
- Track and report on key growth metrics including member acquisition, retention, and lifetime value
- Collaborate with Events Coordinator to design growth-focused community activities and engagement programmes

#### 2.2.4. Volunteer Leadership Responsibilities

**Moderators:**

- Enforce community standards and guidelines consistently across platforms
- Respond to reports and complaints from community members
- Document moderation actions and maintain accurate records
- Escalate complex issues to Head Moderator or appropriate leadership
- Provide initial support and guidance to community members
- Participate in ongoing moderation training and development programmes

**Mentors:**

- Provide guidance and support to new community members
- Facilitate peer support programmes and buddy systems
- Offer one-on-one mentorship relationships as needed
- Coordinate new member orientation and onboarding processes
- Share expertise and knowledge to support member growth and development
- Collaborate with Community Managers to identify members needing additional support

**Subject Matter Experts:**

- Provide specialised knowledge and expertise in designated areas
- Create educational content and resources for community members
- Offer technical support and guidance within their areas of expertise
- Lead workshops, discussions, and educational initiatives
- Serve as consultants to leadership team on specialised topics
- Mentor other community members in developing specialised skills

**Technical Contributors:**

- Contribute to development and maintenance of community platforms and tools
- Participate in code reviews and collaborative development processes
- Implement features and fixes under Technical Manager guidance
- Document technical work and maintain code quality standards
- Support technical troubleshooting and issue resolution
- Collaborate with Technical Administrators and Technical Manager on project priorities

**Quality Assurance Coordinator:**

- Test community platforms and tools for bugs, usability issues, and performance problems
- Coordinate documentation reviews and updates to ensure accuracy and completeness
- Manage feedback collection and analysis processes for continuous improvement
- Oversee accessibility testing and compliance verification across all platforms
- Ensure consistency and quality across community resources and materials
- Develop and maintain quality assurance standards and testing procedures
- Collaborate with Technical Contributors and Technical Administrators on issue resolution

**Data and Analytics Coordinator:**

- Collect and analyse community engagement metrics and participation data
- Prepare regular reports on community health, growth trends, and member satisfaction
- Manage community surveys and feedback analysis for leadership decision-making
- Support leadership team with data insights and trend identification
- Maintain privacy-compliant data collection and analysis practices
- Develop dashboards and visualisation tools for community metrics monitoring
- Coordinate with other leadership roles to identify key performance indicators and success metrics

#### 2.2.5. Support Team Responsibilities

**Community Support Specialists:**

- Provide general assistance and guidance to community members with questions and concerns
- Handle initial intake and triage of member support requests and issues
- Assist members with platform navigation, account issues, and general community participation
- Escalate complex issues to appropriate leadership roles or specialists
- Maintain detailed records of support interactions and common issue patterns
- Collaborate with other support team members to ensure consistent service quality
- Participate in support team training and knowledge sharing initiatives

**Technical Support Representatives:**

- Provide technical assistance to community members experiencing platform or tool issues
- Troubleshoot and resolve common technical problems with community systems
- Create and maintain technical support documentation and troubleshooting guides
- Coordinate with Technical Contributors and Technical Administrators on complex technical issues
- Monitor technical support channels and respond to member technical questions
- Identify recurring technical problems and recommend system improvements
- Assist members with accessibility tools and assistive technology integration

**Content Support Coordinators:**

- Assist community members with content creation, formatting, and publishing
- Provide guidance on community content guidelines and best practices
- Help members optimise their contributions for accessibility and engagement
- Coordinate with Subject Matter Experts to ensure content accuracy and quality
- Manage content creation resources, templates, and style guides
- Support community content initiatives and collaborative projects
- Monitor content quality and provide constructive feedback to contributors

**Member Relations Specialists:**

- Facilitate new member onboarding and integration into community culture
- Serve as primary point of contact for member concerns and relationship issues
- Coordinate welcome programmes and new member orientation activities
- Monitor member satisfaction and engagement levels across the community
- Mediate minor conflicts and facilitate communication between members
- Collect member feedback and suggestions for community improvements
- Maintain positive relationships and foster sense of belonging amongst community members

**Documentation Support Technicians:**

- Maintain accuracy and currency of all community documentation and resources
- Update policy documents, guides, and informational materials as needed
- Coordinate documentation reviews and ensure consistency across all materials
- Assist with translation and localization of documentation for diverse audiences
- Create and update visual aids, diagrams, and multimedia support materials
- Collaborate with leadership roles to document new processes and procedures
- Ensure documentation accessibility and usability for all community members

## 3. Selection and Appointment Processes

### 3.1. Leadership Selection Criteria

All community leaders must demonstrate:

#### 3.1.1. Essential Qualifications

- **Community Standing**: Minimum six (6) months of positive community participation
- **Conduct Record**: Clean disciplinary record with no serious violations
- **Skills Demonstration**: Relevant competencies for the specific leadership role
- **Commitment Availability**: Adequate time and energy to fulfil role responsibilities
- **Values Alignment**: Strong commitment to community principles and inclusive practices

#### 3.1.2. Preferred Qualifications

- **Prior Leadership Experience**: Previous volunteer or professional leadership roles
- **Specialised Knowledge**: Relevant expertise in moderation, community management, or technical areas
- **Mentorship Capability**: Demonstrated ability to guide and support other community members
- **Crisis Management Experience**: Skills in conflict resolution and emergency response

### 3.2. Selection Processes

#### 3.2.1. Application and Nomination Process

**Open Applications:**

- Leadership positions are posted publicly with clear role descriptions and requirements
- Applications are evergreen and may be found at https://forms.nhcarrigan.com/o/docs/forms/mCxDu3snk9TzFiDjrT4Vc8/4
- Community members may self-nominate or nominate others with consent
- Applications include personal statements, relevant experience, and community references

**Community Input Phase:**

- Public comment periods allow community feedback on candidates
- Anonymous feedback mechanisms protect community members from potential retaliation
- Existing leadership team provides assessments of candidate suitability
- Transparent scoring rubrics ensure fair and consistent evaluation

#### 3.2.2. Interview and Assessment Process

**Structured Interviews:**

- All candidates participate in structured interviews with existing leadership
- Scenario-based questions assess decision-making capabilities and values alignment
- Technical competency assessments for roles requiring specialised skills
- Cultural fit evaluation ensures compatibility with community values and practices

**Community Engagement Assessment:**

- Candidates demonstrate understanding of community needs and priorities
- Problem-solving scenarios test practical leadership capabilities
- Ethical decision-making assessments ensure integrity and sound judgement
- Commitment verification confirms availability and dedication to the role

### 3.3. Appointment and Transition

#### 3.3.1. Final Selection and Announcement

**Decision Making:**

- Selection committees include diverse representation from existing leadership
- Decisions are made through consensus-building processes when possible
- Final appointments require approval from Executive Leadership
- Community announcement includes rationale for selection and role expectations

**Transition Planning:**

- New leaders receive comprehensive orientation and training programmes
- Mentorship partnerships with experienced leaders provide ongoing support
- Progressive responsibility increases ensure successful role adaptation
- Regular check-ins during transition period assess progress and provide assistance

## 4. Leadership Accountability and Oversight

### 4.1. Performance Standards and Expectations

#### 4.1.1. Ongoing Performance Metrics

All community leaders are evaluated on:

**Community Impact Measures:**

- Member satisfaction with leadership support and responsiveness
- Community health indicators including participation rates and member retention
- Conflict resolution effectiveness and community harmony metrics
- Accessibility and inclusivity improvements and implementation

**Individual Performance Standards:**

- Adherence to community values and ethical standards
- Responsiveness to community needs and concerns
- Professional development and skills enhancement
- Collaboration effectiveness with other leadership team members

#### 4.1.2. Regular Review Processes

**Quarterly Performance Reviews:**

- Structured feedback sessions with direct supervisors or peer review panels
- Community feedback collection through anonymous surveys and input forms
- Goal-setting for upcoming quarter with specific, measurable objectives
- Professional development planning and resource allocation

**Annual Comprehensive Assessments:**

- 360-degree feedback including community members, peers, and supervisors
- Achievement evaluation against annual goals and community impact metrics
- Leadership development planning and career progression discussions
- Reappointment decisions based on performance and community needs

### 4.2. Community Feedback and Input Mechanisms

#### 4.2.1. Regular Feedback Channels

**Monthly Community Forums:**

- Open forums where community members can directly engage with leadership
- Structured question and answer sessions on community concerns and priorities
- Anonymous submission options for sensitive feedback or concerns
- Public response commitments with timeline expectations for issue resolution

**Leadership Accessibility Programs:**

- Regular "office hours" where leaders are available for individual community member concerns
- Dedicated communication channels for leadership feedback and suggestions
- Community liaison positions to facilitate communication between members and leadership
- Transparent communication about leadership decisions and their rationales

#### 4.2.2. Formal Accountability Processes

**Community Confidence Measures:**

- Annual community confidence surveys to assess leadership effectiveness
- No-confidence vote procedures for community members to request leadership changes
- Transparent reporting of community feedback themes and leadership responses
- Regular town hall meetings for community-wide discussion of governance issues

### 4.3. Leadership Standards Enforcement

#### 4.3.1. Misconduct Investigation Procedures

When concerns about leadership conduct arise:

**Initial Assessment:**

- Formal complaint procedures with clear submission guidelines and protection for complainants
- Independent investigation teams to avoid conflicts of interest
- Transparent timelines and process communication to maintain community trust
- Interim protective measures when necessary to ensure community safety

**Investigation Process:**

- Comprehensive evidence collection including witness statements and documentation
- Fair hearing procedures with opportunity for accused leaders to respond
- Independent review panels including community member representation
- Clear standards of evidence and burden of proof requirements

#### 4.3.2. Disciplinary Measures and Consequences

**Progressive Disciplinary System:**

- Formal warnings with clear performance improvement expectations
- Temporary suspension from leadership duties pending improvement demonstration
- Role restriction or reassignment to positions with appropriate oversight
- Removal from leadership positions with detailed rationale provided to community

**Community Protection Measures:**

- Immediate removal authority for leaders who pose risks to community safety
- Public disclosure requirements for serious misconduct to maintain community trust
- Appeals processes for leaders facing disciplinary action
- Community healing and repair processes following leadership misconduct incidents

## 5. Leadership Development and Support

### 5.1. Training and Professional Development

#### 5.1.1. Mandatory Training Programs

All community leaders must complete:

**Foundation Training:**

- Community values, mission, and strategic objectives orientation
- Legal and policy framework comprehensive training
- Conflict resolution and mediation skills development
- Accessibility and inclusive practices certification

**Comprehensive Training Document Review**: All staff members must review and acknowledge completion of ALL training documents and materials, including those that may not appear directly relevant to their specific role, to ensure comprehensive understanding of community standards and cross-functional awareness

**Role-Specific Training:**

- Moderation techniques and tools for moderation team members
- Crisis intervention and mental health first aid for support roles
- Technical administration and security for technical leadership
- Event planning and community engagement for activities coordinators

#### 5.1.2. Ongoing Development Opportunities

**Skill Enhancement Programs:**

- Leadership coaching and mentorship opportunities
- External training and conference attendance support
- Cross-functional experience and role shadowing programmes
- Community management and governance best practices workshops

**Personal Development Support:**

- Stress management and burnout prevention resources
- Communication skills development and public speaking training
- Cultural competency and diversity, equity, inclusion education
- Technology skills and platform administration training

### 5.2. Leadership Support Systems

#### 5.2.1. Peer Support Networks

**Leadership Team Collaboration:**

- Regular leadership team meetings for coordination and mutual support
- Peer mentoring partnerships for experience sharing and guidance
- Cross-training programmes to ensure coverage and capability development
- Team-building activities and relationship-strengthening initiatives

**External Professional Networks:**

- Participation in community management professional organisations
- Networking opportunities with other community leadership teams
- Industry conference attendance and professional development events
- Access to external coaching and consultation resources

#### 5.2.2. Wellness and Burnout Prevention

**Workload Management:**

- Clear role boundaries and expectation setting to prevent overextension
- Regular workload assessment and redistribution when necessary
- Mandatory rest periods and vacation time for volunteer leaders
- Recognition and appreciation programmes to maintain motivation and satisfaction

**Mental Health Support:**

- Peer support groups for leadership stress and challenge management
- Regular wellness check-ins and proactive intervention when needed
- Flexible role arrangements to accommodate personal circumstances

## 6. Succession Planning and Continuity

### 6.1. Leadership Succession Framework

#### 6.1.1. Planned Succession Processes

**Leadership Pipeline Development:**

- Identification and mentorship of potential future leaders
- Progressive responsibility assignments to prepare succession candidates
- Cross-training programmes to ensure multiple qualified candidates for key roles
- Regular succession planning reviews and candidate development assessment

**Transition Management:**

- Comprehensive handover procedures for departing leaders
- Knowledge transfer protocols to maintain institutional memory
- Interim leadership arrangements during transition periods
- Community communication strategies for leadership changes

#### 6.1.2. Emergency Succession Procedures

**Crisis Leadership Arrangements:**

- Predefined emergency succession chains for critical leadership roles
- Emergency decision-making authority delegation procedures
- Rapid response team formation for crisis management
- Community communication protocols for emergency leadership changes

### 6.2. Knowledge Management and Institutional Memory

#### 6.2.1. Documentation and Record-Keeping

**Leadership Knowledge Base:**

- Comprehensive documentation of policies, procedures, and decision-making rationales
- Historical record-keeping of significant community events and leadership decisions
- Best practices documentation and lessons learned compilation
- Regular updates and maintenance of institutional knowledge resources

**Training Materials and Resources:**

- Standardised training curricula for new leaders
- Decision-making frameworks and guidance documents
- Community history and cultural context documentation
- Technical procedures and platform administration guides

## 7. Community Transparency and Communication

### 7.1. Transparency Requirements

#### 7.1.1. Public Reporting and Disclosure

**Regular Community Updates:**

- Monthly leadership reports on community health, activities, and initiatives
- Quarterly transparency reports including disciplinary action summaries and community metrics
- Annual comprehensive reviews of community progress and leadership effectiveness
- Public disclosure of significant policy changes and their rationales

**Decision-Making Transparency:**

- Public documentation of major leadership decisions and their reasoning
- Community consultation processes for significant changes affecting members
- Open meeting minutes and records for community leadership discussions
- Clear communication of appeals processes and outcomes

#### 7.1.2. Community Engagement and Input

**Participatory Governance:**

- Regular community surveys to assess satisfaction and gather input on priorities
- Public comment periods for proposed policy changes and community initiatives
- Community advisory panels with rotating membership
- Open forums for community concerns and suggestions

## 8. Policy Implementation and Review

### 8.2. Regular Review and Updates

#### 8.2.1. Policy Review Schedule

**Annual Reviews:**

- Comprehensive policy effectiveness assessment
- Community feedback integration and policy refinement
- Best practices research and external benchmarking
- Leadership team input and improvement recommendations

**Continuous Improvement:**

- Quarterly review of policy implementation and effectiveness
- Community feedback integration and responsive policy adjustments
- Regular benchmarking against community management best practices
- Ongoing legal and regulatory compliance verification

### 8.2. Amendment Procedures

#### 8.2.1. Policy Change Process

**Community Input Requirements:**

- Minimum thirty (30) day public comment period for significant policy changes
- Community advisory panel review and recommendation processes
- Leadership team consensus-building and impact assessment
- Legal and policy compliance verification before implementation

**Implementation and Communication:**

- Clear communication of policy changes
- Training updates for all leadership team members
- Community education and awareness programmes for new requirements
- Regular monitoring of policy effectiveness and community impact

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## Acknowledgement and Compliance

By accepting leadership roles within our community, all leaders explicitly acknowledge that they have read, understood, and agreed to comply with this Community Leadership and Governance Policy in its entirety. This commitment includes ongoing adherence to all accountability measures, transparency requirements, and community service obligations outlined herein.

This Policy represents our collective commitment to maintaining excellent leadership standards that serve our community's mission of fostering a safe, welcoming, and inclusive environment for all members.

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_This Community Leadership and Governance Policy provides comprehensive information about leadership and governance. For questions about this Policy or to provide feedback on leadership performance, please contact our Community Leaders through the designated channels outlined in our Community Code of Conduct._
