The version of the consensus process we have adopted is available online here. At the end of the meeting structure are some group communication tools taken from the Just Law Collective Handbook for Activists.

The role of facilitator will change weekly. The facilitator’s job is to help the group move through the agreed-upon agenda, and to make sure everyone has a chance to speak by calling on them in order. Facilitators should see that speaking opportunities are evenly distributed; that quiet people get a chance to speak and people who talk too much are given a chance to listen. The facilitator should observe when the discussion seems to be nearing a point when a proposal could be made. The facilitator can then call for a proposal or offer one to the group, and after more discussion if necessary, the facilitator can guide the group through the check for consensus. Facilitators should not use their position as a platform from which to offer solutions; solutions should arise from the group, and no one should facilitate if they find they have strong opinions on a given issue. A facilitator can always hand over her or his responsibilities temporarily if s/he feels it necessary to step down. The group should not rely on the facilitator to solve process problems, but should be ready to help with suggestions on how to proceed. Very large meetings should have more than one facilitator.

Stacker

The stacker will keep track during meetings/discussions of the order of hands raised to make a statement. The position will rotate weekly.

Scribe

Tries to clearly record key points of discussion and meetings, the consensus decisions reached by the group, things that were left to be decided later, and who has taken on what responsibilities for particular tasks. The group should use the notes to construct the agenda for the next meeting. A note taker can also be helpful during the meeting to remind the group of key points covered in discussion if the group is having trouble formulating a proposal. The scribe will post the notes on the listserv and put them in the office (there is a folder in the file cabinet marked meeting notes). The scribe position will change weekly.

Timekeeper

A timekeeper keeps the group on track by giving the group a warning halfway through the allotted time and by asking the group if it wants to contract for more time on a given issue. Timekeepers should ask if people want to set specific time limits on brainstorms or time allotments to each speaker on go-rounds. Before speaking themselves, timekeepers should be sure that someone else is timekeeping for that period. The time keeper position will change weekly.

Vibeswatcher

Vibeswatchers are useful in large groups where people don’t know each other, and their job is to be atuned to the emotional state of the group. Is the group tense, or bored, or too silly? The vibeswatcher might suggest a game, or more light, or open the windows, or a group hug. Sometimes simply calling attention to an emotional undercurrent that may be affecting the group’s process is helpful. Vibeswatcher should also call the group’s attention to a person whose anger or fear is being ignored, or to people who may involved in a dialogue that has its causes outside of the group’s activities. Vibeswatchers should also assume the role of "gatekeeper", taking care of any external disturbances for the group. The vibeswatcher role will change weekly.

Office Person

The office person will check the mail, fill out forms, and checks phone messages. The office person presents worthy mail and messages at meetings. This position will change weekly, however, any paperwork, messages, or mail collected while being the office person will remain the responsibility of the office person until the tasks are completed.

Bottom Liner

The bottom liner will make sure all tasks get done and carried out. This position will change monthly. Treasurer

2 people elected for an entire semester by CHANGE to be the ones primarily responsible for the financial situation and circumstances of CHANGE. A monthly report regardless of how short should be given to the entire group.

Code of Conduct Bottom Liner

This person will make sure the administration is checked on to see if a Code of Conduct has been implemented and if there has been any violations. The CoC Bottom Liner will be responsible to educate the community about sweatshops, be in charge of workshops, and train new people on how to do the workshop. The position will be kept for a semester.

Webmaster

The webmaster will be responsible for the upkeep and needed changes to the listserv and website. Knowing and changing the email password when needed is part of role. The webmaster role will change by semester.

Working Group: A working group is a smaller group of CHANGE members who work on a specific issue or event within or outside the larger CHANGE meeting. WG's will have the responsibility to set a course of action, propose specific tactics, or set a general strategy for CHANGE on specific topics. (ie code of conduct) Every working group should have a scribe, facilitator, and bottom liner (see above definitions).

2. Announcements/Office Report Back (10 Min.) Tablings, flyering, actions reminders, etc.. can be announced here briefly.

3. Agenda Presentation by facilitators. (5 Min.) The facilitator will use the notes from the last meeting to construct an agenda. Possible working groups may be proposed. Last minute additions may be accepted including CHANGE-wide issues, immediate situations, or proposals, etc..

4. Go over agenda. (Time will be allotted according to our needs.)

5. Break into working groups. (30 Min.) A working group may contract for more time if needed. If a working group does not need the entire time it may break into other groups and/or hang out, but should avoid interrupting those groups continuing to meet. Each working group will will have 2 minutes to report back to the larger meeting.

6. Regroup. (20 Min.) Discussion on report backs from working groups. See consensus process. 2 people are required to block the decision of a working group.

7. Create agenda for next meeting.

Status quo patterns of domination have a tendency to seep into our group interactions. We have an obligation to each other to be aware of ways in which group members may manipulate male privilege, white privilege, or class privilege to disempower others. Likewise, we need to be sensitive to subtle and overt barriers that continue to prevent full participation by those activists historically alienated from positions of power in our movements. To do so requires self-scrutiny and willingness on the part of the group to confront dysfunction patterns and transform them.

The following behaviors undercut our intent to encourage everyone's active participation:

Being a unilateral problem solver. Continually jumping to provide answers before others have an opportunity to make suggestions. Preemptively taking on tasks before others have the chance to volunteer.

Dealing with certain members paternalistically. Restating what another member has just said, as if the authority of his/her voice is inadequate. Treating women, minorities, and their input as tokens, acceptable by invitation only, and less valuable than the rest of the group.

Focusing on tasks and content alone, without attention to the emotional health of the group members and the process that can nurture it.

Speaking in capital letters. Talking too much, too long, and too loudly. Giving opinions authoritatively, as the final word on the subject. This is often aggravated by tone of voice and body posture.

Being defensive. Responding to contrary opinions or constructive criticism as personal attacks.

Railroading the focus of the group discussion to fit one's own agenda.

Being unnecessarily critical. Pointing out minor or irrelevant flaws in others' statements.

Maintaining a monopoly of key information.

Self-listening. Focusing on your reply to a statement, rather than on understanding it.

Using sexuality to intimidate, manipulate, dehumanize, or discredit people.

Speaking for others. Using phrases like, "A lot of us think we should..." or, "What so and so really meant..."

Seeking leadership positions for leadership's sake and exercising authority for authority's sake, rather than for the good of the group and its goals.

Here are some ways to proactively change these behaviors:

Do not interrupt.

Become a good listener. It's important not to disengage from the discussion when you are not speaking. Good listening is active participation.

Communicate opinions in an open manner, recognizing the value of other's views. Diverse views greatly enhance a group's problem solving abilities.

Give and take support.

Speak when you have something to say. Realize that it is unnecessary, and often counterproductive to speak on every single subject that comes up.

Do not devalue group members or yourself. Examine why you feel compelled to attack someone. Formulate criticisms in a constructive way.

Call each other out when we act oppressively. Create spaces where behavior can be discussed openly, honestly, and safely. Examine destructive interactions as a group, and support those involved in striving for healthier dynamics.

Be aware that politically active individuals from minority positions often risk a lot physically, emotionally, financially, socially, and legally. No one should be alienated or stigmatized for feeling vulnerable. Instead the group should be actively addressing these concerns as group concerns.

Seriously working toward group processes that encourage the active participation of all members is a powerful statement against racism, sexism, classism, homophobia and all forms of social domination. When we refuse to divide and conquer ourselves, we grow in the unity, respect and resolve that demands real social justice.

[Adapted from a piece originally written by Bill Moyers of the Movement for a New Society (MNS).]