Executive summary: A proposed committee structure for larger EA university groups divides responsibilities into four main roles—President, HEA Lead, Fellowships/Groups Lead, and Outreach Lead—to balance skills, engagement levels, and leadership development while acknowledging potential challenges in execution.
Key points:
Four main roles: The President ensures tasks are completed and members are supported; the HEA Lead mentors engaged members; the Fellowships Lead handles logistics for structured programs; the Outreach Lead organizes events to attract new members.
Role specialization: Each role requires different skills, preventing the need for any single organizer to excel in all areas (e.g., EA knowledge, logistics, interpersonal skills).
Leadership pipeline: The structure provides a natural pathway for new members to progress into leadership roles based on their strengths and interests.
Engagement at all levels: Different roles cater to varying levels of involvement, ensuring both new and experienced members receive attention.
Potential drawbacks: The model requires multiple competent and reliable organizers, may struggle with accountability due to role isolation, and remains untested in practice.
Audit consideration: An external or internal audit function could help evaluate group effectiveness, though its necessity is uncertain.
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Executive summary: A proposed committee structure for larger EA university groups divides responsibilities into four main roles—President, HEA Lead, Fellowships/Groups Lead, and Outreach Lead—to balance skills, engagement levels, and leadership development while acknowledging potential challenges in execution.
Key points:
Four main roles: The President ensures tasks are completed and members are supported; the HEA Lead mentors engaged members; the Fellowships Lead handles logistics for structured programs; the Outreach Lead organizes events to attract new members.
Role specialization: Each role requires different skills, preventing the need for any single organizer to excel in all areas (e.g., EA knowledge, logistics, interpersonal skills).
Leadership pipeline: The structure provides a natural pathway for new members to progress into leadership roles based on their strengths and interests.
Engagement at all levels: Different roles cater to varying levels of involvement, ensuring both new and experienced members receive attention.
Potential drawbacks: The model requires multiple competent and reliable organizers, may struggle with accountability due to role isolation, and remains untested in practice.
Audit consideration: An external or internal audit function could help evaluate group effectiveness, though its necessity is uncertain.
This comment was auto-generated by the EA Forum Team. Feel free to point out issues with this summary by replying to the comment, and contact us if you have feedback.