Merge branch 'main' into quarterback-patch-7

pages/18f/how-18f-works/research-guidelines.md

@@ -166,7 +166,7 @@ participant, which means that the total cost for a moderated session would be
 about $195 per person.
 
 In 2022, TTS considers $75/hour as a starting point for compensation. Teams
-should consider factors of equity and complexity of the research when
+should consider other factors or complexity of the research when
 determining compensation for participants on their project.
 
 ### How do I actually distribute the compensation to research participants?

pages/about-us/tts-consulting/operations/conduct-and-norms.md

@@ -3,13 +3,12 @@ title: Conduct and norms
 cspell: ignore backchannel, Gchat, backchanneling
 ---
 
-At TTSC, we follow various policies and practices to foster an open and inclusive community. In everything we do as a distributed team, we strive to create a work environment that encourages collaboration — both with our partners and each other.
+At TTSC, we follow various policies and practices. In everything we do, we strive to create a work environment that encourages collaboration — both with our partners and each other.
 
 In general, err on the side of over-communication, such as by asking clarifying questions and restating information to confirm understanding.
 
 - **Default to open conversations** in the widest appropriate forum.
 - **Document and make work visible to others.** Storing information in your head or notebook makes collaboration and handoffs more difficult.
-- **Treat everyone as a remote worker.** There is no such thing as a partially remote team: If any one person works from a different location than the rest of that team, everyone should default to remote practices — even if this means having people sit separately in the same office, calling into the same remote meeting.
 - **Set aside time for meeting prep** to help attendees use time efficiently and come ready to contribute. ([18F blog post: How to run an efficient meeting](https://18f.gsa.gov/2016/12/14/how-to-run-an-efficient-meeting/))
 
 ## Codes of conduct
@@ -65,15 +64,15 @@ Follow the TTSC Slack Code of Conduct:
 
 ### Interacting in meetings
 
-Follow these practices for virtual meetings.
+Follow these practices for video meetings.
 
 - **Minimize noise:** Work from a quiet space without much background noise.
 - **Muting:** Mute your microphone when you aren’t speaking so that your background noise doesn’t distract others. In smaller meetings, un-muting also signals that you’d like to speak. In larger meetings, use the meeting platform’s hand-raise feature.
 - **Seek privacy:** If you need to discuss sensitive topics, give a presentation, or handle personnel issues, make sure you have privacy in your physical space.
 - **On the go:** Attending meetings from transit or outside of a dedicated workspace should be rare. Especially avoid doing this in meetings that involve screen-sharing,  collaboration, or presentations.
 - **Video on:** Default to using video when possible. Nonverbal cues like facial expressions and gestures help keep the conversation moving and build empathy and trust. Of course, being on screen all day can be taxing so use face muting when you need to.
 - **Make introductions:** At the beginning of each meeting, make sure that everyone present has met, and that anyone calling in by phone has identified themselves. In introductions, include your name, pronouns, and role.
-- **Back-channeling:** It’s common for virtual meetings to have a “backchannel” in the meeting platform’s chat, Slack, or Gchat. The backchannel is a space for questions and commentary from attendees, but it can be distracting: if you prefer, you can ignore the backchannel during the meeting and read it afterward. Communicate your preferences about backchanneling to your teammates.
+- **Back-channeling:** It’s common for V meetings to have a “backchannel” in the meeting platform’s chat, Slack, or Gchat. The backchannel is a space for questions and commentary from attendees, but it can be distracting: if you prefer, you can ignore the backchannel during the meeting and read it afterward. Communicate your preferences about backchanneling to your teammates.
 
 In discussion-based meetings, pay attention to whose voices dominate. If you notice an imbalance, be proactive to uncover other perspectives. Creating an inclusive discussion space isn’t just a courtesy to other participants: it can lead to richer conversation and better outcomes.
 
@@ -82,11 +81,3 @@ In discussion-based meetings, pay attention to whose voices dominate. If you not
 - Explicitly inviting input from specific individuals — either in the meeting (“Herbert, what do you think? I know you have expertise in this area”) or privately (by DMing them to say that you would value their opinion) — can encourage quieter team members to share their ideas.
 
 For information about meeting platforms, see [internal communications]({% page "about-us/tts-consulting/operations/internal-communications/" %}).
-
-### Getting to know people
-
-- **Virtual coffees:** TTS encourages staff to get to know each other in casual, one-on-one conversations called “virtual coffees” or “virtual teas.” Learn more from [TTS Virtual Coffees\_updated 9.22.22](https://docs.google.com/document/d/1wjIjmzXhDCTU6aJZHADndIPksQgvderQbqyGA2q7EzA/edit#heading=h.n8dcb98f8n0o)
-- **Personal READMEs** help folks learn about each other before they start working together. [READMEs for you and me](https://18f.gsa.gov/2020/03/05/readmes-for-you-and-me/) outlines the origins of this practice.
-- **Guilds and collectives** [TTS’s affinity groups, working groups, and guilds](https://handbook.tts.gsa.gov/training-and-development/working-groups-and-guilds-101/) provide space for us to share best practices and learn from each other. These groups and guilds welcome participants from across TTS. Some groups that focus on TTSC work and practices are:
-  - Consulting Guild {% slack_channel "g-consulting" %}
-  - Project Leadership Collective {% slack_channel "c-18f-project-leadership" %}

pages/career-progression-framework/overview.md

@@ -11,7 +11,6 @@ TTS develops CPFs in order to support:
 
 - **Career development and planning**: As an employee, what do I need to do if I
   want to advance or change roles?
-- **Equity**: Are our expectations consistent?
 - **Onboarding**: What will I do? What do others on my team do? In TTS?
 - **Performance plans**: What will I be measured on?
 - **Reuse**: Where can I find written information about a role, that I can adapt

pages/tools/slack/getting-started.md

@@ -81,7 +81,3 @@ Here are a few suggestions for making sure our Slack community stays an awesome,
 - Flag inappropriate messages. Just like our in-person interactions, there are a variety of ways to address issues: you can have a conversation directly with the person; you can discuss with a supervisor, team lead, or project lead; you can reach out to our [Workforce Relations HR Specialist](https://docs.google.com/document/d/15glvq9UakKUN8XTRTa6gRkhBHm2whhQyAGmf8ibTtBs/edit#heading=h.65ckjyv9pbpl).
 - Ask questions in the relevant [channels]({% page "/tools/slack/guidelines/" %}), and engage when people respond to you. If someone you pinged directly hasn’t responded within a few days, you may want to try contacting them using a  different type of communication (email, Gchat, put time on their calendar).
 - If you are unsure or unclear about any of the recommendations above, please reach out to your supervisor for assistance. 
-
-### Inclusion Bot
-
-Inclusion Bot is integrated into Slack and passively listens for words or phrases that have racist, sexist, ableist, or otherwise exclusionary or discriminatory histories or backgrounds. When it hears those words, it privately lets the writer know and offers some suggested alternatives. You can read the [Inclusion Bot Handbook page]({% page "/general-information-and-resources/inclusion-bot/" %}) for more information.