Re: [Cfrg] Requesting removal of CFRG co-chair

[Tao Effect <[e-mail]>]

On Dec 21, 2013, at 6:17 PM, Tao Effect <[e-mail]> wrote:
> Should not the choice of an employer reflect on a person's competence?

Sorry, thinking a bit more about that question, I think the answer is "no, not necessarily, but maybe in some circumstances."


--
Please do not email me anything that you are not comfortable also sharing with the NSA.

> 
> 
> On Dec 21, 2013, at 5:37 PM, Hilarie Orman <[e-mail]> wrote:
> 
>> Take it as a challenge, is the IETF smarter than NSA or any other
>> organization with ulterior motives?  Can the IETF make sound technical
>> judgments based on written documents? 
> 
> Speaking for myself only, an organization's ability to make sound ethical choices impacts my ability to take it seriously.
> 
> What sort of people does the IETF/CFRG place in positions of authority?
> 
> Those types of decisions play a significant role in defining what an organization is, and what it does.
> 
>> and choose leaders based on their competence and not on their employment.
> 
> Should not the choice of an employer reflect on a person's competence?
> 
> Careful now, we're deadly close to reaching Godwin's Law. ;-P
> 
> - Greg
> 
> --
> Please do not email me anything that you are not comfortable also sharing with the NSA.
> 
> On Dec 21, 2013, at 5:37 PM, Hilarie Orman <[e-mail]> wrote:
> 
>> Is the CFRG co-chair the only person in the CFRG who has associations,
>> proclaimed or covert, with an organization intent on undermining the
>> standards process?  I seriously doubt it.  Then why trust anything
>> from any part of the IETF?  Because it is an open process with input
>> from a worldwide community.  That open process provides the resilience
>> against attack.
>> 
>> Take it as a challenge, is the IETF smarter than NSA or any other
>> organization with ulterior motives?  Can the IETF make sound technical
>> judgments based on written documents?  If you don't believe this is
>> possible, then by all means, start the purges.  Otherwise, step up to
>> the plate, be part of the evaluation-on-the-merits process, and choose
>> leaders based on their competence and not on their employment.
>> 
>> Hilarie
>> 
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