Organisational Model

= Organisational Model =

== 1. Purpose ==

The Organisational Model describes how FactHarbor structures responsibilities, domains, and interfaces between them. It provides a framework that works for a very small organisation today and can scale to a larger community and possible federation.

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== 2. Domains, Not Departments ==

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FactHarbor works with **domains** rather than hard organisational departments.

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A domain is a cluster of responsibilities and workflows. In early phases the same person may act in multiple domains; later, responsibilities can be distributed across several people and teams.

Core domains:

* **Research & Development domain** – Technical architecture, data model, core algorithms, and quality of modelling and reasoning.

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* **Organisation domain** – Governance, documentation, contributor processes, licensing interpretation, organisational rules, and XWiki structure.

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* **Public Relations & Care & Marketing domain** – Communication, clarity of messaging, user education, community support, and campaigns that respect neutrality principles.

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* **Operations domain** – Infrastructure, hosting, deployment, monitoring, backups, access management, and operational security.

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== Domain Interaction Map ==

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{{include reference="Archive.FactHarbor V0\.9\.23 Lost Data.Organisation.Diagrams.Domain Interaction Map.WebHome"/}}

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== 3. Interfaces Between Domains ==

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The Organisational Model defines clear interfaces:

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* Research & Development and Organisation collaborate on documentation, modelling principles, and how reasoning is exposed to users.

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* Organisation and PR & Care & Marketing collaborate on user-facing explanations and onboarding material.

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* Organisation and Operations collaborate on access rules, backup and disaster-recovery procedures, and operational constraints.

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* PR & Care & Marketing and Operations collaborate on communication-related tools, channels, and moderation infrastructure.

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== 4. Small Organisation Assumption ==

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In the early phases, FactHarbor is a **small organisation**. One person may hold multiple roles such as Executive Lead, Organisation Lead, and temporary R&D or PR responsibilities.

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The model explicitly allows this while still keeping different responsibilities conceptually separate, so that they can later be split across several people without rewriting the core model.

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== 5. Growth and Federation ==

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As participation grows, domains may be split into more specialised roles or teams.

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The Organisational Model should remain stable enough that:

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* new teams can be added under existing domains

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