Hi Lakshminath,
As the title indicates, it is not sufficient to just complain about an AD (I guess it might be sufficient in the "Recall" process), it is also necessary to provide a pool of, or just one for that matter, candidates who are interested and qualified. Yes, I have real examples. (May I suggest that Nomcom procedures be revised to make the final candidate list, or at least the number of interested candidates for each position, be made public?)
I like this suggestion. But first: I'd rather call this thread "feedback" than "complaining", because I hope the nomcom gets a lot of input and not just when someone is doing badly.
But back to the suggestion. I have beeing trying to send a lot of input on various positions and candidates to the nomcom in recent years. But from the point of view of a regular IETF participant this isn't always easy. Basically, the problem is that we have a lot of input to give you, but we lack the data about the candidates!
Of course, we can easily give you feedback on the current AD. But we've had a large number of people leave the IAB and IESG recently, and it isn't easy to provide feedback about potential candidates. Sometimes I tried to do that, just to be surprised that the people I commented on weren't even running or someone I didn't know or didn't consider as a potential candidate was in the process. The nomcom goes out to the area chairs and other contributors and solicits feedback, revealing at least some of the potential candidate names. This helps, but its fairly limited. Or at least I would have wanted to give more feedback on more areas than I received questions from the nomcom.
I would suggest that (agreeing) candidate lists be made public early in the process, in order to make it easier for the IETFers to provide you feedback. This would also increase the transparency of the process. And yes, I am aware of the argument that some candidates might be shy to reveal that they are running for the job. But we are a major organization, and I would suggest that the benefits for the organization outweigh benefits (if any) for the candidates.
--Jari
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