Citizen Generated Data In Practice


DataShift: “No-one can communicate the importance of citizen-generated data better than those who are actually working with it. At DataShift, we want to highlight the civil society organisations who have told us about the tangible results they have achieved through innovative approaches to harnessing data from citizens.

Each essay profiles the objectives, challenges and targets of an organisation using data generated by citizens to achieve their goals. We hope that the essays in this collection can help more people feel more confident about asking questions of the data that affects their lives, and taking a hands-on approach to creating it. (More)

ESSAYS

VOZDATA

People and collaborative technology are helping to redefine Argentina’s fourthestate

SCIENCE FOR CHANGE KOSOVO (SFCK)

Collaborative citizen science to tackleKosovo’s air pollution problem and simultaneously engage with a politically disenfranchised generation of young people

On Iceland’s Crowdsourced Constitution


Larry Lessig: “In the history of constitutions across the world, America has had a unique place: Ours was the first constitution ratified by the people in convention. But Iceland has now done something much more significant: For the first time in the history of the world, and using a technology only possible in the21st century, the people of a nation have crafted their own constitution through an open and inclusive crowd-sourcing process. Yet astonishingly,that constitution remains unenforced.

As everyone in [Iceland] knows, after the financial disasters of 2008, the citizens of Iceland began a process to claim back their own sovereignty.Building on the values identified by 1,000 randomly selected citizens,Icelanders launched a process to crowdsource a new constitution. That initiative was then ratified when the Parliament established a procedure for selecting delegates to a drafting commission. More than 500 citizens ran to serve on that 25 person commission. Over four months, the commissioners met to draft a constitution, with their work made available for public comment throughout the process. More than 3600 comments were offered by the public, leading to scores of modifications. The final draft, adopted unanimously, was then sent to the parliament and to the people. More than2/3ds of voters endorsed the document in a non-binding referendum as the basis of a new constitution.

Never in the history of constitutionalism has anything like this ever been done. If democracy is rule by the people — if the sovereignty of a democratic nation is ultimately the people — then this process and the constitution it produced is as authentic and binding as any in the world. Yet the parliament of Iceland has refused to allow this constitution to go into effect. And the question that anyone in the movements for democracy across the world must ask is just this: By what right?

No doubt, the procedure for crafting and ultimately ratifying the constitution included as the final step Parliament’s sanction — just as the procedure for selecting a government in Britain is subject ultimately to theQueen’s sanction. But the Queen understands the limited power that right conveys — if Britain is to call itself a democracy. And the same is true ofIceland. When the people have acted as they have here — by crafting a constitution in the most inclusive and reflective way that has ever, in the history of constitutionalism, happened, and then endorsed that work by a popular vote, by what moral authority does the Parliament now say no? No doubt, there are parts of the constitution that some don’t like. But democracy is not a promise of perfection. And no constitution in the history of the world has ever been loved by everyone it affected — just ask the million African slaves whose freedom was made unconstitutional through1808 by America’s popularly ratified constitution.

The question for Iceland is, who is sovereign? Is it the people or is it not?And if it is the people, will the people demand that their will be respected?…(More)”

Insights On Collective Problem-Solving: Complexity, Categorization And Lessons From Academia


Part 3 of an interview series by Henry Farrell for the MacArthur Research Network on Opening Governance: “…Complexity theorists have devoted enormous energy and attention to thinking about how complex problems, in which different factors interact in ways that are hard to predict, can best be solved. One key challenge is categorizing problems, so as to understand which approaches are best suited to addressing them.

Scott Page is the Leonid Hurwicz Collegiate Professor of Complex Systems at the University of Michigan, Ann Arbor, and one of the world’s foremost experts on diversity and problem-solving. I asked him a series of questions about how we might use insights from academic research to think better about how problem solving works.

Henry: One of the key issues of collective problem-solving is what you call the ‘problem of problems’ – the question of identifying which problems we need to solve. This is often politically controversial – e.g., it may be hard to get agreement that global warming, or inequality, or long prison sentences are a problem. How do we best go about identifying problems, given that people may disagree?

Scott: In a recent big think paper on the potential of diversity for collective problem solving in Scientific American, Katherine Phillips writes that group members must feel validated, that they must share a commitment to the group, and they must have a common goal if they are going to contribute. This implies that you won’t succeed in getting people to collaborate by setting an agenda from on high and then seeking to attract diverse people to further that agenda.

One way of starting to tackle the problem of problems is to steal a rule of thumb from Getting to Yes, by getting to think people about their broad interests rather than the position that they’re starting from. People often agree on their fundamental desires but disagree on how they can be achieved. For example, nearly everyone wants less crime, but they may disagree over whether they think the solution to crime involves tackling poverty or imposing longer prison sentences. If you can get them to focus on their common interest in solving crime rather than their disagreements, you’re more likely to get them to collaborate usefully.

Segregation amplifies the problem of problems. We live in towns and neighborhoods segregated by race, income, ideology, and human capital. Democrats live near Democrats and Republicans near Republicans. Consensus requires integration. We must work across ideologies. Relatedly, opportunity requires more than access. Many people grow up not knowing any engineers, dentists, doctors, lawyers, and statisticians. This isolation narrows the set of careers they consider and it reduces the diversity of many professions. We cannot imagine lives we do not know.

Henry: Once you get past the problem of problems, you still need to identify which kind of problem you are dealing with. You identify three standard types of problems: solution problems, selection problems and optimization problems. What – very briefly – are the key differences between these kinds of problems?

Scott: I’m constantly pondering the potential set of categories in which collective intelligence can emerge. I’m teaching a course on collective intelligence this semester and the undergraduates and I developed an acronym SCARCE PIGS to describe the different types of domains. Here’s the brief summary:

  • Predict: when individuals combine information, models, or measurements to estimate a future event, guess an answer, or classify an event. Examples might involve betting markets, or combined efforts to guess a quantity, such as Francis Galton’s example of people at a fair trying to guess the weight of a steer.
  • Identify: when individuals have local, partial, or possibly erroneous knowledge and collectively can find an object. Here, an example is DARPA’s Red Balloon project.
  • Solve: when individuals apply and possibly combine higher order cognitive processes and analytic tools for the purpose of finding or improving a solution to a task. Innocentive and similar organizations provide examples of this.
  • Generate: when individuals apply diverse representations, heuristics, and knowledge to produce something new. An everyday example is creating a new building.
  • Coordinate: when individuals adopt similar actions, behaviors, beliefs, or mental frameworks by learning through local interactions. Ordinary social conventions such as people greeting each other are good examples.
  • Cooperate: when individuals take actions, not necessarily in their self interest, that collectively produce a desirable outcome. Here, think of managing common pool resources (e.g. fishing boats not overfishing an area that they collectively control).
  • Arrange: when individuals manipulate items in a physical or virtual environment for their own purposes resulting in an organization of that environment. As an example, imagine a student co-op which keeps twenty types of hot sauce in its pantry. If each student puts whichever hot sauce she uses in the front of the pantry, then on average, the hot sauces will be arranged according to popularity, with the most favored hot sauces in the front and the least favored lost in the back.
  • Respond: when individuals react to external or internal stimuli creating collective responses that maintains system level functioning. For example, when yellow jackets attack a predator to maintain the colony, they are displaying this kind of problem solving.
  • Emerge: when individual parts create a whole that has categorically distinct and new functionalities. The most obvious example of this is the human brain….(More)”

Workplace innovation in the public sector


Eurofound: “Innovative organisational practices in the workplace, which aim to make best use of human capital, are traditionally associated with the private sector. The nature of the public sector activities makes it more difficult to identify these types of internal innovation in publicly funded organisations.

It is widely thought that public sector organisations are neither dynamic nor creative and are typified by a high degree of inertia. Yet the necessity of innovation ought not to be dismissed. The public sector represents a quarter of total EU employment, and it is of critical importance as a provider and regulator of services. Improving how it performs has a knock-on effect not only for private sector growth but also for citizens’ satisfaction. Ultimately, this improves governance itself.

So how can innovative organisation practices help in dealing with the challenges faced by the public sector? Eurofound, as part of a project on workplace innovation in European companies, carried out case studies of both private and public sector organisations. The findings show a number of interesting practices and processes used.

Employee participation

The case studies from the public sector, some of which are described below, demonstrate the central role of employee participation in the implementation of workplace innovation and its impacts on organisation and employees. They indicate that innovative practices have resulted in enhanced organisational performance and quality of working life.

It is widely thought that changes in the public sector are initiated as a response to government policies. This is often true, but workplace innovation may also be introduced as a result of well-designed initiatives driven by external pressures (such as the need for a more competitive public service) or internal pressures (such as a need to update the skills map to better serve the public).

Case study findings

The state-owned Lithuanian energy company Lietuvos Energijos Gamyba (140 KB PDF) encourages employee participation by providing a structured framework for all employees to propose improvements. This has required a change in managerial approach and has spread a sense of ownership horizontally and vertically in the company. The Polish public transport company Jarosław City Transport (191 KB PDF), when faced with serious financial stability challenges, as well as implementing operational changes, set up ways for employees’ voices to be heard, which enabled a contributory dialogue and strengthened partnerships. Consultation, development of mutual trust, and common involvement ensured an effective combination of top-down and bottom-up initiatives.

The Lithuanian Post, AB Lietuvos Pastas (136 KB PDF) experienced a major organisation transformation in 2010 to improve efficiency and quality of service. Through a programme of ‘Loyalty day’ monthly visits, both top and middle management of the central administration visit any part of the company and work with colleagues in other units. Under budgetary pressure to ‘earn their money’, the Danish Vej and Park Bornholm (142 KB PDF) construction services in roads, parks and forests had to find innovative solutions to deal with a merger and privatisation. Their intervention had the characteristics of workplace partnership with a new set of organisational values set from the bottom up. Self-managing teams are essential for the operation of the company.

The world of education has provided new structures that provide better outcomes for students. The South West University of Bulgaria (214 KB PDF) also operates small self-managing teams responsible for employee scheduling. Weekly round-tables encourage participation in collectively finding solutions, creating a more effective environment in which to respond to the competitive demands of education provision.

In Poland, an initiative by the Pomeranian Library (185 KB PDF) improved employee–management dialogue and communication through increased participation. The initiative is a response to the new frameworks for open access to knowledge for users, with the library mirroring the user experience through its own work practices.

Through new dialogue, government advisory bodies have also developed employee-led improvement. Breaking away from a traditional hierarchy is considered important in achieving a more flexible work organisation. Under considerable pressure, the top-heavy management of the British Geological Survey (89 KB PDF) now operates a flexible matrix that promotes innovative and entrepreneurial ways of working. And in Germany, Niersverband (138 KB PDF), a publicly owned water-management company innovated through training, learning, reflection partnerships and workplace partnerships. New occupational profiles were developed to meet external demands. Based on dialogue concerning workplace experiences and competences, employees acquired new qualifications that allowed the company to be more competitive.

In the Funen Village Museum in Odense, Denmark, (143 KB PDF) innovation came about at the request of staff looking for more flexibility in how they work. Formerly most of their work was maintenance tasks, but now they can now engage more with visitors. Control of schedules has moved to the team rather than being the responsibility of a single manager. As a result, museum employees are now hosts as well as craftspeople. They no longer feel ‘forgotten’ and are happier in their work….(More)”

The report Workplace innovation in European companies provides a full analysis of the case studies.

The 51 case studies and the  list of companies (PDF 119 KB) the case studies are based on are available for download.

The Biggest Hope for Ending Corruption Is Open Public Contracting


Gavin Hayman at the Huffington Post: “This week the British Prime Minister David Cameron is hosting an international anti-corruption summit. The scourge of anonymous shell companies and hidden identities rightly seizes the public’s imagination. We can all picture the suitcases of cash and tropical islands involved. As well as acting on offshore and onshore money laundering havens, world leaders at the summit should also be asking themselves where all this money is being stolen from in the first place.

The answer is mostly from public contracting: government spending through private companies to deliver works, goods and services to citizens. It is technical, dull and universally obscure. But it is the single biggest item of spending by government – amounting to a staggering $9,500,000,000,000 each year. This concentration of money, government discretion, and secrecy makes public contracting so vulnerable to corruption. Data on prosecutions tracked by the OECD Anti-Bribery Convention shows that roughly 60% of bribes were paid to win public contracts.

Corruption in contracting deprives ordinary people of vital goods and services, and sometimes even kills: I was one of many Londoners moved by Ai Wei Wei’s installation that memorialised the names of thousands of children killed in China’s Sichuan earthquake in 2008. Their supposed earthquake-proof schools collapsed on them like tofu.

Beyond corruption, inefficiency and mismanagement of public contracts cost countries billions. Governments just don’t seem to know what they are buying, when, from whom, and whether they got a good price.

This problem can be fixed. But it will require a set of innovations best described as open contracting: using accessible open data and better engagement so that citizens, government and business can follow the money in government contracts from planning to tendering to performance and closure. The coordination required can be hard work but it is achievable: any country can make substantial progress on open contracting with some political leadership. My organisation supports an open data standard and a free global helpdesk to assist governments, civil society, and business in this transition….(More)”

Using Tweets and Posts to Speed Up Organ Donation


David Bornstein in the New York Times: “…But there is a problem: Demand for organ transplants vastly outstrips supply, as my colleague Tina Rosenberg has reported. In 2015 in the United States, there were only about 9,000 deceased donors (each of whom can save up to eight lives) and 6,000 living donors (who most often donate a kidney or liver lobe). Today, more than 121,000 people are on waiting lists, roughly 100,000 for kidney transplants, 15,000 for livers, and 4,000 for hearts. And the lists keep getting longer — 3,000 people are added to the kidney list each month. Last year, more than 4,000 people died while waiting for a new kidney; 3,600 dropped off the waiting list because they became too sick to qualify for a transplant.

Although 95 percent of Americans support organ donation, fewer than half of American adults are registered as donors. Research suggests that the number who donate organs after death could be increased greatly. Moreover, surveys indicate untapped support for living donation, too; nearly one in four people have told pollsters they would be willing to donate a kidney to save the life of a friend, community member or stranger. “If one in 10,000 Americans decided to donate each year, there wouldn’t be a shortage,” said Josh Morrison, who donated a kidney to a stranger and founded WaitList Zero, an organization that works to increase living kidney donation.

What could be done to harness people’s generous impulses more effectively to save lives?

One group attacking the question is Organize, which was founded in 2014 by Rick Segal’s son Greg, and Jenna Arnold, a media producer and educator who has worked with MTV and the United Nations in engaging audiences in social issues. Organize uses technology, open data and insights from behavioral economics to simplify becoming an organ donor.

This approach is shaking up longstanding assumptions.

For example, in the last four decades, people have most often been asked to register as an organ donor as part of renewing or obtaining a driver’s license. This made sense in the 1970s, when the nation’s organ procurement system was being set up, says Blair Sadler, the former president and chief executive of Rady Children’s Hospital in San Diego. He helped draft theUniform Anatomical Gift Act in 1967, which established a national legal framework for organ donation. “Health care leaders were asking, ‘How do we make this more routine?’” he recalled. “It’s hard to get people to put it in their wills. Oh, there’s a place where people have to go every five years” — their state Department of Motor Vehicles.

Today, governments allow individuals to initiate registrations online, but the process can be cumbersome. For example, New York State required me to fill out a digital form on my computer, then print it out and mail it to Albany. Donate Life America, by contrast, allows individuals to register online as an organ donor just by logging in with email or a Facebook or Google account — much easier.

In practice, legal registration may be overemphasized. It may be just as important to simply make your wishes known to your loved ones. When people tell relatives, “If something happens to me, I want to be an organ donor,” families almost always respect their wishes. This is particularly important for minors, who cannot legally register as donors.

Using that insight, Organize is making it easier to conduct social media campaigns to both prompt and collect sentiments about organ donation from Facebook, Twitter and Instagram.

If you post or tweet about organ donation, or include a hashtag like #iwanttobeanorgandonor, #organdonor, #donatemyparts, or any of a number of other relevant terms, Organize captures the information and logs it in a registry. In a year, it has gathered the names of nearly 600,000 people who declare support for organ donation. Now the big question is: Will it actually increase organ donation rates?

We should begin getting an idea pretty soon. Organize has been working with the Nevada Donor Network to test its registry. And in the coming months, several other states will begin using it….(More)”

Public Spending, by the People


Public Agenda: “From 2014 to 2015, more than 70,000 residents across the United States and Canada directly decided how their cities and districts should spend nearly $50 million in public funds through a process known as participatory budgeting (PB). PB is among the fastest growing forms of public engagement in local governance, having expanded to 46 communities in the U.S. and Canada in just 6 years.

PB is a young practice in the U.S. and Canada. Until now, there’s been no way for people to get a general understanding of how communities across the U.S. implement PB, who participates, and what sorts of projects get funded. Our report, “Public Spending, By the People” offers the first-ever comprehensive analysis of PB in the U.S. and Canada.

Here’s a summary of what we found:

Overall, communities using PB have invested substantially in the process and have seen diverse participation. But cities and districts vary widely in how they implemented their processes, who participated and what projects voters decided to fund. Officials vary in how much money they allocate to PB and some communities lag far behind in their representation of lower-income and less educated residents.

The data in this report came from 46 different PB processes across the U.S. and Canada. The report is a collaboration with local PB evaluators and practitioners. The work was funded by the Democracy Fund and the Rita Allen Foundation, and completed through a research partnership with the Kettering Foundation.

You can read the findings in brief below, download a PDF of the executive summary, download the full report or scroll through charts and graphics from the report. This report is also part of an ongoing Public Agenda project on participatory budgeting – you can read about the project here.”

Regulatory Transformations: An Introduction


Chapter by Bettina Lange and Fiona Haines in the book Regulatory Transformations: “Regulation is no longer the prerogative of either states or markets. Increasingly citizens in association with businesses catalyse regulation which marks the rise of a social sphere in regulation. Around the world, in San Francisco, Melbourne, Munich and Mexico City, citizens have sought to transform how and to what end economic transactions are conducted. For instance, ‘carrot mob’ initiatives use positive economic incentives, not provided by a state legal system, but by a collective of civil society actors in order to change business behaviour. In contrast to ‘negative’ consumer boycotts, ‘carrotmob’ events use ‘buycotts’. They harness competition between businesses as the lever for changing how and for what purpose business transactions are conducted. Through new social media ‘carrotmobs’ mobilize groups of citizens to purchase goods at a particular time in a specific shop. The business that promises to spend the greatest percentage of its takings on, for instance, environmental improvements, such as switching to a supplier of renewable energy, will be selected for an organized shopping spree and financially benefit from the extra income it receives from the ‘carrot mob’ event.’Carrot mob’ campaigns chime with other fundamental challenges to conventional economic activity, such as the shared use of consumer goods through citizens collective consumption which questions traditional conceptions of private property….(More; Other Chapters)”

 

New York City’s Digital Playbook


New York City Mayor Bill de Blasio: “…The New York City Digital Playbook outlines how we want residents to experience City services and how we will use digital tools to strengthen communities, online and off. The guidance within the Playbook will challenge all of our agencies and service providers to rethink the way they reach New Yorkers.

Our goal is to make our services more accessible, make our operations more transparent, and make it easy and fun to participate in government. In short — we aim to make New York the most user-friendly and innovative city in the world.

We believe that City government should be at New Yorkers’ fingertips and services should be just a swipe or a click away — just like so much of the technology in the rest of our lives. We also know that there are many people in New York City’s incomparable tech and design community who share this goal and want to lend expertise. So, another important goal of the Playbook is to make it easier for civically minded technologists to help us.

How to use the Playbook

This is an internal vision and strategy document that we will immediately begin to implement across government.

You may ask: if it’s an internal document, why share it publicly? A few reasons:

1. Transparency is a central tenet of our work;
2. This is a work in progress that we want to develop and update in the open.
3. We want to know how you think we can make it better.

The Playbook lives on nyc.gov/playbook.

Also, we’re giving a printed “strategy deck,” or set of cards, to staff across the city. Each card has a different principle or strategy printed on the front and key explanations and tips on the back. City leaders will use these cards to plan together and inspire each other when they’re designing new services, or thinking about how to make existing services better….(More)”

Fifty Shades of Open


Jeffrey Pomerantz and Robin Peek at First Monday: “Open source. Open access. Open society. Open knowledge. Open government. Even open food. Until quite recently, the word “open” had a fairly constant meaning. The over-use of the word “open” has led to its meaning becoming increasingly ambiguous. This presents a critical problem for this important word, as ambiguity leads to misinterpretation.

“Open” has been applied to a wide variety of words to create new terms, some of which make sense, and some not so much. When we started writing this essay, we thought our working title was simply amusing. But the working title became the actual title, as we found that there are at least 50 different terms in which the word “open” is used, encompassing nearly as many different criteria for openness. In this essay we will attempt to make sense of this open season on the word “open.”

Opening the door on open

The word “open” is, perhaps unsurprisingly, a very old one in the English language, harking back to Early Old English. Unlike some words in English, the definition of “open” has changed very little in the intervening thousand-plus years: the earliest recorded uses of the word are completely consistent with its modern usage as an adjective, indicating a passage through or an access into something (Oxford English Dictionary, 2016).

This meaning leads to the development in the fifteenth century of the phrases “open house,” meaning an establishment in which all are welcome, and “open air,” meaning unenclosed outdoor spaces. One such unenclosed outdoor space that figured large in the fifteenth century, and continues to do so today, is the Commons (Hardin, 1968): land or other resources that are not privately owned, but are available for use to all members of a community. The word “open” in these phrases indicates that all have access to a shared resource. All are welcome to visit an open house, but not to move in; all are welcome to walk in the open air or graze their sheep on the Commons, but not to fence the Commons as part of their backyard. (And the moment at which Commons land ceases to be open is precisely the moment it is fenced by an owner, which is in fact what happened in Great Britain during the Enclosure movement of the sixteenth through eighteenth centuries.)

Running against the grain of this cultural movement to enclosure, the nineteenth century saw the circulating library become the norm — rather than libraries in which massive tomes were literally chained to desks. The interpretation of the word “open” to mean a shared resource to which all had access, fit neatly into the philosophy of the modern library movement of the nineteenth century. The phrases “open shelves” and “open stacks” emerged at this time, referring to resources that were directly available to library users, without necessarily requiring intervention by a librarian. Naturally, however, not all library resources were made openly available, nor are they even today. Furthermore, resources are made openly available with the understanding that, like Commons land, they must be shared: library resources have a due date.

The twentieth century saw an increase in the use of the word “open,” as well as a hint of the confusion that was to come about the interpretation of the word. The term “open society” was coined prior to World War I, to indicate a society tolerant of religious diversity. The “open skies” policy enables a nation to allow other nations’ commercial aviation to fly through its airspace — though, importantly, without giving up control of its airspace. The Open University was founded in the United Kingdom in 1969, to provide a university education to all, with no formal entry requirements. The meaning of the word “open” is quite different across these three terms — or perhaps it would be more accurate to say that these terms use different shadings of the word.

But it has been the twenty-first century that has seen the most dramatic increase in the number of terms that use “open.” The story of this explosion in the use of the word “open” begins, however, with a different word entirely: the word “free.”….

Introduction
Opening the door on open
Speech, beer, and puppies
Open means rights
Open means access
Open means use
Open means transparent
Open means participatory
Open means enabling openness
Open means philosophically aligned with open principles
Openwashing and its discontents
Conclusion