Proposed Organisational Structure

This is a proposal for an interim organisational structure for Labour Transformed. It is not intended as a permanent structure for the organisation, but gives us a starting point and the democratic structures through which to work out further developments. This structure outlined here will be debated at the meeting on the 25th January. 

  • Local Groups
    • These are the basic, geographically-defined, democratic building blocks of our organisation. Not only do they provide the space to develop meaningful  regional activity, they also provide the means through which members debate and propose national policy and strategy.
    • Ideally these should remain small enough (e.g. maximum ~100 people) that every member can know one another personally and have meaningful collective discussions and relationships.
    • If the organisation is large enough, the local groups will be federated into regional organisation overseen by delegates from the local groups.
    • There will be an ongoing conversation about the relative autonomy of local groups in relation to the national organisation, however local groups can take their own initiatives as long as these are in-line with the principles and strategy of the organisation nationally.
    • New local groups will have to be officially approved at the National Congress.

  • National Congress 
    • This is the ultimate sovereign body of the organisation, responsible for the highest level political, strategic and constitutional decisions.
    • It is composed of elected, recallable delegates from the local (or regional) groups as well as representatives from the main national working groups. 
    • We envisage these roles to be rotated regularly, fostering an active democratic culture within local groups and ensuring that all members can participate in the National Organising Group.
    • Conversation at the National Congress will be set by motions developed within the regional groups, working groups or the National Organising Group. Motions should be circulated in advance to all regional bodies for discussion, input, amendment and debate. Motions should be forwarded to the National Organising Group for inclusion of congress agenda. 
    • The National Congress hopes to reach agreement through consensus decision, if a consensus cannot be reached we will adopt a majority vote of delegates. For decisions on constitutional changes or with particularly significant long-term implications, a higher threshold for agreement will be necessary (e.g. a two thirds majority).
    • We would suggest that the National Congress tries to meet every two months, while the locations of these meetings should be rotated around the country.

  • The National Organising Group
    • It oversees practical and administrative issues at the national level. 
    • While the national congress is responsible for setting the organisation’s overall policy and strategic direction, the National Organising Committee handles the day-to-day administration and coordination of this work in between meetings of the National Congress. It is elected by and accountable to the organisation’s National Congress.
    • Any member on Labour Transformed can be elected to the National Organising Group. Elections to the National Organising Group will be held at regular intervals. 
    • At present an interim organising group, made up of the original proponents of Labour Transformed is undertaking the above work (coordinating national meetings, circulating emails, proposing structures, etc). We envisage this group to continue in these tasks, until at such a point when the regional groups are established and regional delegates can be appointed with the voting powers for a national congress.  We hope this task will be completed within the first year if not sooner. 

  • Working Groups
    • These are created on a case by case basis to fulfill or oversee particular tasks.
    • They have no set constitutional powers besides what is delegated to them from the other parts of the organisation.
    • Their size, structure and methodology can vary wildly depending on their purpose and requirements.
    • Some of them may be permanent and important, others may be created and dissolved on an ad-hoc basis for the duration of particular projects or events.
    • A working group may be a sub-division of another part of the organisation (e.g. a local group or the national congress), or it may overlap and co-ordinate across different parts of the organisation.
    • Each working group should have a clear line of accountability to another part of the organisation, but the specifics of this will vary depending on the working group.
    • Each working group will have a secretariat (the form this takes will vary dependent on the size and function of the working group). 

  • Membership
    • Every member of the organisation represents themselves in a personal capacity. Nobody should be present as a representative for another organisation, and nobody should be a member of another democratic centralist cadre organisation.
    • Every member is expected to be active in the organisation – in principal members should be engaged in both practical work, and in the political, strategic and theoretical discussions. There should be no ‘paper members’.
    • In line with our desire to create a fully active, politically engaged membership, those who do not continue to meet the requirements of membership – whether through their own inactivity or inappropriate conduct – will have their membership status reviewed.
    • Every member will be a part of the local group for their area and should be active in at least one working group.
    • Every member of the organisation has to be a member of the Labour Party.
    • Every member will pay a monthly subscription fee towards the costs of running the organisation. This money will be shared between the regional groups and the national organisation – e.g. at a 50/50 ratio.
    • Members affiliate to the organisation through an online application process. 
    • Membership entitles individuals to full participation of the democratic structures of the organisation and access to all of our internal communications (e.g. online forum, etc).  

  • We will obviously need to develop a thorough and effective complaints process independent of national political structures. Given the importance of getting such a process right, rather than present a rushed and inadequate proposal now, we will have to work it out collectively.
  • We recognise the importance of diversity and representation, so will need to have processes in place to ensure the diversity of our membership is represented at all levels of the organisation and that issues of inclusivity and the concerns of marginalised groups are taken seriously.