Sunday, 14 May 2017

The role of GSR at Intergroup

The role of GSR at Intergroup:
  • The GSR, attending Intergroup, becomes a member of a single spiritual entity. To understand the work of the GSR, one must understand the work of that spiritual entity.
  • Intergroup has three main roles: (i) to act as a link in the chain between AA as a whole and the individual group and its members; (ii) to facilitate public information work; (iii) to run internal AA events and take care of other internal matters of importance beyond group level.
  • Under Concept I, the ultimate authority for AA resides in the groups and their members. Under Concept II, a chain of delegation is established between this ultimate authority and the actual doers, who have delegated authority. This is like the relationship between the brain and the hands. This delegated authority is exercised by the people who perform the actual general service work in AA, whether it answering telephones or performing PI work. The GSR is the first and most important link in this chain, as without a GSR the group is detached from AA as a whole.
  • Preparation for being a GSR: a GSR must be well-read in AA literature, particularly on the Traditions, the Concepts, AA history, and AA service literature; a GSR should be sponsored by someone with extensive service experience; if the GSR’s sponsor does not have this experience, there should be someone further up the sponsorship chain able to provide service sponsorship, or another service sponsor can be taken on; the GSR should be a weekly attendee of the group and know the group’s ethos and its members sufficiently well to be able to make decisions on its behalf at Intergroup, even when the material presented at Intergroup is novel and has not been discussed at group level. There is not always time to refer every detail back to groups, and the GSR has to be able to think on her or his feet.
  • In AA as a whole, the General Service Conference has the final decision respecting large matters of general policy and finance; however, the General Service Board (GSB) has the chief initiative and takes active responsibility for these matters. General policy and finance means ‘what we want to do, and how much money we want to spend on it’. (Tradition VI)
  • The GSB plans and administrates its committee activities, but acts as stockholder to its corporations, so elects directors and then exercises oversight. (Tradition VIII)
  • Intergroup performs all three functions: (i) it covers general questions of policy and finance, akin to Conference; (ii) it has the chief initiative for projects and takes active responsibility for them, akin to the GSB, so that would include Intergroup’s PI activities; (iii) it exercises custodial oversight in relation to separately incorporated entities, e.g. financially ring-fenced conventions, where the actual running is left to the convention committee, and Intergroup merely oversees, intervening only when there is a serious problem affecting policy or finance (e.g. primary purpose, other traditions issues, or over-spending).
  • The GSRs role with these three is to be part of the Intergroup, acting as a single spiritual entity, (i) taking full responsibility for decisions on overall policy and finance; (ii) overseeing PI activities whilst trusting the PI officers to take care of the detail (Concept III—right of decision); (iii) exercising more remote oversight of conventions etc., in relation to which interference should be very rare.
  • Under Concept VIII, individual officers, committees, and directors are appointed by the GSB, and this applies at Intergroup; the Intergroup appoints officers, PI committees (e.g. Crisis at Christmas committees), and financially ring-fenced convention committees; under Concept XI, the aim is to appoint the best possible people to do the work required, with reference not just to AA skills but also to external experience, e.g. financial, management, leadership, technical, or administrative experience. To do this, we need to know the candidates. AA CVs need to be scrutinised, individuals, questioned, and concerns, raised. The best person for the job needs to be chosen.
  • The GSR’s job is also to collate service opportunities based on information learned at Intergroup. Some of these are recurring (e.g. telephone service) whilst others are non-recurring (e.g. particular vacancies). These opportunities could be at national, supra-regional, Regional, Intergroup, or more local level. These opportunities need to be presented weekly or monthly to the group.
  • The GSR can report news of the group to the rest of Intergroup. Such news includes temporary or permanent relocations and special or recurring events.
  • Conference Questions: every year, AA’s General Service Conference discusses questions and topics chosen by a committee out of all those submitted by members, groups, Intergroups, Regions, and other entities within AA. These must be discussed at group level, and the findings must be collated and presented at the London Region (North) Pre-Conference Assembly to the six Conference Delegates who represent the Region at the General Service Conference. At the Post-Conference Assembly, the Conference Delegates then report back to the GSRs the main decisions made at Conference, and these in turn are reported back to Groups.
  • GSRs are the main pool for taking on service at Intergroup. When there is a vacancy for an officer’s role at Intergroup, this vacancy should be brought to the attention of the group but the GSR should also consider taking up that vacancy herself or himself. Directly approaching potential good candidates is an important part of the GSR’s role. Many vacancies get filled in this way, rather than by someone spontaneously volunteering.

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