In order for your market to be transparent, compliant and accountable, you will need to define your principles and policies and be clear about your management model.
It is important that whatever management model you adopt there is a written document setting out the terms of the arrangements. In particular you should identify the key personnel and describe their roles and responsibilities
Membership & Committee
You are encouraged to embrace all stakeholders within the management framework of the market allowing individuals and groups a say in how the market is governed. This will build support for the market and ensure it moves forward in an effective way.
You might consider setting up “Friends of the Market” which can give your community a sense of ownership of the market and also it establishes an additional group of people willing to help on a regular basis with different aspects of running the market.
A constitution will set out the aims and rules by which your market is governed, defining what it is going to do and how it is going to do it. It is important that your market is democratic and accountable, with clear procedures for decisions.
It is sometimes useful to consider constitutions put together by other organisations and samples can be found on the Government website – Community Interest Companies: Model Constitutions at https://www.gov.uk/government/publications/community-interest-companies-constitutions.
A typical constitution will cover the following areas:
Name of organisation
Committee and officers
AGM and other meetings
Rules and procedure
Changes to the constitution
In any new group there is an initial burst of enthusiasm to get things going but here are a few things to look out for should problems start to arise.
Too small a group
It is often the case when starting out on a new project that a few dedicated people will come together to achieve the aims set out to make it happen and market committees are no exception. By welcoming new people to the group you are less likely to have a committee that gets burnt out or worse, find holes in the organisation that are hard to fill at short notice.
One of the biggest reasons for people leaving a group are meetings that waste precious time and achieve little. Large groups of people all wanting a voice do little for progress, so while you do not want your committee to be so small that you are vulnerable to burn out, you also need to be mindful of people actually having a role to play.