If what you're referencing is the complaints process, then, yes. I wouldn't want to be in that role. I wouldn't want to be the person who, on the one hand, has to be constantly showing that I'm respecting the independence of my board members, and then when I get a complaint, what am I supposed to do with it?
I think that is reflected in some of the strangeness of how these complaints get handled. I file a complaint and nothing happens with it for a really long time. I can't get any transparency on where it's going. Then I get a letter saying the complaint won't be decided because this person's not working here anymore. I don't know what that means—whether they took a lateral transfer to another civil service position, or if they had a contract that wasn't renewed.
That quiet way of dealing with things doesn't give us or the institution any lesson. Was something done wrong or not? If so, can we learn from it and improve? I think that might touch on the problem of how you say you're making a decision on this and you're going to uphold a valid complaint.