1 Handout #1: Organizational Assessment Completed by: Date: 1. The current mission statement is appropriate over the next 2-4 years. Yes No 2. The organization has an effective strategic plan. Yes No 3. The organization s current programs and services meet its objectives. Yes No 4. The organization effectively raises funds to accomplish its goals. Yes No 5. Fundraising responsibilities are spread between board and staff members. Yes No 6. The organization is financially sound. Yes No 7. The organization s current staff structure can sustain the organization for the next 1-2 years. Yes No 8. Staff roles are clearly defined and understood. Yes No 9. The organization dedicates sufficient resources to staff s professional development. Yes No 10. The current staff works well together, and morale is high. Yes No 11. The board is engaged in setting the organization s priorities and direction. Yes No 12. The board members roles are clearly defined and understood. Yes No 13. The board assesses the chief executive s performance in a clear and fair way. Yes No
3 Handout #3: Emergency Succession Plan For (Organization Name) Leadership plays an essential role in the success of a nonprofit organization. And a change in Chief Executive leadership is as inevitable as the passing of time. This document will help a nonprofit organization recognize that planning for unplanned or temporary leadership change is a best practice in line with other plans nonprofits regularly complete (e.g., strategic plan, communications plan, fundraising plan). An Emergency Succession Plan can bring order in a time a time of turmoil, confusion and high-stress. This is a template. Feel free to adapt to make it appropriate for your organization. Action items or areas for tailoring are noted with a line or a symbol. The term Executive Director is used throughout this document to address the Chief Paid Staff Member. Should your organization use a title other than Executive Director, feel free to use the title as directed by your organization s bylaws or practice. May this process bring your organization peace of mind in your day-to-day work. Disclaimer Statement: This document is provided as guidance for a nonprofit organization facing a change in leadership. It should not be regarded as a substitute for legal advice or counsel. The advice of a competent attorney should be sought any time a nonprofit is considering policy changes or activities that may affect the legal status or liability exposure of the organization.
4 The Board of Directors of (Organization Name) recognizes that this is a plan for contingencies due to the disability, death or departure of the Executive Director. If the organization is faced with the unlikely event of an untimely vacancy, (Organization Name) has in place the following emergency succession plan to facilitate the transition to both interim and longer-term leadership. The Board of (Organization Name) has reviewed the job description of the executive director. The job description is attached. The board has a clear understanding of the Executive Director s role in organizational leadership, program development, program administration, operations, board of directors relationships, financial operations, resource development and community presence. Succession Plan in Event of a Temporary, Unplanned Absence: Short- Term A temporary absence is one of less than three months in which it is expected that the Executive Director will return to his/her position once the events precipitating the absence are resolved. An unplanned absence is one that arises unexpectedly, in contrast to a planned leave, such as a vacation or a sabbatical. The Board of Directors is authorized (or authorizes the Executive Committee) of (Organization Name) to implement the terms of this emergency plan in the event of the unplanned absence of the Executive Director. In the event of an unplanned absence of the Executive Director, the Deputy Director (or other highest ranking staff member) is to immediately inform the Board Chair (or highest ranking volunteer board member) of the absence. As soon as it is feasible, the Chair should convene a meeting of the Board or Executive Committee (choose one) to affirm the procedures prescribed in this plan or to make modifications as the Committee deems appropriate. At the time that this plan was approved, the position of Acting Executive Director would be: Name, Title. Should the standing appointee to the position of Acting Executive Director be unable to serve, the first and second back-up appointees for the position of Acting Executive Director will be: (1) Name Title and (2) Name Title. If this Acting Executive Director is new to his/her position and fairly inexperienced with this organization (less than months/years), the Executive Committee or Board of Directors (circle one) may decide to appoint one of the back-up appointees to the acting executive position. The Executive Committee or Board of Directors (circle one) may also consider the option of splitting executive duties among the designated appointees.
5 Authority and Compensation of the Acting Executive Director The person appointed as Acting Executive Director shall have the full authority for decision-making and independent action as the regular Executive Director. The Acting Executive Director may be offered: (check one) A temporary salary increase to the entry-level salary of the executive director position A bonus of $ during the Acting Executive Director Period. No additional compensation. Board Oversight The board member(s) or board committee (circle one) responsible for monitoring the work of the Acting Executive Director shall be (list by name or office). (but not be limited to) government contract officers, foundation program officers, civic leaders, major donors and others (please specify):. Completion of Short-Term Emergency Succession Period The decision about when the absent Executive Director returns to lead (Organization Name) should be determined by the Executive Director and the Board Chair. They will decide upon a mutually agreed upon schedule and start date. A reduced schedule for a set period of time can be allowed, by approval of the Board Chair, with the intention of working their way back up to a full-time commitment. The above named people will be sensitive to the special support needs of the Acting Executive Director in this temporary leadership role. Communications Plan Immediately upon transferring the responsibilities to the Acting Executive Director, the Board Chair (or highest ranking Board member) will notify staff members, members of the Board of Directors and key volunteers of the delegation of authority. As soon as possible after the Acting Executive Director has begun covering the unplanned absence, Board members and the Acting Executive Director shall communicate the temporary leadership structure to the following key external supporters of (Organization Name). This may include Succession Plan in Event of a Temporary, Unplanned Absence: Long-Term A long-term absence is one that is expected to last more than three months. The procedures and conditions to be followed should be the same as for a short-term absence with one addition: The Executive Committee or Board of Directors (circle one) will give immediate consideration, in consultation with the Acting Executive Director, to temporarily filling the management position left vacant by the Acting Executive Director. This is in recognition of the fact that for a term of more than three months, it may not be reasonable to expect the Acting Executive Director to carry the duties of both
6 positions. The position description of a temporary manager would focus on covering the priority areas in which the Acting Executive Director needs assistance. Completion of Long-Term Emergency Succession Period The decision about when the absent Executive Director returns to lead (Organization Name) should be determined by the Executive Director and the Board Chair. They will decide upon a mutually agreed upon schedule and start date. A reduced schedule for a set period of time can be allowed, by approval of the Board Chair, with the intention of working the way up to a full-time commitment. Succession Plan in Event of a Permanent Change in Executive Director returning to the position. The procedures and conditions should be the same as for a long-term temporary absence with one addition: The Board of Directors will appoint a Transition and Search Committee within (add number) days to plan and carry out a transition to a new permanent executive director. The Board will also consider the need for outside consulting assistance depending on the circumstances of the transition and the board s capacity to plan and manage the transition and search. The Transition and Search Committee will also determine the need for an Interim Executive Director, and plan for the recruitment and selection of an Interim Executive Director and/or permanent Executive Director. A permanent change is one in which it is firmly determined that the Executive Director will not be Checklist for Acceptance of All Types of Emergency Succession Plans Succession plan approval. This succession plan will be approved by the Executive Committee and forwarded to the full Board of Directors for its vote and approval. This plan should be reviewed annually. Signatories. The Board Chair, the Executive Director, the deputy director or human resources administrator and the Acting Executive Director shall sign this plan, and the appointees designated in this plan. Organizational Charts. Two organizational charts need to be prepared and attached to this plan. Prepare and attach an organizational chart reflecting staffing positions and lines of authority/reporting throughout the
7 organization. Prepare and attach a second organizational chart that reflects how that structure will change within the context of an emergency/unplanned absence of the Executive Director. Important Organizational Information. Complete the attached Information and Contact Inventory and attach it to this document. Also attach a current list of the organization s board of directors. Copies. Copies of this Emergency Succession Plan along with the corresponding documentation shall be maintained by The Board Chair, the Executive Director, the Acting Executive Director Appointee, the human resources department, and the organization s attorney.
8 Information and Contact Inventory for (Organization Name) Knowing where your organization s key information is located is critical so that if an emergency succession should occur, your organization would be able to quickly continue work in the most efficient and effective way. Nonprofit Status Onsite Location Offsite Location Online URL IRS Determination Letter IRS Form 1023 Bylaws Mission Statement Board Minutes Corporate Seal Financial Information Employer Identification Number (EIN) #: Current and previous Form 990s Current and previous audited financial statements Financial Statements (if not part of the computer system and regularly backed-up) State or District Sales-Tax Exemption Certificate Blank Checks Computer passwords Donor Records Client Records Vendor Records Volunteer Records* *Note: Nonprofits that are heavily volunteer-based may need to know the following information about their volunteers who they are, how to contact them (home/work phone, , cell, etc.), where they live/work, expertise, special skills, or any information related to their usefulness or willingness to help the agency (for example, volunteer Jane Doe can walk to our satellite office, lift heavy boxes and knows CPR). Auditor Name: Phone Number/
9 Bank Name(s): Account Numbers: Branch Representative(s): Phone Number: Fax: Investments Financial Planner / Broker Company Representative Name: Phone Number: Who is authorized to make transfers? Who is authorized to make wire transfers? Are there alternatives? Who are the authorized check signers? Is there an office safe? Who has the combination/keys? Legal Counsel Attorney Name: Phone Number:
10 Human Resources Information Onsite Location Offsite Location Online URL Employee Records/ Personnel Info* *Names, home addresses, phone numbers, , emergency contacts, etc. I-9s Payroll Company Name: Account Number: Payroll Rep: Phone Number: Facilities Information Office Lease (for renters) Building Deed (for owners) Building Management Company Name: Contact Name: Phone Number/ Office Security System Company Name: Account Number Representative Phone Number/ Broker Phone Number/
12 Disability Insurance (long-term) Representative Phone Number/ Broker Phone Number/ Life Insurance Representative Phone Number/ Broker Phone Number/ Dental Representative Phone Number/ Broker Phone Number/ Long Term Care Representative Phone Number/ Broker Phone Number/ Retirement Plan Representative Phone Number/ Broker Phone Number/
13 Date of Completion for Information and Contact Inventory: Name of Person Completing Document: The Emergency Succession Plan and the supporting documents (the information and contact inventory, job descriptions, and organizational charts) should be reviewed and updated annually. Signatures of Approval Organization Name Board Chair Date Individual Selected as Acting Executive Director Executive Director Date Acting Executive Director s Current Title Date Dep. Dir/HR Dir/Other staff member Date We acknowledge the leadership of Transition Guides (notably Tom Adams and Don Tebbe, as well as plan guidance from Karen Gaskins Jones, and Victor Chears) in guiding The Center for Nonprofit Advancement in grasping the impact of Succession Planning and Executive Transitions. Additional thanks to Troy Chapman of the Support Center for Nonprofit Management of New York City, Tim Wolfred of CompassPoint Nonprofit Services for their guidance on the development of this document. The Information and Contact Inventory document is adapted by permission from the Nonprofit Coordinating Committee of New York City. Temp 42006
14 Handout #4: Sample Transition Process & Timeline Event Responsible Party Date Comments/Notes Resignation notice provided to Board of Directors Board/ED discuss departure Appoint Transition Committee and Transition Committee Chair Plan departure announcement(s) Announce departure to staff Announce departure publicly Conduct strategic review to assess agency s structure and current plan Create job profile & search plan Establish outreach & review/interview processes Launch search (posting and outreach) Plan on- boarding process Collect and review resumes (respond to conclude or move applicants forward) Conduct round one interviews Identify semifinalists Facilitate meetings between semifinalists and staff Elicit staff feedback Recommend finalists to Executive Committee Conduct round two interviews Determine finalist ED ED & Executive Committee Board ED & Transition Committee ED & Board Chair ED & Board Chair Board Transition Committee Transition Committee Transition Committee Transition Committee Transition Committee Transition Committee Transition Committee Transition Committee & Senior Staff Transition Committee Transition Committee Executive Committee Executive & Transition Committees
15 Conduct reference checks Board meets to ratify selection Present final offer and date to accept Announce new executive Embark on orientation / post- hire process Plan goals and objectives Engage with ED in check- in review Conduct three and six- month evaluations of executive Conduct annual performance evaluation of executive Transition Committee Chair Board Board Chair Board Chair Incoming ED, various members of the Executive Committee & Senior Staff ED & Executive Committee Board Chair & ED Executive Committee Executive Committee
16 Handout #5: Sample Job Description ORGANIZATION Nonprofit is committed to serving homeless youth around the world. Nonprofit works to meet the immediate needs of homeless youth, while working toward a future in which every child may be afforded safe, stable housing. To accomplish this mission, we engage in direct service, research and advocacy. Nonprofit currently operates out of two locations. Our US office assumes primary responsibility for fundraising, program development, research and advocacy, and coordinates the strategic development of the entire organization. The US office houses the Executive Director, a part- time program director, and a variety of interns and volunteers. POSITION SUMMARY The Executive Director reports and is responsible to the Board of Directors and serves at the pleasure of the Board of Directors. The Director is responsible for Nonprofit s consistent achievement of its mission and financial objectives. The Director is responsible for developing a long- term vision and strategy for the organization in conjunction with the Board of Directors, and seeking and securing funding for continued operations and growth according to the strategic plan. The Director works out of our US office and collaborates with staff internationally to accomplish organizational goals. RESPONSIBILITIES Organization Development and Administration Ensure that the organization has a long- range strategy which achieves its mission, and toward which it makes consistent and timely progress Provide leadership in developing organizational, financial, and program plans with the Board of Directors and staff, and supervise the implementation of plans and policies Assume responsibility for gift processing and donor management tasks, leveraging volunteers and interns Fund Development Prepare annual development plan for meeting financial goals Research and pursue new funding opportunities (individuals, foundations, corporations, churches, etc.), with special focus on developing and maintaining major gifts program Cultivate, manage, steward and track relationships with all donors and prospects
17 Budget and Finance Ensure that adequate funds are available to permit the organization to carry out its work Develop and maintain sound financial practices and ensure accurate monthly/annual financial reports are prepared and submitted to the board, regulatory agencies and funders as required Work with the staff and board to prepare an annual budget; see that the organization operates within budget guidelines Communications See that the board is kept fully informed on the condition of the organization and all important factors influencing it; facilitate board meetings and board communications along with the board chair Represent the programs and point of view of the organization to other agencies and the general public; pursue opportunities for speaking engagements to advance the mission of the organization Establish partnerships and cooperative agreements with other agencies, community groups and institutions This position represents a unique and exciting opportunity for a competent, driven professional with advanced fundraising and management expertise to work on behalf of marginalized and abused children. Applicants must be passionate about social justice, able to communicate effectively with a variety of stakeholders in the US and abroad, self- motivated and independent, and willing to tackle both high- level and maintenance tasks as needed. Demonstrated commitment to social justice and passion for assisting disadvantaged youth Bachelor s degree required, advanced degree preferred Established fundraising, organizational leadership and management skills (minimum of 7 years experience) with available references to support success in each area Exceptional writing skills Exceptional time- management, project- management and organizational skills Ability to multi- task Exceptional writing skills Strong inter- personal skills, affinity for networking, and demonstrated high level of confidence and poise in front of others The ideal candidate is fluent in English and capable of communicating at a high level in Spanish
18 Handout #6: Sample Executive Director Selection Criteria Name: Date: Your Initials: Provide a rating for each criterion on a scale of 1-10, with 1 being Very Weak and 10 being Outstanding. Selection Criteria Commitment to Mission & Vision Commitment to the organization s mission, vision, and constituencies served Core Qualifications Education and expertise in field (i.e. programs, advocacy, experience with the population served) Leadership Ability and experience in organizing, mentoring, and leading professional teams Project Management Ability and experience in managing multiple, diverse projects and priorities. Strength in systems/process design and management. Entrepreneurship & Strategic Planning Ability in goal- setting, planning, and implementation of innovative strategies that will support the organization s mission and vision Communication Ability to communicate effectively with different styles and to different audiences. Ability to raise organization s profile and build new relationships. Financial Management Evidence of strong financial literacy and ability to provide necessary oversight Board Experience Record of effective partnership with boards and ability to support board s work and development Fundraising Knowledge of nonprofit development principles and ability to provide leadership in important fundraising efforts Rating (1-10) Comments Additional Comments and/or Follow- Up Questions:
19 Handout #7: Sample On- Boarding Checklist Organization/ Departmental Overview New hire welcome kit Vision & mission statements Agency goals & objectives Organization charts New employee orientation programs Job Expectations Training requirements Job descriptions Job expectations Individual goals and objectives Performance management system Governance Meeting Schedule Who chairs what committees Role of ED at meetings Voting privilege Policies and Procedures Safeguarding confidential information Protection of organization assets Health and safety program Drug / alcohol abuse policy Complaint resolution Contingency plans Affirmative action & harassment policies Internal job posting practices Overtime pay policies Vacation & holiday practices Retirement and insurance programs Budget/Financial Planning Schedule of finance meetings Budgetary/Finance issues
20 Signing authority Check writing Administrative / Housekeeping Items Work hours Dress code Building / facility tour Recycling / green practices Inclement weather practices Corporate news / bulletin boards Emergency contact information Local emergency telephone numbers / internet use Payroll sign- up actions Emergency Plan Operational things a new manager/ed needs to know Day- to- day activities and duties Upcoming calendar and preparations Where everything is located Fundraising / development Who are key stakeholders and what are the relationships? Recent organizational history Current threats, problems and opportunities Helping the new ED get off on the right foot Make introductions to all Board members, key employees, stakeholders Provide opportunity for social interaction with Board members Assign one or a small number of Board members as temporary coaches To the extent possible, make sure the new ED understands the culture of the Board and of the organization Note: We have sought to make this particular checklist appropriate for a senior management or ED situation. For lower level positions you will likely want to drop some items and add others.
Emergency Succession Plan For (Organization Name) Leadership plays an essential role in the success of a nonprofit organization. And a change in Chief Executive leadership is as inevitable as the passing
Emergency Backup Succession Plan Note: When developing a backup plan for the CEO or other executive team staff, you will need a copy of the job description and agency organizational chart. In addition,
The Third Sector Company, Inc. Nonprofit Succession Planning Fostering a Culture of Leadership Continuity To Advance Your Mission Participant s Workshop Guide Our Starting Place: The Succession Self-Assessment
Section 1: Succession Policy SUCCESSION PLAN CEO Succession Plan Policy A change in executive leadership is inevitable for all organizations and can be a very challenging time. XXX has created a CEO Succession
The Children's Museum of Memphis SUCCESSION PLAN Introduction The Children s Museum of Memphis recognizes the importance of planning for the future success of the organization including a smooth transition
Plan, direct, and coordinate human resource management activities of the NHBP Tribal government organization to maximize the strategic use of human resources and maintain functions such as employee compensation,
USBC Onboarding Program Module 2: Orientation to the USBC Board of Directors 2014. Not to be distributed or reproduced without the express permission of BoardSource. 1 Welcome to the USBC Board of Directors!
EXECUTIVE SUCCESSION PLAN PLANNING AND PREPARATION The Board of Directors and Management of Lacamas Community Credit Union (LCCU) recognize that a realistic Succession Plan is critical to the future of
www.simonejoyaux.com Simone P. Joyaux, ACFRE Performance Appraisal Process for the CEO 1 Note: This process and appraisal tool along with Joyaux CEO job description applies, in general to any organization.
NONPROFIT BOARD BASICS CHECK-UP For each of the statements below, please check the appropriate box. If there is an item or section that does not apply to your organization, cross out that line or section.
Board Development (Not bored of development) PARTICIPANT WORKBOOK Created and facilitated by: Lynda Gerty, Engagement Director Last update March 2014 2014 Property of Vantage Point Not to be reproduced
COHERENT, INC. Board of Directors Governance Guidelines Effective: December 12, 2013 1. Mission of the Board The Board of Directors (the Board ) has the ultimate responsibility for the well being of the
Introduction National Network of Fiscal Sponsors Guidelines for Comprehensive Fiscal Sponsorship Fiscal sponsorship has evolved as an effective and efficient mechanism for starting new nonprofits, seeding
The Third Sector Company, Inc. Nonprofit Succession Planning Fostering a Culture of Leadership Continuity To Advance Your Mission Participant s Workshop Guide Succession Planning - 2-2014, The Third Sector
Board of Directors Handbook Bruce Lev Chairman of the Board Annora Gilman Chair, Leadership Committee David Newman Executive Director Welcome to the Hofstra Hillel Board of Directors Welcome to the Board
Resurrection Metropolitan Community Church Church Administrator Position Description and Purpose Reports to: Senior Pastor Supervises: Operation Staff and Volunteer Team Leads Part of: Executive Team Revised:
GUIDE TO THE AMIA BOARD OF DIRECTORS This guide provides information for AMIA Members about the AMIA Board of Directors. It is hoped that AMIA members considering running for a position on the Board will
If you were suddenly injured and unable to work, would the leaders of your board or your management team know the following? QUESTION 1. Does your organization have an emergency succession plan that outlines
About CASA CASA is a Community Benefit Organization, tax-exempt 501(c) 3 corporation established to advocate for abused and neglected children in the Juvenile Court process. CASA provides abused and neglected
Corporate Governance Guidelines of Apartment Investment and Management Company Adopted as of March 8, 2004 (last updated July 2010) Corporate Governance Guidelines of Apartment Investment and Management
Governance Guideline SEPTEMBER 2013 BC CREDIT UNIONS www.fic.gov.bc.ca INTRODUCTION The Financial Institutions Commission 1 (FICOM) holds the Board of Directors 2 (board) accountable for the stewardship
Succession Planning A Standards for Excellence Educational Resource Bulletin The Arc of the United States 1825 K Street, NW, Suite 1200 Washington, DC 20006 Phone: 202-534-3700 www.thearc.org 2014, Standards
Human Resources 2014 2015 REORGANIZATION 1 Table of Contents I. Our Focus 3 II. How We Get There 4 III. Organizational Charts 5-9 IV. Summary of Reorganization 10-13 V. Buckets of Work for 2014-2015 13
PURPOSE: Salt Lake Community College values and endorses strong and effective academic leadership, and first tier academic leadership, Associate Deans (ADs), are the foundation for strong and effective
INTEGRATED SILICON SOLUTION, INC. CORPORATE GOVERNANCE PRINCIPLES Effective January 9, 2015 These principles have been adopted by the Board of Directors (the "Board") of Integrated Silicon Solution, Inc.
Contents 2 Introduction 2 The Mission of the Board of Directors 2 Guidelines for Corporate Governance ADOBE CORPORATE GOVERNANCE GUIDELINES 2 Selection of the Board 3 Board Leadership 3 Board Composition,
SUN LIFE FINANCIAL INC. CHARTER OF THE BOARD OF DIRECTORS This Charter sets out: 1. The duties and responsibilities of the Board of Directors (the Board ); 2. The position description for Directors; 3.
GLOBAL FINANCIAL PRIVATE CAPITAL Job Description JOB TITLE: Client Relationship Manager Reports To: Financial Advisor Exempt Prepared by: ADP Resource June 10, 2014 SUMMARY This position is primarily responsible
ORIENTATION: WHAT YOU NEED TO KNOW Nonprofit Association of Oregon/ TACS TO SERVE ON A NONPROFIT BOARD Marc Smiley October 12, 2010 www.decision2.com email@example.com Marc Smiley is a Partner with the
NCR Corporation Board of Directors Corporate Governance Guidelines Revised January 20, 2016 NCR s Board of Directors is elected by the stockholders to govern the affairs of the Company. The Board selects
Nonprofit Executive Directors & Leadership Challenges, Opportunities and Successes Community Foundation of Sarasota County 2635 Fruitville Road, Sarasota FL 34237 www.cfsarasota.org Nonprofit Executive
GLOBAL FINANCIAL PRIVATE CAPITAL, LLC Job Description JOB TITLE: Compliance Director SUMMARY: This position is primarily responsible for serving as the manager and supervisor within the Compliance Department
SELF-ASSESSMENT TOOL FOR NONPROFIT ORGANIZATIONS Name of organization: Directions: This checklist is designed to be completed by the Executive Director and Chairperson of the Board. Please discuss each
Indiana Arts Commission 1) Definition: Management means a variety of activities conducted by the regional arts partner organization staff that are not identifiable with any one primary organizational function
Organizational Structure DESCRIPTION OF GOVERNANCE STRUCTURE Currently, the principal has direct responsibility for the organizational structure, management and programming of the local school. There are
Vacancy Announcement Swe Tha Har Social Services is a national peace organization and committed to promote peace justice and development among diverse ethnic and religious communities through peace education,
STT ENVIRO CORP. (the Company ) CHARTER OF THE CORPORATE GOVERNANCE AND NOMINATING COMMITTEE PURPOSE AND SCOPE As amended by the Board of Directors on May 10, 2012 The primary function of the Committee
STANCORP FINANCIAL GROUP, INC. CORPORATE GOVERNANCE GUIDELINES The business and affairs of StanCorp Financial Group, Inc., an Oregon corporation, (the Company ) are managed under the direction of its Board
In cooperation with: New York State Child Care Coordinating Council and the New York State Association for the Education of Young Children Competencies The Children s Program Administrator Credential of
Board Governance and Best Practice Checklist Developed in consultation with www.creativeoptionc.com This tool was designed to help nonprofit organizations assess their organizational capacity against a
ACADEMIC GOVERNANCE I. Central Role of Planning. Planning is a critical element in successful academic governance. Without agreed-upon goals, it is impossible to make progress or measure performance. A.
Manage and Automate PeopleSoft Applications and Business Processes: Employee Onboarding, Personnel Actions, and Procure-to-Pay Doris Wong, CEO Dan White, VP of Product Strategy SNUG Farmington, CT October
WHAT YOU NEED TO KNOW Planning Ahead for CEO Succession January 2008 Planning Ahead for CEO Succession In a 2003 study of community foundation CEOs, more than half of the CEOs surveyed anticipated leaving
Corporate Governance Guidelines of Kenon Holdings Ltd. Adopted as of September 17, 2014 Corporate Governance Guidelines of Kenon Holdings Ltd. The following Corporate Governance Guidelines have been adopted
BOARD MANUAL SUBJECT: SECTION: Board Processes NUMBER: 2-D-18 APPROVED BY: Board of Directors DATE: May 25, 2011 REVISED/REVIEWED: Table of Contents 1. Recruitment and Selection of New Directors... 2 2.
HUMAN RESOURCES DIRECTOR TOWN OF MANSFIELD The Town of Mansfield, MA seeks a Human Resources professional to provide HR services to approximately 800 full-time and seasonal staff for both the municipal
Detroit School District Office of Talent Management firstname.lastname@example.org Deputy Executive Director, Accounts Payable & Payroll Detroit Public Schools invites qualified and interested candidates to
ORGANIZATIONAL ASSESSMENT TOOL (OAT) for Full Drucker Self-Assessment Process Please return to: United Way of Allegheny County / Agency Relations / P.O. Box 735 / Pittsburgh, PA 15230-0735 Date the Drucker
BYLAWS CALIFORNIA STATE UNIVERSITY, DOMINGUEZ HILLS FOUNDATION A CALIFORNIA NON-PROFIT PUBLIC BENEFIT CORPORATION ARTICLE I CORPORATE SEAL The corporate seal shall consist of a circle, having at its circumference
POLICY SECTION: SUB-SECTION: POLICY NAME: POLICY NO: Board of Trustees Director Performance Appraisal: Director of Education H.C.06 Date Approved: September 26, 2013 Date of Next Review: September 2015
The online version of this document is controlled. Therefore, all printed versions of this document are unofficial copies. QUALITY MANAGEMENT SYSTEM MANUAL 6901 Charles Street Towson, Maryland 21204 Manual
MUTUAL OF OMAHA INSURANCE COMPANY CORPORATE GOVERNANCE STANDARDS The Board of Mutual of Omaha Insurance Company (the Corporation ) has adopted these corporate governance standards to further its longstanding
BOARD AND CEO ROLES DIFFERENT JOBS DIFFERENT TASKS Introduction Local boards of trustees and chief executive officers play different roles and have different responsibilities in leading their districts.
1 VISION: We will create an academic home for advanced and creative learning, cultivate personal and standards-based excellence and leadership ability, and serve as a resource center for the gifted community
J O B D E S C R I P T I O N Job Title: Location: Department: Reports To: FSLA Status: Director of Property Management Sacramento Property Management Chief Executive Officer Exempt (professional) Updated:
Making the Most of Your Board and Its Members How do you use the expertise of your trustees to the fullest and maximize the potential of your charity? There are many ways to make this happen, but especially
(N) (M) (E) Performance consistently does not meet documented expectations and measurements in this area. Performance consistently meets documented expectations and measurements in this area. Performance
Approved by ALLETE Board of Directors on October 25, 2013 ALLETE, Inc. Board of Directors Corporate Governance Guidelines Approved by ALLETE Board of Directors on October 25, 2013 BOARD ROLES AND RESPONSIBILITIES...
DIXON MONTESSORI CHARTER SCHOOL FISCAL CONTROL POLICY 1. Purpose The Dixon Montessori Charter School Board of Directors ( Board ) has reviewed and adopted the following policies and procedures to ensure
I. EXECUTIVE AUTHORITY KECK SCHOOL OF MEDICINE GOVERNANCE DOCUMENT June 20, 2011 As a non-profit public benefit corporation, the University of Southern California (USC) is governed by the Board of Trustees.
Effective: 10/29/14 Supersedes: 02/06/14 Fluor Corporation Corporate Governance Guidelines The Board of Directors of Fluor Corporation (the "Company") has adopted the corporate governance guidelines set
TITLING GUIDELINES Titling Guidelines create a standard format to ensure leadership titles are used consistently across the University and facilitates cross-university comparisons to advance pay equity.
BOARD OF DIRECTORS MANDATE Board approved: May 7, 2014 This mandate provides the terms of reference for the Boards of Directors (each a Board ) of each of Economical Mutual Insurance Company ( Economical
Mississippi s Nonprofit Management Certification Program A History of Excellence in Action Excellence in Action (EIA) is based on the Mississippi Center for Nonprofits Principles and Practices for Nonprofit
Nonprofit Executive Succession-Planning Toolkit Federal Reserve Bank of Kansas City Denver Oklahoma City Omaha Foreword The Federal Reserve Bank of Kansas City has a broad range of responsibilities. As
IMMUNOGEN, INC. CORPORATE GOVERNANCE GUIDELINES OF THE BOARD OF DIRECTORS Introduction As part of the corporate governance policies, processes and procedures of ImmunoGen, Inc. ( ImmunoGen or the Company
Fixed Income And Asset Allocation Funds Governance And Nominating Committee Charter I. Background The investment companies managed by Fidelity Management & Research Company or its affiliates (collectively,
Succession Planning Iowa Community Action Association July 10, 2014 Kay Sohl email@example.com Why Talk About Succession Planning Demographic realities New opportunities Serious threats CAA Organizational
2829 University Avenue SE, Suite 440 Minneapolis, MN 55414-3245 Phone: (651) 201-2730 Fax: (612) 617-2125 TTY Relay: (800) 627-3529 E-mail: firstname.lastname@example.org Hiring and Retaining a Nursing Home Administrator
CORPORATE GOVERNANCE GUIDELINES (Adopted as of June 2, 2014) The following corporate governance guidelines have been approved and adopted by the Board of Directors (the Board ) of Arista Networks, Inc.
CORPORATE GOVERNANCE GUIDELINES The corporate governance standards established by the Board of Directors (the Board ) of Rackspace Hosting, Inc. (the Company ) provide a structure within which directors
CORPORATE GOVERNANCE GUIDELINES OF AUTOLIV, INC. Amended as of May 5, 2014 The following Corporate Governance Guidelines have been adopted by the Board of Directors (the Board ) of Autoliv Inc. (the Company
CORPORATE GOVERNANCE GUIDELINES AND PRINCIPLES OF PBF ENERGY INC. The Board of Directors (the Board ) of PBF Energy Inc. (the Company ) has adopted the following Corporate Governance Guidelines and Principles
Certified Nonprofit Consultant (CNC) WHY DO EXECUTIVES SECURE THE CNC CREDENTIAL?...to validate their professional achievements and personal commitment to advance the common good. Certified Fundraising
A Supervisor s Guide to the New Employee Welcome Program Office of Human Resources Indiana State University Rankin Hall Room 300 Terre Haute, IN 47809 Phone: 812-237-4114 Fax: 812-237-8331 E-mail: email@example.com
ACA: Temporary and Variable Hour Employees Presented by: Larry Grudzien We re proud to offer a full-circle solution to your HR needs. BASIC offers collaboration, flexibility, stability, security, quality
BOYS & GIRLS CLUBS OF MONTEREY COUNTY POSITION DESCRIPTION Title: Work Schedule: Reports to: Lead Program Assistant, Technology - HYDC Part-time 30 hours per week, Monday Friday, generally scheduled between
Humber College Institute of Technology & Advanced Learning Program Advisory Committee Procedure Manual Message from the President On behalf of Humber College Institute of Technology & Advanced Learning,
Graduate Group in Nursing Science & Health-Care Leadership Bylaws Administrative Home: Betty Irene Moore School of Nursing Approved by Graduate Council: May 6, 2009 ARTICLE I. OBJECTIVE The Nursing Science