When calling for nominations, or considering appointments to the board, include a description of the role of the board member, the governance process, and an outline of the competencies the board wants to see sitting around the board table. Ensure that nominations, accompanied by a CV, are received in time for those who are to vote or decide have time to consider the attributes of the contenders. When there are more contenders than there are vacancies, it might be worth providing the contenders with a brief outline of what will be expected of them. Apart from the duties expected of them, such an outline would detail other matters such as:
- Their term of office
- The frequency and duration of board meetings
- The time requirement including any other meeting or stakeholder engagements expected of them
- Board member remuneration and expense reimbursement policy
- The conflicts of interest policy
Prior to accepting nomination, whether by election or appointment, the prospective board member should complete the following due diligence:
- The personal accountabilities and obligations of being a director
- The Constitution or Trust Deed (the legal framework) of the organisation
- The legislative or regulatory framework applicable to the organisation
- The responsibilities they are undertaking
- The risks of being a director of the organisation
- The organisation, what it does and its Purpose, Vision and Values
- The last annual report
- The current financial position
- Board member remuneration and expense reimbursement policy
- Any potential conflicts of interest
- The current strategic plan
- The Chief Executive and other senior personnel
- The time commitment including time outside board and committee meetings, reading board papers and other material