Transcript The Association of Fundraising Professionals (AFP)

SUCCESSION PLANNING
Mark Climie-Elliott, CFRE
Catherine Wemette, CAE
September 15, 2009
What is succession
planning anyway?
Succession Planning
• An ongoing process where a designated
board committee of senior chapter
leaders:
– Reviews key volunteer & staff positions
– Maintains a system to ensure ongoing
chapter leadership through:
• Recruitment, Training, Replacement
– Makes sure chapter bylaws &/or
employment agreements are being followed
Importance of
Succession Planning
• Ensures progress toward achieving
strategic goals & objectives
• Provides future leadership (“replacing
oneself”)
• Demonstrates best practices in
nonprofit governance
Who is Responsible?
• AFP recommends:
– Immediate Past-President be responsible
for leading succession planning and
serve as chair of Nominating Committee
– Executive Committee (or officers in small
chapters) oversees that succession
planning is taking place
Panelists
• Scott Johnson – Silicon Valley
Chapter
• Clay Mercer – Arkansas Chapter
• Stephanie Rottinghaus –
Eastern Iowa Chapter
Questions
•
•
•
•
Size of chapter
Size & organization of board
Committee structure
How VPs & Committee Chairs are
recruited
– Board policy
– Written process
– Tradition
What are the challenges?
Silicon Valley
• Finding enough willing volunteers
• Ensuring continuity when “handing
off” responsibility to incoming leader
• Having an effective nominating
committee process
Arkansas
• Getting members engaged in the
chapter
• Developing future leaders
• Preparing interested leaders for
board roles
Eastern Iowa
• Adding “new blood” to the board
• Dealing with large geographic
area
• Having people “step up” to certain
chapter jobs
Other challenges
•
•
•
•
Job changes/layoffs
Culture of leadership in the chapter
Burnout
Other?
Ideas & Solutions
• Assign responsibility for succession
planning to Immediate Past-President
• Create a Volunteer Coordinator
position on the board
• Develop a mentorship program for
incoming leaders
Ideas & Solutions
• Develop a “two deep” leadership system with
every position having a vice-chair
– Ensure this exists “at least” for critical positions
(Pres-Elect, NPD, Conference…)
• Discuss the importance of board members not
doing all the work themselves
– Break tasks into small pieces so volunteers will
have the time to help
– Engagement leads to involvement which leads to
leadership
Ideas & Solutions
• Engage non-board members on
committees
• Establish a “career path” guideline that
outlines the volunteer roles a member
must have held before being eligible for
a board leadership role
• Hold social gatherings and networking
opportunities to seek those who may
have an interest in board service
Ideas & Solutions
• Develop a Board Recruitment Matrix
(skills/expertise/diversity)
• Include co-chairs/chairs-elect in board
meetings so they are knowledgeable
about the issues
• Make succession planning a regular
board meeting agenda item
• Plan far in advance
Ideas & Solutions
• Seek out members with skills & an
interest in leadership (Matrix)
– “Up-and-comers”
• Standardize committee roles
• Streamline meeting schedule
Open Discussion
Contact Information
Stephanie Rottinghaus
Project Manager
Village Gate Communications, Inc.
[email protected]
Clay Mercer, CFRE
Director of Development
Arkansas Arts Center
[email protected]
Scott W. Johnson, CFRE
Consultant
[email protected]
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Contact Information
Mark Climie-Elliott, CFRE
President
Climie Elliott
[email protected]
Catherine Wemette, CAE
Director, Chapter
Administration
AFP
[email protected]
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Thank you for all you
do for AFP!