Stability of Board membership assists the School in taking a longer-term perspective on strategic issues. It is the role of the Board to effectively manage its own succession risk. Special attention needs to be paid to succession planning for key positions such as Chair, Deputy Chair, Heads of Committees and the Principal.

16. Succession planning

Effective succession planning involves:

• Clearly defined roles for the Chair and Board Members
• An effective performance management structure that enables:
  • Identification of Board Members that are potential successors to the Chair; and
  • Recognition of the gaps between the Board Members’ current sets of competencies and the competencies required to credibly step up to the Chair.
• Creation of a development plan for Board Members in order to prepare an appropriate succession structure within the Board

The following diagram is useful for ascertaining the gap between existing Board Members’ competencies and the skills required for the Chair position:

The skills matrix established to choose Board Members can also assist in succession planning to ensure that an appropriate level of expertise is maintained.

Governance Guidelines

Across the Board

Purpose

Governance

Applying principles of good governance to schools

Legal status of schools

Primary legislation governing schools

Ancillary legislation

Funding and operating agreement

Structure of the school and delegation of powers

The key roles of the school board and its members

Legal obligations and potential liability of board members

Conflicts of interest

Charter for the school board

Constitution of the board and selection of board members

Orientation and ongoing education for board members

Retention of board members

Succession planning

The key roles of the chair

Legal obligations of the chair

The key roles of the principal

Relationship management

Performance management

Compliance and risk management

Board meetings

Establishing committees on the board

Whistle blowers

Additional resources

Appendix 1 – selection process

Appendix 2 – board skills matrix

Appendix 3 – performance management