Dignity and Respect in Health and Development
Policy number <> Version <>
Drafted by <> Approved by Board on <>
Responsible person <> Scheduled review date <>
INTRODUCTION
Regular attendance at Board and committee meetings is essential in order to maintain continuity and cohesion in the management and governance of Dignity Pasifika.
PURPOSE
This Board Attendance Policy is intended to encourage regular attendance at Dignity Pasifika’s Board and committee meetings and to provide procedures to deal with any failures in such attendance.
POLICY
Board and committee members are expected to demonstrate their commitment to the organisation by unbroken attendance at the Board or committee on which they sit, except when prevented by unforeseeable events.
AUTHORISATION
Dignity and Respect in Health and Development
Procedures number <> Version <>
Drafted by <> Approved by ED on <>
Responsible person <> Scheduled review date <>
RESPONSIBILITIES
It is the responsibility of the Board Chair to monitor the attendance of each member and to issue warnings as appropriate.
PROCEDURES
The Secretary shall notify members of forthcoming meetings no sooner than 21 working days before the set date of the meeting.
Where Board members are prevented from attending any Board meeting, they should notify the Chair of their intended absence.
Where a meeting is to be held either in the form of a teleconference or online, the Chair should notify members accordingly. Participation in these meetings shall be equivalent to attendance at a regular meeting.
Attendance requirements
If a Board member is absent for two consecutive meetings without first notifying the chair of their absence, or if a Board member is absent for three consecutive meetings having notified the chair of their absence, that Board member is in breach of their obligations and is liable be removed from the Board, subject to the following processes.
Prospective members of the Board shall be issued with copies of the attendance policy and asked to commit themselves to observing its terms.
Process
If a Board member is in breach of their attendance requirements then the Chair shall consult them to discuss this matter.
If the Board member’s difficulties are resolvable, then the chair shall attempt to resolve them.
If no mutually satisfactory resolution is possible, and if the Board member wishes to continue on the Board, then the member’s response will be put to the Board at its next meeting. The Board member shall be entitled to speak to this item, and to vote on it. The Board will then decide what actions to take regarding that Board member’s future membership on the Board.
If the Board decides that termination is justified, the Board may suspend that person’s membership of the Board. In the event the member wishes to continue in his or her position, the suspension shall be put to a general meeting for approval. The suspended member shall be given an opportunity to be heard, either personally or through a representative, and may submit materials in writing to be circulated.
The Board may remove any person from any Board sub-committee for any reason, including (but not limited to) non-attendance.
When any person has been removed from the Board or from any committee under this provision, the Board or committee will promptly initiate a process to recruit a new Board member. The person whose membership has been terminated shall retain the right to stand again at the next election for the Board.
RELATED DOCUMENTS
• Constitution
AUTHORISATION
Dignity and Respect in Health and Development
Policy number <> Version <>
Drafted by <> Approved by Board on <>
Responsible person <> Scheduled review date <>
INTRODUCTION
[Name of organisation] is committed to openness, transparency, and accountability. Our policies shall reflect our wish to release all information we hold as far as this is consistent with the protection of individual privacy, the effective management of our organisation, and relevant legislation.
PURPOSE
This Board Confidentiality Policy is intended to regulate the release or retention of Board material by Board members.
POLICY
Board members shall be authorised to release to any person any material that has not been ruled by the Board to be confidential. Board members must not release to any person any material that has been ruled by the Board to be confidential.
AUTHORISATION
Dignity and Respect in Health and Development
Procedures number <> Version <>
Drafted by <> Approved by ED on <>
Responsible person <> Scheduled review date <>
RESPONSIBILITIES
It is the responsibility of the Board Chair to ensure that Board materials are appropriately classified as confidential or open to release.
The Chair is responsible for bringing this policy to the attention of prospective Board members.
All Board members are responsible for respecting this policy.
PROCEDURES
The Board shall review and approve the confidentiality policy of the organisation as a whole.
The Board shall decide from time to time whether any or all of its agendas, minutes, or papers, or those of its sub-committees (not otherwise required by legislation, regulation, or its rules to be made public) shall be made public. Where no express decision has been recorded, the assumption shall be that the material is not confidential.
Where release of any material would involve the unreasonable release of personal information regarding any person, the Board may
(a) declare that material to be confidential, or,
(b) if appropriate, remove identifying material from the material before release.
For those matters that the Board elects not to make public, Board members shall respect the confidentiality of those documents and of any deliberations in the Board on those matters.
In particular, Board members shall not
• disclose to any member of the public any confidential information acquired by virtue of their position as a Board member;
• use any confidential information acquired by virtue of their position on the Board for their personal financial or other benefit or for that of any other person;
• disclose to any member of the public any confidential information related to the interests of individuals, groups or organisations acquired by virtue of their position on the Board;
• make statements to the media in the name of the organisation except as specified in the Board’s Media Relations Policy; or
• permit any unauthorised person to inspect or have access to any confidential documents or other information.
The obligation to protect such confidential matters from disclosure continues even after the individual Board member is no longer serving on the Board.
The Board shall decide from time to time whether any observers shall be permitted to attend any or all of its meetings. Where appropriate, observers may be admitted subject to their undertaking to maintain confidentiality.
Where appropriate, information identifying individuals may, with the consent of the Board, be removed by the Chair from material before its consideration by the Board, or may be removed from material before it is released.
RELATED DOCUMENTS
• Transparency and Accountability Policy
• Privacy Policy
• Code of Ethics
AUTHORISATION
Dignity and Respect in Health and Development
Policy number <> Version <>
Drafted by <> Approved by Board on <>
Responsible person <> Scheduled review date <>
INTRODUCTION
The Board of Dignity Pasifika is committed to reaching a speedy and just resolution of any disputes or grievances that may arise and that may threaten the harmonious functioning of the Board.
PURPOSE
This policy is designed to set out the process for resolution of disputes or grievances involving Board members that are unable to be resolved through respectful debate in Board meetings.
POLICY
Disputes will be resolved by mediation.
AUTHORISATION
Dignity and Respect in Health and Development
Procedures number <> Version <>
Drafted by <> Approved by Chair on <>
Responsible person <> Scheduled review date <>
RESPONSIBILITIES
It is the responsibility of the Chair to ensure that:
• Board members are aware of this policy;
• Disputes are handled respectfully, confidentially, and in accordance with natural justice.
It is the responsibility of the all employees to ensure that their usage of electronic media conforms to this policy.
PROCESSES
The parties to the dispute must meet and discuss the matter in dispute, and, if possible, resolve the dispute within 14 days after the dispute comes to the attention of all of the parties.
If the parties are unable to resolve the dispute at such a meeting, or if a party fails to attend that meeting, then the parties must, within 10 days, hold a meeting in the presence of a mediator.
The mediator must be –
(a) a person chosen by agreement between the parties; or
(b) in the absence of agreement, a person appointed by the Board.
A member of [Name of Organisation] can be a mediator, but may not be a member who is a party to the dispute.
The parties to the dispute must, in good faith, attempt to settle the dispute by mediation.
The mediator, in conducting the mediation, must –
(a) give the parties to the mediation process every opportunity to be heard; and
(b) allow due consideration by all parties of any written statement submitted by any party; and
(c) ensure that natural justice is accorded to the parties to the dispute throughout the mediation process.
The mediator must not determine the dispute.
The mediation must be confidential and without prejudice.
If the mediation process does not result in the dispute being resolved, the parties may seek to resolve the dispute otherwise in the Board or at law.
RELATED DOCUMENTS
• Harassment policy
• Bullying Policy
AUTHORISATION
Dignity and Respect in Health and Development
Policy number <> Version <>
Drafted by <> Approved by Board on <>
Responsible person <> Scheduled review date <>
INTRODUCTION
The effective operation of any organisation relies on its Board, and the effective operation of the Board relies on all its members having a full command of the necessary information and expertise.
PURPOSE
This policy seeks to ensure that new members of the Board are provided with all the information and training necessary to enable them to contribute appropriately to the operations of the Board from the time of their election.
POLICY
New Board members shall be provided with all the information and training necessary to enable them to contribute appropriately to the operations of the Board.
AUTHORISATION
[Signature of Board Secretary]
[Date of approval by the Board]
[Dignity Pasifika]
Dignity and Respect in Health and Development
Procedures number <> Version <>
Drafted by <> Approved by ED on <>
Responsible person <> Scheduled review date <>
RESPONSIBILITIES
It shall be the responsibility of the [ED] to ensure that the materials specified in this policy are prepared and copied and to ensure that the procedures specified in this policy are implemented appropriately.
PROCEDURES
Initial Contact
As soon as possible after the Board has confirmed the appointment of a new member the [ED] shall make contact with the new member to let them know the outcome. The Chair will write a letter of congratulations and welcome.
Board Manual
The [CEO] shall forward to the new member a copy of Dignity Pasifika’s Board Manual. The manual will serve as an initial introduction to the group as well as an ongoing reference. It should include:
• relevant organisational documents such as the mission statement, constitution/rules, strategic plan, policies, current year-to-date budget, and the most recent annual report;
• basic biographical and contact information about Board members, and senior staff;
• meeting schedule and calendar of upcoming events;
• introduction to the group’s operational and committee structure;
• information about the Board and Board members’ roles and responsibilities, including the Board Attendance Policy;
• any other necessary background information.
Introductions
The ED shall introduce the new member to other members of the Board (and senior staff, if appropriate) as soon as possible after their appointment, and seek to involve the member socially in Board activities by inviting them to social functions.
The ED shall nominate a member of the Board to act as mentor to the new member.
Briefing
The ED shall
• draw the new member’s attention to the roles and responsibilities of the Board in general, and the roles and responsibilities they will be expected to undertake as an individual;
• discuss any concerns they may have;
• offer the member a copy of Our Community’s book, Surviving and Thriving as a Safe, Effective Board Member.
The assigned mentor shall take the new member through the minutes of recent meetings and brief them on the issues the Board is dealing with at the moment, or will be looking at in the future.
Tour
The ED shall invite the new Board member to take a tour of the organisation’s facilities and introduce them to staff, volunteers, members and the beneficiaries of the group’s services.
The ED shall show the new member where the Board meets, where to park their car or access transport, where the kitchen is, where the toilets are, where the photocopier and other office equipment is (and the rules for its use).
RELATED DOCUMENTS
• Board Attendance Policy
• Conflict of Interest Policy
• Developing an Effective Induction Process help sheet
• Induction Checklist
AUTHORISATION
[Signature of ED]
[Name of ED]
[Date]
Dignity and Respect in Health and Development
Policy number <> Version <>
Drafted by <> Approved by Board on <>
Responsible person <> Scheduled review date <>
INTRODUCTION
A Board operates more effectively if the members and office-bearers of the Board know their respective duties and obligations.
PURPOSE
This policy seeks to ensure that members and office-bearers of the Board know their respective duties and obligations.
POLICY
Members and Office-bearers of the Board shall have the duties and obligations set out in Appendix #1, below.
AUTHORISATION
Dignity and Respect in Health and Development
Procedures number <> Version <>
Drafted by <> Approved by ED on <>
Responsible person <> Scheduled review date <>
RESPONSIBILITIES
The Executive Director Officer (ED) shall be responsible for including this policy in the induction package provided to new Board members.
The Secretary of the Board shall be responsible for ensuring that a copy of this policy is available for reference in Board meetings.
The Board Chair shall be responsible for making a ruling on any point in dispute in this policy.
PROCEDURES
This policy shall be included in the induction package provided to new Board members.
A copy of this policy shall be available for reference in Board meetings.
Any point in dispute in this policy shall be resolved by the Chair.
RELATED DOCUMENTS
• Board Attendance Policy
• Conflict of Interest Policy
• Developing an Effective Induction Process help sheet
• Induction Checklist
AUTHORISATION
APPENDIX A
POSITION STATEMENT: BOARD CHAIR
Small Organisations Larger Organisations
Duties applicable to startup organisations only are given in italics
Statutory duties (i.e. those specifically required by law) are given in blue bold type
Governance Provide leadership to the organisation Provide leadership to the organisation
Ensure [in partnership with the Board] that the organisation’s objectives, goals and mission are being followed Ensure [in partnership with the Board] that the organisation’s objectives, goals and mission are being followed
Ensure [in partnership with the Board] that the organisation develops in the appropriate direction Work with the ED to ensure [in partnership with the Board] that the organisation develops in the appropriate direction
Ensure [in partnership with the Board] that the organisation operates in an ethically, environmentally, and socially responsible fashion Work with the ED to ensure [in partnership with the Board] that the organisation operates in an ethically, environmentally, and socially responsible fashion
Planning Produce [in partnership with the Board] a Strategic Plan for the organisation Oversee [in partnership with the Board] the production of a Strategic Plan for the organisation
Ensure [in partnership with the Board] the regular review and development of the Strategic Plan Oversee [in partnership with the Board] the regular review and development of the Strategic Plan
Meetings Ensure that appropriate standing orders are in place Ensure that appropriate standing orders are in place
With the Secretary, prepare the agenda in advance of the meeting With the Secretary and the ED, prepare the agenda in advance of the meeting
Chair Board meetings according to Standing Orders Chair Board meetings according to Standing Orders
Rule on issues of meetings procedure not covered in the Standing Orders Rule on issues of meetings procedure not covered in the Standing Orders
Report to the Annual General Meeting on the situation of the organisation Report to the Annual General Meeting on the situation of the organisation
Chair General Meetings according to Standing Orders Chair General Meetings according to Standing Orders
Administrative & Management Chair the Executive Committee between Board meetings Chair the Executive Committee between Board meetings
Serve on Board committees as required
Liaise with Board committee chairs and report to the Board where appropriate
Assign [in partnership with the Board] administrative duties to Board members and volunteers
Personally carry out administrative duties as assigned
Ensure that appropriate recruitment policies and procedures are in place for ED and other staff
Oversee the recruitment of the ED
Ensure that appropriate personnel policies and procedures are in place for ED and other staff
Oversee the annual performance review of the ED
Oversee the succession of the ED
Manage the business of the Board Oversee the management of the business of the Board
Manage the recruitment, induction, and training of Board members [in partnership with the Board] Oversee the management of the recruitment, induction, and training of Board members [in partnership with the Board]
Manage [in partnership with the Board] the assessment, review and renewal of the Board Oversee the management [in partnership with the Board] of the assessment, review and renewal of the Board
Manage the organisation’s grievance procedures Oversee the management of the organisation’s grievance procedures
Ensure the harmony of Board deliberations Ensure the harmony of Board deliberations
Manage [in partnership with the Board] the succession of the position of Chair Manage [in partnership with the Board] the succession of the position of Chair
Serve as liaison with the ED and, through them, to the staff
In consultation with the ED, report to the Board on staff management issues
In consultation with the ED, draw up ED succession policy
Media Under the organisation’s Media Policy, serve as spokesperson for the organisation as appropriate Under the organisation’s Media Policy, serve as spokesperson for the organisation as appropriate
Promotion Promote the organisation in the community as opportunities arise Promote the organisation in the community as opportunities arise
Negotiation Serve [as nominated by the Board] in negotiation with other organisations Work with the ED in negotiation with other organisations; report to the Board
Legal Ensure that
• the modes of performance of all legal requirements are featured in the procedures manual
• the performance of all legal requirements is reported to the Board
• the performance of all legal requirements is fully documented. Oversee staff to ensure that
• the modes of performance of all legal requirements are featured in the procedures manual
• the performance of all legal requirements is reported to the Board
• the performance of all legal requirements is fully documented.
Ensure that all legal requirements are met Ensure that all legal requirements are met
Finance With the Treasurer, ensure the organisation’s financial control procedures are adequate and that risk management strategies are in place With the Treasurer, oversee the ED to ensure that the organisation’s financial control procedures are adequate and that risk management strategies are in place
Other duties As for Board members (below) As for Board members (below)
APPENDIX B
POSITION STATEMENT: BOARD TREASURER
Small Large
Duties applicable to startup organisations only are given in italics
Statutory duties (i.e. those specifically required by law) are given in blue bold type
Governance Ensure that the Board maintains the degree of financial literacy necessary to conduct the business of the organisation Ensure that the Board maintains the degree of financial literacy necessary to conduct the business of the organisation
Advise the Board on matters of finance Advise the Board on matters of finance
Advise the Board on fundraising Advise the Board on fundraising
Ensure that appropriate financial policies and procedures are in place and fully documented Oversee the production of appropriate fully documented financial policies and procedures
Planning Produce [in partnership with the Board] a Business Plan for the organisation With the ED, oversee [in partnership with the Board] the production of a Business Plan for the organisation
Ensure [in partnership with the Board] the regular review and development of the Business Plan With the ED, oversee [in partnership with the Board] the regular review and development of the Business Plan
Meetings Report to the Board at each meeting on the financial situation of the organisation Report to the Board at each meeting on the financial situation of the organisation
Report to the Board at each meeting on variances from the approved budget Report to the Board at each meeting on variances from the approved budget
With the Secretary, place any necessary financial items on the Board agenda in advance of the meeting With the Secretary, place any necessary financial items on the Board agenda in advance of the meeting
Report to the Annual General Meeting on the financial situation of the organisation Report to the Annual General Meeting on the financial situation of the organisation
Administrative & Management Serve on the Executive Committee between Board meetings Serve on the Executive Committee between Board meetings
Chair the Finance Committee
Serve on Board committees as required
Liaise with Board committee chairs on financial issues and report to the Board where appropriate
Personally carry out financial duties as assigned
Keep the books of the organisation Oversee the organisation’s bookkeeping
Ensure the organisation’s financial records are adequate, protected, backed up, and accessible. With the Chair, oversee the ED in ensuring that the organisation’s financial records are adequate, protected, backed up, and accessible.
Manage the organisation’s banking Oversee the organisation’s banking
Maintain the organisation’s asset register Oversee the maintenance of the organisation’s asset register
Finance Ensure the organisation’s financial control procedures are adequate and that appropriate safeguards against fraud are in place Oversee the ED to ensure that the organisation’s financial control procedures are adequate and that appropriate safeguards against fraud are in place
Ensure that risk management strategies (including appropriate insurances) are in place Oversee the ED to ensure that risk management strategies (including appropriate insurances) are in place
Collect and receive all money due to the organisation and make all payments authorised by the organisation Oversee the collection and reception of all money due to the organisation and the making of all payments authorised by the organisation
Oversee the organisation’s investment strategy and report to the Board With the ED, oversee the organisation’s investment strategy and report to the Board
Prepare the Budget for the coming year Oversee the preparation of the Budget for the coming year
Review income and expenditure against the budget on a continuous basis Oversee the review of income and expenditure against the budget on a continuous basis
Legal Ensure the organisation’s compliance with all applicable tax arrangements With the ED, ensure the organisation’s compliance with all applicable tax arrangements
Other duties As for Board members (below) As for Board members (below)
APPENDIX C
POSITION STATEMENT: BOARD SECRETARY
Small Large
Duties applicable to startup organisations only are given in italics
Statutory duties (i.e. those specifically required by law) are given in blue bold type
Governance Ensure the preparation and adoption of appropriate Board policies Ensure the preparation and adoption of appropriate Board policies
Planning Produce [in partnership with the Board] a Marketing Plan for the organisation Oversee [in partnership with the Board] the production of a Marketing Plan for the organisation
Ensure [in partnership with the Board] the regular review and development of the Marketing Plan Oversee [in partnership with the Board] the regular review and development of the Marketing Plan
Ensure that appropriate standing orders are in place Ensure that appropriate standing orders are in place
Meetings Organise the venue for Board meetings
With the Chair, prepare the agenda in advance of each Board meeting With the Chair and the ED, prepare the agenda in advance of each Board meeting
Organise meeting papers for distribution before the meeting Oversee the distribution of meeting papers before the meeting
Take minutes at each Board meeting and circulate to Board members Take minutes at each Board meeting and circulate to Board members
Take minutes at each General Meeting and circulate to members of the organisation Take minutes at each General Meeting and circulate to members of the organisation
Administrative & Management Serve on the Executive Committee between Board meetings Serve on the Executive Committee between Board meetings
Serve on Board committees as required Serve on Board committees as required
Maintain a register of members Oversee the maintenance of a register of members
Handle the procedures for the admission of new members Oversee the procedures for the admission of new members
Handle the procedures for the resignation of members Oversee the procedures for the resignation of members
Handle the procedures for the discipline, suspension and expulsion of members Oversee the procedures for the discipline, suspension and expulsion of members
Organise General Meetings and notify members in advance Oversee the organisation of General Meetings
Receive nominations for positions on the Board Receive nominations for positions on the Board
Keep in their custody all books, documents and securities, and make them available to members as requested Keep under their control all books, documents and securities, and make them available to members as requested
Personally carry out administrative duties as assigned by the Chair
Media Ensure preparation and adoption of a Media policy Ensure preparation and adoption of a Media policy
Promotion Promote the organisation in the community as opportunities arise Promote the organisation in the community as opportunities arise
Negotiation Serve [as nominated by the Board] in negotiation with other organisations Serve [as nominated by the Board] in negotiation with other organisations
Legal Keep the Common Seal of the organisation Keep the Common Seal of the organisation
Other duties As for Board members (below) As for Board members (below)
APPENDIX D
POSITION STATEMENT: ORDINARY BOARD MEMBER
Small Large
General On being elected to the Board, undertake induction and training procedures as provided by the Board On being elected to the Board, undertake induction and training procedures as provided by the Board
Governance Consider, debate, and vote on issues before the Board on the basis of the best interests of the organisation only Consider, debate, and vote on issues before the Board on the basis of the best interests of the organisation only
Comply with the rules, policies, and standing orders of the organisation Comply with the rules, policies, and standing orders of the organisation
Planning Review and approve the organisation’s Strategic Plan, and other consequential arrangements (Business Plan, Marketing Plan, etc) Review and approve the organisation’s Strategic Plan, and other consequential arrangements (Business Plan, Marketing Plan, etc)
Meetings Attend all meetings, or, if absolutely unavoidable, apologise in advance for absence Attend all meetings, or, if absolutely unavoidable, apologise in advance for absence
Where Board papers are circulated in advance of the meeting, read papers and consider issues before the meeting Where Board papers are circulated in advance of the Board meeting, read papers and consider issues before the meeting
Contribute to the discussion and resolution of issues at meetings and otherwise as appropriate Contribute to the discussion and resolution of issues at meetings and otherwise as appropriate
Administrative & Management Approach employees of the organisation (paid or unpaid) only through the ED
Serve on Board committees as required Serve on Board committees as required
Review and approve the organisation’s systems for financial control and risk management Review and approve the organisation’s systems for financial control and risk management
Undertake administrative duties as required
Media Make comments to the media only as provided in the organisation’s Media Policy Make comments to the media only as provided in the organisation’s Media Policy
Promotion Promote the organisation in the community as opportunities arise Promote the organisation in the community as opportunities arise
Fundraising Participate enthusiastically in any fundraising approved by the Board Participate enthusiastically in any fundraising approved by the Board
Legal & Ethical Avoid making any improper use of their position in the organisation so as to gain any material advantage for themselves, or for any other person, or to the detriment of the organisation Avoid making any improper use of their position in the organisation so as to gain any material advantage for themselves, or for any other person, or to the detriment of the organisation
Avoid making any improper use of any information acquired by virtue of their position in the organisation so as to gain any material advantage for themselves, or for any other person, or to the detriment of the organisation Avoid making any improper use of any information acquired by virtue of their position in the organisation so as to gain any material advantage for themselves, or for any other person, or to the detriment of the organisation
If they have any direct or indirect material personal interest in any contract with the organisation, inform the Board immediately If they have any direct or indirect material personal interest in any contract with the organisation, inform the Board immediately
If they have any direct or indirect material personal interest in any contract with the organisation, not vote in the Board on that issue If they have any direct or indirect material personal interest in any contract with the organisation, not vote in the Board on that issue
If they have any non-material personal conflict of interest in any matter before the Board, or believe that the perception of such a conflict might arise, inform the Board immediately and follow the Board’s rulings as to proper procedure If they have any non-material personal conflict of interest in any matter before the Board, or believe that the perception of such a conflict might arise, inform the Board immediately and follow the Board’s rulings as to proper procedure
At all times conduct Board business politely and with consideration for others, without ill feeling, improper bias, or personal animus At all times conduct Board business politely and with consideration for others, without ill feeling, improper bias, or personal animus
Dignity and Respect in Health and Development
Policy number <> Version <>
Drafted by <> Approved by Board on <>
Responsible person <> Scheduled review date <>
INTRODUCTION
The nomination and selection of Board members is the prerogative of the members of Dignity Pasifika through the election process. However, given the responsibilities of the Board, there is a need for the Board to have an appropriate mix of expertise and experience. Policies and procedures must facilitate the election of those people who best meet the needs of the Board.
PURPOSE
Board members should provide an appropriate mix of skills to provide the necessary breadth and depth of knowledge and experience to meet the Board’s responsibilities and objectives. The Board also aims for a composition which will appropriately represent the interests of the various groups contained within the organisation’s common bond and which will include a diversity of Australia’s peoples.
POLICY
The Board should attempt, using its network of contacts within and without the organisation’s membership, to identify appropriate individuals with needed skills and interests as potential Board members. When vacancies arise among the elected Board positions, such individuals should be encouraged to nominate for election. Such individuals may also be appointed by the Board, where the Constitution provides, to vacant Board positions.
AUTHORISATION
[Dignity Pasifika]
Dignity and Respect in Health and Development
Procedures number <> Version <>
Drafted by <> Approved by ED on <>
Responsible person <> Scheduled review date <>
RESPONSIBILITIES
It shall be the responsibility of each member of the Board to explore among their networks the possibility of nominating for a position on the Board of the organisation.
It shall be the responsibility of the Secretary to draw up and maintain a list of prospective candidates for the Board. All entries on this list shall be reported to the Board.
It shall be the responsibility of the Board to ensure that any nominees, candidates, or new members are acquainted with the organisation’s purposes, policies, and procedures.
PROCEDURES
The Board shall regularly assess its composition by reference to
• Necessary areas of expertise
• The ideal balance between experience and freshness
• Desirable diversity in relevant areas
• Contributions from relevant stakeholders.
The Board shall identify areas where existing Board composition falls short of the ideal.
Board members shall attempt to recruit from their networks Board candidates who would fill those gaps.
The Board shall collect suggestions from members and draw up a list of suitable candidates for the Board, and for Board committees and working parties.
Where vacancies occur on the Board or its committees and working parties other than at the expiration of elected terms, appointments shall be made from this list.
Before each annual election the Board shall attempt to recruit nominations for the Board from this list.
RELATED DOCUMENTS
Code of Ethics
Conflict of Interest Policy
Access and Equity Policy
AUTHORISATION