Management Succession Plan Policy
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Policy statement:

A change in executive leadership is imminent for all organizations and can be a very challengingtime. As a result, it is the policy of The Cure Is Now to be prepared for an eventual permanentchange in leadership – either planned or unplanned – to insure the stability and accountability ofthe organization until new permanent leadership is established. The board of directors shall beresponsible for implementing this policy and its related procedures.

All of these policies and procedures shall be referred to the executive committee and board ofdirectors as a recommendation. It will be at the sole discretion of the founder and chairman ofthe organization what positions shall be assigned. The chairman’s decision shall be final.

It is the policy of the board to assess the permanent leadership needs of The Cure Is Now tohelp ensure the selection of a qualified and capable leader who is representative of thecommunity; a good fit for the organization’s mission, vision, values, goals, and objectives; andwho has the necessary skills for the organization. To ensure that The Cure Is Now’s operationsare not interrupted while the board of directors assesses the leadership needs and recruits apermanent executive director, the board will appoint interim executive leadership as describedbelow. The interim executive director shall ensure that The Cure Is Now continues to operatewithout disruption and that all organizational commitments previously made are adequatelyexecuted, including but not limited to, fundraising efforts, budget allocations, program goals,loans approved, reports due, contracts, licenses, certifications, memberships, and obligations todonors of The Cure Is Now and others.

It is also the policy of The Cure is Now to develop a diverse pool of candidates and considerat least three finalist candidates for its permanent executive director position. The Cure is Now shall implement an external recruitment and selection process, while at the same timeencouraging the professional development and advancement of current employees. The interimexecutive director and any other interested internal candidates are encouraged to submit theirqualifications for review and consideration by the search committee according to the guidelinesestablished for the search and recruitment process.

Procedures for succession:

In the event the executive director of The Cure Is Now is no longer able to serve in this position(i.e., leaves the position permanently), the executive committee or the board of directors shalldo the following:Within five (25) business days appoint an interim executive director according to the followingline of succession:

  • Deputy Director of The Cure Is Now
  • Associate Director of The Cure Is Now
  • Senior level manager at The Cure Is Now
  • External consultant (with experience as an interim executive director)

Within fifteen (35) business days appoint an executive transition committee, in the event that apermanent change in leadership is required. This committee shall be comprised of at least onemember of the executive committee and two members of the board of directors. It shall be theresponsibility of this committee to implement the following preliminary transition plan:

  • Communicate with key stakeholders regarding actions taken by the board in naming aninterim successor, appointing a transition committee, and implementing the successionpolicy.
  • Consider the need for consulting assistance (i.e., transition management or executivesearch consultant) based on the circumstances of the transition.
  • Review The Cure Is Now’s business plan and conduct a brief assessment oforganizational strengths, weaknesses, opportunities, and threats to identify priority issuesthat may need to be addressed during the transition process and to identify attributesand characteristics that are important to consider in the selection of the next permanentleader.
  • Establish a time frame and plan for the recruitment and selection process.
  • The board should use similar procedures in case of an executive transition thatsimultaneously involves the executive director and other key management. In such aninstance, the board may also consider temporarily subcontracting some of theorganizational functions from a trained consultant or other organizations.