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BOARD RECRUITMENT
Discussion
The key to effective board recruitment is to ask, “What skills, expertise and personal traits should we look for in new board members?” The answers to this question should frame the search and provide the criteria needed to evaluate candidates. It is also helpful to have a clear written statement of board member expectations to share with candidates
(sample board
expectations).
Suggested recruitment process
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Begin with a board discussion of the above question
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Appoint two or three members of the board to conduct the recruitment process.
Usually, this is called the Nominating or Board Development Committee.
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Using the criteria established by the board, and drawing on their personal and
professional relationships, each board member submits to the committee the
names of at least three individuals whom they recommend as candidates, having
first contacted each to assess their interest and qualifications.
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Nominating Committee members contact each of the potential candidates by phone
to conduct an initial assessment. Sample questions: Do they meet the criteria
established by the board? Are they willing to devote their time, efforts and
expertise to board matters? Do they have an interest in veterans’ issues,
medical research or education? Do they have previous board experience? How can
the board make their participation meaningful and productive? What kind of
time commitment can they make?
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Nominating Committee members compare notes and narrow the candidates down to
three.
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At least two members of the Nominating Committee meet in person with each candidate individually. This could be accomplished over lunch or dinner and should be used to educate the candidates about the NPC and the expectations of an NPC
board member as well as verifying that they meet the criteria established at
the beginning of the process.
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Nominating Committee compares notes and prioritizes the candidates.
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Nominating Committee arranges for two or three other board members to have lunch or dinner with the top candidate (at a minimum, a decision making majority of the board should have personal contact with the candidate). The purpose is to further familiarize the candidate with the NPC
and the board with the candidate.
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Assuming this goes well and the candidate indicates his/her willingness to
serve, the Nominating Committee presents him or her to the full board for a
vote. After the board has approved membership, the chairman or another
designated board member extends an official invitation to the candidate.
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If the candidate declines, repeat steps 8 and 9 as needed.
NAVREF strongly recommends against “ex officio” appointments; that is, persons
appointed solely because of their VA or university position (i.e. Chief of
Radiology). A candidate who meets the board criteria and happens to be Chief of
Radiology is fine. However, the primary factors must be suitability for serving
on the board.
Finding individuals to serve on nonprofit boards has never been easy, but has become increasingly difficult post-Enron and the United Way scandals. Individuals are becoming more aware that board service entails real responsibilities and that there are legal consequences for negligence. However, NPCs
are fortunate that many people are committed to veterans issues and take an
interest in medical research. Possible sources for board members:
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References from current board members or other VAMC staff
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Local chapters of veterans service organizations
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http://www.BoardNetUSA.org - a national network of
organizations working to connect nonprofit boards and potential candidates
(not yet available in every city, but new ones are being added quickly)
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State association of nonprofits – go to the National Council of Nonprofit Associations to locate your state’s association
http://www.ncna.org/
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