This section covers key aspects of strategic HR planning, focusing on risk management and succession planning. It explains how to apply risk management principles to HR, guiding you through the risk management process. Additionally, it provides an overview of succession planning, including steps for creating a succession plan and specific considerations for executive director succession.
What is succession planning?Most organizations, including nonprofits, don’t address succession planning systematically. Because many nonprofits have less than 10 employees and face other organizational challenges, thinking about who the next executive director might be or what would happen if the ...
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Conduct a capacity and needs assessmentIdentify key positions and individuals in your organizationKey individuals and positions include the executive director, senior management, staff members, and volunteers that would be hard to replace due to their skill or experience, capabilities, and/or requir...
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In many smaller organizations, succession planning may be viewed as a luxury, but it isn’t. At the very least, boards of directors have a responsibility to consider and plan for the departure of the executive director, who is often critical to the existence and sustainability of your organization....
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Organizations of all types have a moral and legal obligation to take reasonable care of the health and safety of their employees, volunteers, and communities they serve in all circumstances, including not exposing them to unnecessary risk. This duty of care extends to both physical and mental health...
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Risk management is a cycle. That means it’s a continuous activity — it’s not something that gets checked off a “to do” list and put on a shelf. Having a risk management process means that your organization knows and understands the risks it’s exposed to. It also means your organization h...
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