Interim executive directors are usually thought of as “those folks who hold down the fort” at nonprofits when boards experience an unexpected vacancy in the executive director position, while the search is on for a replacement or for start-up nonprofits not prepared to hire a full-time executive director. In any of these situations, you will want to hire or appoint someone that has nonprofit management experience. In some instances, depending on the experience of a particular board member-especially one that has served on your board in key positions-you may want to appoint an interim from your board. If this is the case, make sure that any board member who is appointed to the position has no interest in the permanent position as their performance and decisions could be influenced by the fact that they are competing for the job. In fact, any interim should make a declaration that they will not seek the permanent position.
Should you decide to engage HR Ally as your interim executive director, we will prepare your organization for the next executive director — to help make sure that there is a solid platform for success for the incoming director, and for the organization as a whole. As an interim executive director, HR Ally will perform several key tasks under the direction of your board of directors.
At HR Ally, our goal is to help your organization manage change efficiently, and expertly,
In the nonprofit world, board governance means everything. Think of two words. Fiduciary and Stewardship.
Fiduciary: Involving trust. Especially with regard to the relationship between a trustee and a beneficiary.
Stewardship: The job of supervising or taking care of something, such as an organization or property.
When we serve on nonprofit boards, we are fiduciaries regarding every decision the board makes, which means we have the ultimate responsibility. We also have the responsibility of stewardship. Because nonprofit boards bear these responsibilities, they carry a particularly special relationship to the nonprofit executive director or CEO. At times this relationship can be misunderstood by both parties. But, ultimately, the executive director or CEO answers and reports directly to the board of directors.
The first step in the governance process is to compose the bylaws of the board of directors, and therefore, the organization. This document should be clear and direct with no ambiguities as it relates to the mission of the organization, and the management hierarchy. Second, make sure your board is chosen based on individuals that can bring expertise to your board that can assist with your mission, and a person that cares for your mission. Next, make sure your board is diverse. That it represents the community you serve, and the broader local and state demographics. And finally, make sure that every decision that is made on behalf of the organization is guided by being a fiduciary and being a steward.
If your organization needs an assist with building a board or training your board and executives regarding proper board governance, HR Ally can provide that guidance.
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