Holding board members accountable relies on two important things:
- Clarity of board member expectations, when the trustee is being recruited
- Explain the expectations as clearly as possible in a written job description and summary of performance expectations (Sample available in the resources section).
- Ask them explicitly, during the interview process, if they feel they can comply with the expectations.
- If they say they can’t make the necessary time commitment or can only foresee being able to do some of the tasks, then do not nominate them to the board. Find ways other than board service for them to contribute to the organization (as a volunteer, an advisor, or a committee/task force member).
- Include an attendance chart at the bottom of each board/committee meeting agenda.
- Customize and distribute the guilt-free board member chart (see sample).
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