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Submitting Foundation
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Foundation Name:
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Community Foundation of Broward
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Address:
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1401 East Broward Blvd.
Fort Lauderdale, FL 33301
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Phone:
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954-761-9503
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Fax:
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954-761-7102
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Website URL:
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www.cfbroward.org
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Founded:
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1984
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Percent of assets available
for competitive grantmaking:
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51
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Submitted By:
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Linda B. Carter
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Title:
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President/CEO
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Practice Example Details
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Applicability:
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All community foundations
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Methodology:
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Board bylaws and nominating committee/election process
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Standard:
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A community foundation's governing body is not controlled by an other nonprofit organization, or by any single family, business or governmental entity or any narrow group within the community.
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How does this practice
meet the applicable standard?
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- We use term limits;the maximum term is six years created in one-, two-, and three- year cycles.
- Every three years the board rotates 50% of its membership, so every three years the Nominating committee conducts an in-depth analysis of the skill sets needed on the board with an overlay of attributes. For instance, the skill sets included community knowledge, technology knowledge, marketing expertise and investment expertise. The overlays included geographic representation, gender, religion, age, race, etc. The Nominating Committee did a Powerpoint presentation that graphically showed what deficits the rotation would cause, and where we were weak to begin with. Then all board members were given a "blue sheet" to submit names for nomination, with a description and justification in the areas we were looking for with the caveat that we were looking for folks who had the ability to chair the foundation -- this kept the nominating process focused on "leadership potential." The response was overwhelming with strong candidates. The next step was to create a grid of all the nominees. The nominating committee now conducts an "interview" of sorts to find out what the prospects knows about the CF, gauges their interest and "plants a seed" saying that the Board will be recruiting strong candidates on the board for the next three years, might they be interested now or in the future in serving. It is much more relaxed and informative than in the past.
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Briefly describe the practice,
including key elements:
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It ensures we have a diverse and effective board of directors.
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What method is used for
monitoring and measuring outcome?
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Because the analysis is conducted every three years, with maintenance review in the midyears we can stay on track. It is critical for the CEO to staff this committee and maintain quality records of where folks are in the recruitment discussion as the Nominating Committee changes each year. We do try to keep one board member on the committee for two years for continuity also.
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What were the results?
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- The board has remained strong and effective.
- Folks feel like they are "recruited," and we have a strong answer when they ask why we are interested in them",
- It is easier to secure the busier folks because they know we are looking at them one, two, three years out, so they can carve time out in in their schedule,
- This has ensured that our board has the skill sets we need, as well as the diversity required,
- This also has ensured that the recruitment is thoughtful and meaningful and stops the process of recruiting friends.
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