Protect A Nonprofit – Nonprofit Success Planning

You have spent years building your nonprofit into the success it is today. However, if you want to make sure it continues to serve your community long into the future, it is essential that you have a plan for what happens when members of your leadership team leave the organization.

So, what steps should you take to create a nonprofit succession plan? The team of experienced attorneys at the Semanchik Law Group suggest that you:

Identify the Vacancies the Plan Will Address

Your organization’s nonprofit succession planning will not include every member of your team. As such, it is vital that you take some time to identify the vacancies you wish to address before moving forward.

If your nonprofit is like most, you will need a succession plan for your:

  • Board members
  • Executive director
  • Associate director
  • Chief operating officer, and
  • Other high-level staff

When identifying these roles, you might also wish to take a few minutes to estimate when you expect these individuals to leave your organization.

Outline the Qualities a Person Must Possess to Fill These Vacancies

Once you have identified the most crucial roles in your nonprofit, you can then sit down with your team to figure out what skills and qualifications a person must possess to take over when the incumbent steps down.

During this stage of the process, you can ask questions like:

  • Should the candidate have a college degree?
  • What positions should the candidate have held in the past?
  • Should the candidate be familiar with any systems or programs?
  • Does the candidate need to have connections in the industry?

By answering these questions before a role becomes vacant, you make it much easier to find the right person when the time comes.

Explain How Your Charity Will Find the Right Person to Fill a Vacancy

Now that you know a little more about the qualities you want to find in an employee, it is time to outline the methods you intend to use to find them. Depending on the nature of your organization and the level of worker you hope to hire, you may:

  • Develop talent internally and promote them into the role
  • Post a want ad online
  • Hire a recruiter to find the right person for the job, or
  • Seek referrals from trusted parties – like your San Diego nonprofit attorney

Ideally, you should try to begin the hiring process before the incumbent leaves their position.

Describe How Your Organization Will On-Board New Employees

Once your organization has hired the right person to fill your vacancy, you will undoubtedly want to get them up to speed as quickly as possible. The best way to accomplish this goal is to add an onboarding strategy to your succession plan.

When doing so, you should ask yourself:

  • Who will teach them how to use the organization’s systems?
  • Should they shadow another member of your team for a while when they first start?
  • Will they need to meet with vendors like your California charity lawyer or CPA?
  • Do you need to provide them with any resources to make the transition smooth?

The more detailed your onboarding plan is, the quicker your new hire will contribute to your organization.

Need Advice from an Experienced California Charity Lawyer?

Nonprofit succession planning is not a simple task. So, if you would like to have a skilled San Diego nonprofit attorney walk you through the process, please do not hesitate to reach out to the Semanchik Law Group. You can send us a message online or give us a call at (619) 535-1811, whichever is better for you!