A closely related and key issue is succession planning. The board must make sure that the organization is prepared to keep operating when key staff members leave or are away for extended periods and has a list of potential successors to the Executive Director. The Executive Director’s job description should include identifying, developing and training internal prospects for key responsibilities. In organizations that have too few employees to provide backup and succession the board should work with staff to develop lists of essential responsibilities and plans for handling them in the event of terminations and absences. Procedures should be established.
