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Recruitment Policy

Purpose

To provide a guideline for the Committee responsible for nominations to ensure that an appropriate process is followed to recruit appropriate individuals to the Board of Directors based on the needs of the Hospital.

General Philosophy

Board recruitment is one of the fundamental building blocks of the organization and, as such, should be a focused ongoing exercise in striving to source future leaders. Board recruitment is also the starting place for the educational body of knowledge that evolves for each board member as it is at this stage where perceptions are formed and certain principles are engrained. It is therefore an integral part of the organization's education strategy, as well as feeding into the organization's succession planning strategy.

Candidates should be afforded every opportunity to learn about the hospital, the board and its practices. Governance expectations have increased over the years and it is imperative that candidates are made fully aware of their potential role within the organization. The Chair and the CEO should lead this process and allow the candidate to meet with other board members if they wish. The overall objective should be to engage the candidate from the first meeting.

Application

The Committee responsible for recruitments and nominations of Directors to the Board of Directors of St. John's Rehab Hospital.

Policy

Responsibility
Given that the overall responsibility for succession rests with the entire board, and recruitment is a part of succession planning, the ultimate responsibility for successful recruitment rests with the entire board of directors. This responsibility is naturally delegated to the Governance Committee, who in turn requests the Chair and CEO to take a lead in the process. However, it should be noted that the entire board of directors should (a) be aware of the recruitment process and eligibility criteria; (b) recognize their responsibility in accessing their own networks for potential candidates from time to time and (c) be aware of the importance of successful recruitment to the organization.

Interview Process
The interview process is designed to ascertain interest, career path, other hidden areas of expertise, potential level of engagedness, and fit, among other attributes. The attached process highlights possible interview questions which may assist in drawing out this information. It is recognized that the assessment of the candidate can be subjective and it is preferable that any candidate be interviewed jointly by the Chair, CEO and Chair of the Governance Committee.

Recruitment Steps

Steps

Responsibility

Notes

 

 

 

identification of potential recruits based on skillset matrix and policy

All, led by Chair

Board members, and ongoing relationships contribute to identification of potential recruits

Make initial call

Chair

Determine if there is interest in pursuing further

Forward information package on hospital (with time commitment expectation)

Chair/CEO

Standard information package (Note: identify what exactly)

Set up face to face meeting

Chair/CEO

Executive assistant to co-ordinate meeting

Meeting

Chair/CEO/
Governace Committee Chair

See Schedule ?A? attached with sample questions

Assessment based on meeting

Chair/CEO

Discussion and joint assessment

Report to Governance Committee

Chair/CEO

Verbal report to Governance Committee (written necessary?) along with copy of CV

Preliminary decision by Governance Committee

Governance Committee

Discussion and decision by Cttee to conduct reference checks

Reference check

Chair/CEO

Contact candidate for at least two reference checks. See attached Schedule ?B? for sample questions

Final decision by Governance Committee

Governance Committee

Final decision based on reference checks

Communicate to recruit

Chair

Phone call

Recommendation to Board of Directors

Governance Committee

At next regularly scheduled board meeting or AGM

Official notification to recruit

Governance Committee

Letter from Chair confirming board approval and next steps

Mentor selection & orientation

Governance Committee Chair/CEO/mentor

Ensure fit with mentor, orientation mandatory, preferably with mentor in attendance

 

Schedule ?A?

Sample Questions