Sample Succession Plan
Leadership Transitions
TCA Tool-kit 66
• Procedures and conditions to be followed shall be the same as for a temporary short-
term absence with the following addition:
o The Executive Committee shall give immediate consideration, in consultation with
the Acting Executive Director, to temporarily filling the management position left
vacant by the Acting Executive Director, or reassigning priority responsibilities
where help is needed to other staff. This is in recognition that, for a term of 90 days
or more, it may not be reasonable to expect the Acting Director to carry the duties
of both positions.
o The Board Chair and Executive Committee are responsible for gathering input from
staff and reviewing the performance of the Acting Executive Director according to
the organization’s Performance Review Policy. A review shall be completed
between 30 and 45 days.
6. Succession plan in the event of a PERMANENT unplanned absence.
a. Definition
• A permanent absence is one in which it is firmly determined that the Executive Director
will not be returning to the position.
b. Procedures
• Procedures and conditions to be followed shall be the same as for a temporary short-
term absence with the following additions:
o The Board of Directors shall consider the need to hire an Interim Executive
Director from outside the organization instead of appointing an Acting
Executive Director. This decision shall be guided, in part, by internal candidates
for the Executive Director position, the expected time frame for hiring a
permanent executive, and the management needs of the organization at the
time of the transition.
o The Board of Directors shall appoint a Transition Committee to implement the
organization's Executive Succession Policy to transition to a new permanent
executive director. A copy of this policy is attached.
c. Hiring an Interim Executive Director
• If an Interim Executive Director is hired, the Board Chair and Executive Committee shall
negotiate an independent contractor agreement with a defined scope of work.
• The scope of the agreement with an Interim Executive Director shall be determined
based on an assessment of the organization's needs at the time of the leadership
transition.
• The rate of compensation shall be based on guidelines for Interim Executive Directors
followed by the Maryland Association of Nonprofit Organizations.
d. Responsibilities of the Interim Executive Director
• An Interim Executive Director shall have full authority for day-to-day decision making
and independent action as the regular Executive Director.
• Decisions that shall be made in consultation with the Board Chair and/or Executive
Committee include staff hiring and terminations, financial issues, taking on a new
project, and taking policy positions on behalf of the organization.
• For additional communication guidelines, refer to the organization's operating policies
on transitions.
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