Loreburn Group - Governing Body Succession Planning & Recruitment Policy - Version 2 - Governance Policy

Sep 23, 2026

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Loreburn Group’s Governing Body Succession Planning & Recruitment Policy sets out requirements and practical principles for planning the future composition of the Management Committee. It aligns succession planning with SFHA guidance (September 2018) and the Scottish Housing Regulator’s Regulatory Standards of Governance and Financial Management, emphasizing an ongoing, active approach. The policy defines succession planning, explains assessment and “fit” between current member profiles and the corporate plan needs, and outlines how business planning, skills assessment, training, development and recruitment should be informed by succession planning.

LanguageEnglish

CategoryResumes

FormatPDF

Pages17

Reading Time6 min

AccessFree to download

Introduction

What Is Succession Planning?

The Key Components of Succession Planning

Business Planning

Skills Assessment

Loreburn Group Governing Body Succession Planning & Recruitment Policy | Policy | Governing Body Succession Planning & Recruitment Policy | | | | | | | | | | | | | | | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | | Version Reference | 2 | | | | | | | | | | | | | | | Approved by | Management Committee | | | | | | | | | | | | | | | Date of Approval | November 2020 | | | | | | | | | | | | | | | Review Period | 3 Yearly | | | | | | | | | | | | | | | Review Due | November 2023 | | | | | | | | | | | | | | | Policy Champion | Head of Governance & Assurance | | | | | | | | | | | | | | | Who this policy affects | Staff | X | Customers | | | X | Contractors | | | | Members of the Public | | | X | | Where this policy affects | General needs | | | X | Sheltered | | | X | Supported | | | X | Offices/staff base | X | 1. Introduction 1.1 This Policy has been prepared in line with SFHA guidance published in September 2018 to enable effective succession planning and recruitment for the Governing Body. Loreburn’s Governing Body is the Management Committee. 1.2 This Policy applies to the Governing Body of both Loreburn Housing Association and Dumfries and Galloway Homes Limited , referred to collectively as Loreburn Group. 1.3 The Scottish Housing Regulator’s Regulatory Standards of Governance and Financial Management require RSLs to undertake ‘active’ succession planning for the governing body (GB) . Regulatory Standard 6.2 states: “The RSL plans effectively to achieve the appropriate and effective composition and profile of governing body members through ongoing performance evaluation and active succession planning ” 1.4 This means looking critically at the current composition of the governing body and planning ahead. Good governance depends on an effective partnership between the governing body and senior staff; the successful delivery of the corporate objectives needs a senior staff team that is equipped with the necessary skills to implement the governing body’s plans. Succession planning should be a key component of good business planning: ensuring that the organisation understands the range of skills, knowledge and experience required to lead and deliver the achievement of the organisation’s objectives. 2. What Is Succession Planning? 2.1 Succession planning is about planning ahead and trying to future-proof the organisation. It is an important component of both business planning and risk management as successful succession planning should ensure that an organisation has the right people in the right places at the right times to lead and direct it effectively. Succession planning should ensure that the governing body is able to plan and manage turnover amongst its own members and to anticipate and prepare for change. Training, development and recruitment should be informed by succession planning. Many of the activities that well governed organisations undertake contribute to succession planning. 2.2 There are two, equally important starting points for effective succession planning: • Assessing the current skills, knowledge, experience and diversity that are represented by the governing body • Considering the ‘fit’ between the current profiles and what is required to deliver the corporate plan 2.3 These starting points mean that there has to be clarity about: • what the organisation is aiming to achieve – as set out in the business or corporate plan • the respective roles of Governing Body Members (GBMs)– described in role descriptions and standing orders • the current strategic policy and operating environments • current strengths and weaknesses • how the organisation might change over the next business planning period and what the implications of change are • future intentions / plans of GBMs 3. The Key Components of Succession Planning 3.1 This s

FAQs

What is the purpose of succession planning in this policy?

To plan ahead and future-proof the organisation by ensuring the governing body can manage turnover, anticipate change, and maintain effective leadership and direction.

Who does this policy apply to within the Loreburn Group?

It applies to the Governing Body of both Loreburn Housing Association and Dumfries and Galloway Homes Limited, referred to collectively as Loreburn Group.

Which framework documents does the policy align with?

It is prepared in line with SFHA guidance published in September 2018 and reflects the Scottish Housing Regulator’s Regulatory Standards of Governance and Financial Management, including active succession planning.

Sep 23, 2026

Upload by Eliana