Whether using a job description to recruit new board members, as part of the orientation process, or as an evaluation tool, there are some key elements to include.

Organizations will develop and utilize job descriptions for their boards of directors for several reasons, including: to encourage and recruit potential board members, to train and develop the current board members, or as a tool to assess the job performance of existing members. Having in place a well-organized and accurate position description that reflects the board’s role and structure will ensure potential candidates are well informed about what to expect as a board member. Newly appointed members who are provided with the description for their board position will be prepared for their term of service. Current board members can refer to their job description throughout their term of service and expect to be evaluated accordingly.

Before developing the board’s job descriptions, the type of board as a whole should be examined. The role that the board plays in relation to the organization and how it operates impacts its individual members. Each organization has its own scope of work that impacts the board’s required specialized knowledge or skills. Job descriptions should take into consideration the variety of backgrounds that can contribute to the successful functioning of the board.

Additionally, the position descriptions must reflect the type of board and its governance structure. The organization’s bylaws and policies outline the board’s responsibilities and scope of decision making. These elements should be reflected in the job descriptions.

Job Description Checklist

There is basic information that should be included in the position description for a director-at-large position. For example, consider including the following:

• the position title, clearly stated;
• the authority granted to the position in relation to the type of board;
• clearly defined responsibilities and expectations of the director;
• details on how the director is elected or appointed, the length of the term, any opportunities for a second term, and the process for departure from the board;
• an outline of the director’s general duties;
• an outline of the qualifications required for the position, including any specialized skills;
• a description of the evaluation process and how the member’s effectiveness is assessed;
• the expected date of review for the job description and the last date the job description was reviewed;
• highlights of the expected benefits the member will gain from his or her position, such as development opportunities and personal and professional satisfaction; and
• an acknowledgement of the time commitments and any expected financial obligations.

This basic job description checklist can be adapted to provide position descriptions for the board chair, vice-chair, any board committee chairs, board secretary, and board treasurer.