1. Introduction

Christian Hope Uganda UK (CHU UK) is committed to ensure that good governance is in place for the organisation, ensuring that there is a rolling appointment of trustees so we have a good spread of experience and knowledge and strong governance for the charity.

2. Scope

The purpose of this policy and procedure is to outline the process for recruitment of new trustees, as volunteers of CHU UK.

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3. Policy

The key objectives of this policy and procedure are:
              to explain the responsibility of CHU UK trustees in the appointment of new trustees
              to provide trustees with an overview of the recruitment process
              to provide for trustees a clear procedure that will be implemented

The Charity Commission clearly states that it is essential that trustees:
              represent the community they serve
              have a clear job description
             (have ensured that all trustees) are legally allowed to undertake a trustee role
              have appropriate vetting
              are clearly and appropriately inducted

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The process for recruiting trustees includes:
              job roles
              expertise gap analysis

              equality, diversity and inclusion
              trustee recruitment information pack
              the process of identifying potential candidates
              interview process
              vetting trustees
              appointment process
              induction process

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     3.1 Trustees’ roles and numbers:

For the charity to operate effectively, CHU UK should have a minimum of 3 trustees and a maximum of 8. To enable good governance and knowledge spread within the charity, it aims to induct no more than 3 new trustees at any one time. Trustees will normally be appointed for a period of 3 years and can serve continuously for a maximum of 9 years.

There are a range of clear roles that CHU UK require on the board of trustees which include:
             Chair
             Secretary
             Treasurer
             In addition, CHU UK seeks to have a range of different skills and experience to ensure that the                 board can undertake its governance responsibly and these roles will be identified through the                   skills assessment undertaken.

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3.2 Expertise Gap Analysis

An audit of trustees’ expertise and experience will be carried out at least every year and prior to the recruitment of new trustees. This will help to identify gaps in skills or expertise and help guide the identification of potential new trustees.

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3.3 Equality and Diversity

CHU UK considers equality and diversity in a range of ways:

              CHU UK believes having a diverse trustee board will help ensure that the charity is fair and                        open in all its dealings, such as in grant making.

              The Charity Commission believes and CHU UK agrees that the governance of charities will be                  improved where trustees are recruited from a wide range of backgrounds and experience,                        including those who have traditionally not played a major role in the governance of charities,                      such as young people, those from minority and ethnic communities and those with disabilities.

              CHU UK will recruit trustees in line with the Equality Act 2010.

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3.4 Responsibility for recruiting trustees

It is the responsibility of the current trustees to recruit new trustees. Any trustee who has a close personal or familial relationship with a potential candidate must declare it and should not take part in the final decision about that appointment.

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3.5 Trustee Recruitment Information Pack

A role description is maintained for the role of trustee. A Trustee Recruitment Information Pack (TRIP) is compiled, covering a role description, specific information about the current expertise being sought, information about CHU UK and a focus on personal attributes required to be a CHU UK trustee. Candidates will also be referred to the Charity Commission website for further information on the role of trustees.

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3.6 The process of advertising

The existing trustees will look to identify those who might be suitable candidates and encourage them to apply. A general invitation to enquire about the role may be extended to our supporters and supporting churches.

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3.7 The interview process

              People interested in applying are welcome to have an informal conversation with the one of the                  current trustees.

              Those considered to be potential candidates will be sent an application pack with a copy of the                role description and other appropriate information about CHU UK.

              Applicants who are considered suitable will be interviewed by the current trustees.

              A record of the interview and the recommendation by the trustees will be kept and stored in line                with GDPR and the CHU UK’s data protection policy.

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3.8 Vetting potential trustees

              CHU UK will check that the candidates have not been disqualified from acting as trustees, and                  candidates will be asked to confirm in writing that this is the case.

              A trustee eligibility form is required to be completed.

              Candidates will be asked to consider and declare any existing or potential conflicts of interest.

              References will be sought from church leaders and others.

              Where appropriate, the charity will undertake the appropriate checks from the Disclosure and                    Barring Service.

              If all these checks and declarations are appropriate, the trustees may then go ahead and                          formalise the appointment of the new trustees.

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3.9 Appointment process

Successful applicants will be asked to:

              i) Complete and sign a declaration of interest form

 

              ii) Sign a declaration that they are eligible to serve as a trustee

 

              iii) Agree and sign the Code of Conduct

The appointment(s) will be ratified and recorded at the next trustees’ meeting.

This will be confirmed at the next Annual General Meeting of the charity.

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3.10 Induction process

A full and detailed induction will be delivered by the Chair for all new trustees, which will include:

              Meeting with the Chair.

              A short history of CHU UK.

              A copy of the constitution.

              Any other key documents which trustees will need, for example the charity’s strategic plan and                  its mission statement, vision and values.

              The charity’s latest annual report and accounts.

              Minutes of recent trustee meetings.

              Reviewing the Charity Commission’s guidance for trustees including The Essential Trustee                          (CC03) and The Hallmarks of an Effective Charity (CC10).

              A copy of the seven Nolan Principles (ethical guidelines for those in public service).

The board will regularly review and assess its own performance and that of individual trustees.

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4. Training

Training opportunities may be offered where needed for both board and individual development.