1. Larkin Street Youth ServicesBoard Member Onboarding and Leadership Development

2. 2010 Board Assessment Results: Thematic Overview Engage Involve Sustain Fewer reports and more discussion at meetings More insight into EC deliberations Increased dialogue on potential new opportunities Allow for/encourage more dissention Improve on-boarding of new members Increase/broaden Board participation Reach out to members that are less involved Provide more opportunities for exposure to day-to-day operations Broaden Board diversity Develop next generation of Board leadership Clarify risk management practices/reporting

3. Skills Mix Planning - Overview Past Process • Limited transparency into desired vs. existing skills • Little transparency into who will be leaving the board in coming years and how that will affect the board’s skills composition • Limited ability to focus on specific skills needed when looking for new candidates • Unclear ownership of this responsibility Future Process • Board memberinformationmanaged through an Excel tool that visually shows: • Gap analysis: Desired skills mix vs. current skills mix • Attrition impact: Board skills mix in future years as members roll off • Owned by Board Development Committee Chair • Supported by senior staff administration • Skills mix targets determined by Executive Committee annually

4. Skills Mix Planning Tool

5. Skills Mix Planning Tool – Additional Views

6. Skills Mix Planning Tool – Additional Views

7. Onboarding - Overview Past Process • Generally informal • Dependent on initiative of board buddy • No systematic process to determine if new members feel engaged, connected, and well integrated Future Process • New members are still assigned a Board Buddy • Board Buddies are given clearer direction regarding their role and responsibility • Board Development Committee member(s) assigned responsibility to • make sure that new members are engaged • assure that the Board Buddy is fulfilling their responsibility

8. Onboarding - New Member Onboarding Template Purpose • Creates a consistent onboarding experience • Provides guidance to the Board Buddy on their role • Incorporates a periodic check in by the Board Development Committee

9. Board Member Engagement • Goal: Assure that the talents and interests of Board members are benefiting the Agency as fully as possible • Ongoing informal dialogue between Board Chair/EC and individual Board members, with at least one annual check-in • How has your experience on the Board, and on the committees or events that you participate in, been this year? • What has been particularly helpful in facilitating your involvement? Have there been any impediments? • Has your ability to contribute your time to the Agency changed? • Are there additional ways that you think your skills could help the Board/Agency?

10. Leadership Development Purpose • Intended as a tool for the Board Chair and EC in guiding future leaders • NOT intended as a set of prerequisites or requirements • Facilitate identification of gaps in prospective leaders’ experiences vs. potentially desirable breadth of skills Sample Screen Shot

11. Leadership Path: Board Chair • Board Experience • Experience chairing at least two committees • At least two years on executive committee • At least one year on finance committee • At least 6 years total experience on the board Leadership Ability • Displays strong leadership skills • Takes initiative when issues arise • Universally respected by board members • Fair and apolitical • Ability to identify and cultivate future leaders Skills • Strong fundraising record • Familiarity with/ability to cultivate major donors • Productive relationship with executive management of agency • Engagement • High level of engagement • Displays interest in pursuing increasing levels of leadership on the board Performance • Consistently meets personalcommitments • Committees led by candidate consistently meet committee goals

12. Leadership Path: Executive Committee • Board Experience • Experience chairing at least one committee • At least 3 years total experience on the board Leadership Ability • Displays strong leadership skills • Takes initiative when issues arise • Universally respected by board members • Fair and apolitical • Ability to identify and cultivate future leaders • Skills • Strong fundraising record • Familiarity with/ability to cultivate major donors • Productive relationship with executive management of agency • Engagement • High level of engagement • Displays interest in pursuing increasing levels of leadership on the board Performance • Consistently meets personal commitments • Committees led by candidate consistently meet committee goals