Columbia-Sauk CASA Program #10625 Children and Family Service Society EMERGENCY SUCCESSION PLAN

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1 Columbia-Sauk CASA Program #10625 Children and Family Service Society EMERGENCY SUCCESSON PLAN 124 Second Street Baraboo, W of Adoption: 11/12/08 of Review/Revision: NTRODUCTON The Board of Directors of Children and Family Services of South Central Wisconsin, nc. recognizes that this is a plan for contingencies due to the disability, death or departure of the Executive Director and written in accordance with the Emergency Succession Policy and Procedure. f the organization is faced with an untimely vacancy, Columbia-Sauk Court Appointed Special Advocates Program (CS-CASA) has in place the following emergency succession plan to facilitate the transition to both interim and longer-term leadership. The Board of CS-CASA has reviewed the job description of the Executive Director. The job description is attached to this plan. The board has a clear understanding of the Executive Director s role in organizational leadership, program development, program administration, operations, board of directors relationships, financial operations, resource development and community presence. SUCCESON PLAN: SHORT TERM, TEMPORARY, UNPLANNED ABSENCE A temporary absence is one of less than three months when the Executive Director will likely return to his/her position once the events precipitating the absence are resolved. An unplanned absence is one that arises unexpectedly, in contrast to a planned leave, such as a vacation or medical leave. The Board of Directors authorizes the Executive Committee of CS-CASA to implement the terms of this emergency plan in the event of the unplanned absence of the Executive Director. n the event of an unplanned absence of the Executive Director, the highest ranking staff member or a board member is to immediately inform the Board President (or highest ranking available board member) of the absence. As soon as it is feasible, the President should convene a meeting of the Executive Committee to review the Emergency Succession policy and affirm the procedures prescribed in this plan or make modifications as appropriate. At the time that this plan was approved, Tom Dorner, Board President would hold the position of Acting Executive Director.

2 Baraboo, W Should the standing appointee to the position of Acting Executive Director be unable or unwilling to serve, the first and second back-up appointees for the position of Acting Executive Director will be Alan Strohschein, Vice President or Judy Spring, Secretary. f the Acting Executive Director is new to his/her position and fairly inexperienced with the organization (less than one year), the Board of Directors may decide to appoint one of the back-up appointees to the acting executive position. The Board of Directors may also consider the option of splitting executive duties among the designated appointees or contracting with an outside consultant to carry out the agency s obligations under the direction of the Acting Executive Director. At the time this plan was adopted the agency has only one employee, the Executive Director, therefore, drawing upon another employee to fill the temporary absence is not practicable. Authority and Compensation of the Acting Executive Director The person appointed as Acting Executive Director shall have the full authority for decision-making and independent action as the regular Executive Director. The Board of Directors has latitude to decide if the Acting Executive Director should be offered a temporary salary, salary increase, bonus or no compensation. Both the organization s bylaws and conflict of interest policies must be considered in making decisions regarding payment for services. Board Oversight The board member(s) responsible for monitoring the work of the Acting Executive Director shall be Judy Spring, Secretary, or one of the other officers of the Executive Committee. The above named person(s) will be sensitive to the special support needs of the Acting Executive Director in this temporary leadership role. Communications Plan mmediately upon transferring the responsibilities to the Acting Executive Director, the Board President (or highest ranking Board member) will notify staff members, members of the Board of Directors and volunteers of the delegation of authority. As soon as possible after the Acting Executive Director has begun covering the unplanned absence, Board members and the Acting Executive Director shall communicate the temporary leadership structure to key external supporters of CS-CASA on a need to know basis. This may include (but not be limited to) government/private grant administrators, program financial supporters, local judicial leaders, major donors and others including; social services, and state and national CASA program offices. (See key contacts list, below.)

3 Baraboo, W Completion of Short-Term Emergency Succession Period The decision about when the absent Executive Director returns to lead CS-CASA will be determined by the absent Executive Director, and the Board President, and the Acting Executive Director. Together, they will decide upon a mutually agreed upon schedule and start date. A reduced work schedule can be allowed for a set period of time, with approval of the Executive Committee, with the intention of returning the Executive Director back to a full-time commitment. SUCCESON PLAN: LONG TERM, TEMPORARY, UNPLANNED ABSENCE A long-term absence is one anticipated to last more than three months. The procedures and conditions to be followed are the same as for a short-term absence, except that the Board of Directors as a whole will immediately consider employing a temporary manager to carry out the ED functions under the direction of the Acting Executive Director. Completion of Long-Term Emergency Succession Period The decision about when the absent Executive Director returns to lead CS-CASA will be determined by the returning Executive Director, the Board President, and the Acting Executive Director. They will decide upon a mutually agreed upon work schedule and start date. A reduced schedule can be allowed with the intention of returning the Executive Director back to a full-time commitment. SUCCESSON PLAN: PERMANENT CHANGE N EXECUTVE DRECTOR A permanent change is one in which it is firmly determined that the Executive Director will not be returning to the position. The procedures and conditions should be the same as for a long-term temporary absence with one addition: The Board of Directors will appoint An Executive Transition Committee within 15 days to plan and carry out a transition to a new permanent executive director. (See also Emergency Succession Plan Policy.) The Board will consider the need for outside consulting assistance depending on the circumstances of the transition and the board s capacity to plan and manage the transition and search. The Transition Committee will also determine the need for an nterim Executive Director, and plan for the recruitment and selection of an nterim Executive Director and/or permanent Executive Director. Tom Dorner, President, Board of Directors

4 Al Strohshein, Vice President, Board of Directors 124 Second Street Baraboo, W Judy Spring, Secretary, Board of Directors Kris Hanson, Executive Director Attachments: A. Organizational Chart 1 - Routine lines of authority and responsibility B. Organizational Chart 2 Lines of authority and responsibility during an emergency/unplanned absence of Executive Director C. nformation and Contact nventory D. Board of Directors contact list Copies of this Emergency Succession Plan along with the corresponding documentation shall be maintained by The Board President, the Executive Director, the Acting Executive Director Appointee, and the Board Secretary.

5 Baraboo, W ORGANZATONAL CHART FOR ROUTNE OPERATONS Columbia & Sauk County Circuit Courts / MOU Children and Family Services of South Central Wisconsin, nc. COLUMBA SAUK CASA PROGRAM Executive Director Volunteer Advocates Oversight of agency, programs/policies/procedures

6 Baraboo, W ORGANZATONAL CHART FOR UNPLANNED/EMERGENCY OPERATONS Columbia & Sauk County Circuit Courts / MOU Children and Family Services of South Central Wisconsin, nc. COLUMBA SAUK CASA PROGRAM nterim Executive Director A. Board President B. Board Vice-President C. Board Secretary D. Experienced external consultant Executive Transition Committee Volunteer Advocates Oversight of agency, all programs/policies/procedures *** PLEASE NOTE ATTACHMENTS C & D ARE NOT NCLUDED AS NFORMATON & CONTACT NVENTORY ARE N/A FOR THE S.A. and BOARD NFORMATON S ALREADY SUBMTTED.