TS-BGS-05
Trust & Stewardship
Board Governance & Strategy
CORE
Compliance
v2.9.7
Annual board and executive skills-gap analysis conducted and actioned
Evaluating whether the organization regularly assesses the skills of its board and executive team using a structured, evidence-based approach ensures leadership possesses the necessary capabilities—including safeguarding, finance, and risk management—to govern effectively. This protects the public interest (maṣlaḥah) and fulfills the trust (Amānah) inherent in their roles. In Islamic governance, prioritizing Kafā'ah (competence) alongside moral integrity is a fundamental obligation. Continuously addressing skill gaps upholds the Maqāṣid al-Sharīʿah (objectives of Islamic law) by ensuring qualified stewardship.
Assessment Questions
- Is there a formal, documented process for conducting a skills-gap analysis for the board and executive team? How often is it performed?
- What proficiency rubric (e.g., 0-4 scale) and gap criticality rubric do you use? How is scoring calibrated?
- How are the results used to create a formal action plan? Provide examples of actions taken (training, recruitment).
- Show one worked example of the coverage % calculation and how it links to a specific risk in the risk register.
- How does the organization measure the effectiveness of these actions (e.g., % gaps closed, risk ownership)?
- How is the skills audit mapped to top 10 risks, statutory duties (safeguarding, finance, tax), and strategic objectives?
- What independence safeguard is applied (external facilitator, independent chair, peer review)?
- How are EDI considerations and Shari’ah board competencies (if applicable) incorporated?
- Demonstrate UK GDPR compliance for the process (Lawful basis, Privacy Notice, Retention, Processor agreements).
- Does the skills framework include safeguarding governance competence and a named Lead Trustee?
- How are learning inputs from serious incidents, complaints, and audits integrated into the analysis?
- Which committee owns the process, and how does it integrate with budget and succession planning?
Evidence Requirements
- Documented board/executive skills matrix with proficiency rubric key.
- Completed skills-gap analysis reports for the last two cycles.
- Minutes of board/committee meetings approving the analysis and action plan.
- Formal action plan (leadership development, recruitment, succession).
- Evidence of implementation (training records, budget, new hire profiles).
- Record of Processing Activity (ROPA) entry, Privacy Notice, and Retention Schedule for skills data.
- Data Processing Agreement (DPA) with any external facilitator.
- Board/executive competency framework including safeguarding and Shari’ah board (if applicable).
- Nominations & Governance Committee ToR and annual calendar.
- Mapping of skills matrix to risk register and strategy.
- KPIs dashboard (% gaps closed, coverage, CPD, time-to-fill).
Scoring Guidelines
| Level | Rating | Description |
|---|---|---|
| 5 | 5/5 | Mandatory Outcomes: ≥90% risk-critical skill coverage; ≥75% priority gaps closed in 12 months; CPD ≥90%; integrated to strategy/budget/succession. PLUS Enhancer: Externally facilitated evaluation OR robust independent chair/peer-review with evidence of objectivity. |
| 4 | 4/5 | Internal but structured evaluation using standardized rubrics; ≥80% coverage; ≥60% gaps closed; CPD ≥80%; tracked improvements; full GDPR compliance. |
| 3 | 3/5 | Annual basic audit and matrix; limited plan; ≤50% gaps addressed; minimal measurement; some gaps in safeguarding/risk alignment. |
| 2 | 2/5 | Minimal or ad hoc skills assessment without systematic approach. |
| 1 | 1/5 | No skills-gap analysis conducted. |
Related Criteria
Version
2.9.7
2025-11-05
Discussion (1)
Administrator
2026-03-07 11:07:40.379155
📋 **Version updated: 1.0.0 → 2.9.7** **Changes:** Updated islamic_references from mizan-297.json
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