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.
| Metric | Leadership capability development KPIs |
|---|---|
| Target | 75% gaps closed / 100% risk owner coverage / 100% safeguarding lead coverage |
| Frequency | Quarterly review; annual summation |
| Method | Track % gaps closed, coverage vs risk-critical skills, CPD completion, time-to-fill, board effectiveness score change, safeguarding competence coverage |
| Unit | % / months / index score |
Level 1: Initial/Ad-hoc
Leadership skills are considered informally and on an ad-hoc basis. No structured process.
Level 2: Developing
Informal skills assessment exists. Discussions occur but are inconsistent, undocumented, and rarely lead to formal action.
Level 3: Established
Formal, documented skills-gap analysis conducted annually. Skills matrix used; gaps identified.
Level 4: Advanced
Systematic process with standardized rubrics. Analysis leads to formal, resourced action plan (training, recruitment) which is implemented and tracked. GDPR compliant.
Level 5: Optimizing
Fully integrated with strategy/succession. Forward-looking. Effectiveness measured via KPIs. External facilitation or robust independence safeguard applied.
Organisation Types
By Organisation Size
| Size | Applicability | Notes |
|---|---|---|
| Micro | exempt | Disproportionate bureaucracy for volunteer-run boards; no executive team exists to audit. |
| Small | partial | Basic board skills checklist suffices; formal rubrics, criticality scoring, and executive audits are disproportionate. |
| Medium | partial | Requires a documented skills matrix, but the formal 0-4 rubric and complex risk criticality scoring can be streamlined. |
| Large | full | |
| Major | full |
Applicable When
- Organization has a board or equivalent governing body
- Organization has an executive team or equivalent senior management
- Where no formal executive team exists, include senior operational leads.
- Where a Shari’ah or advisory board materially influences decisions, include them in the skills audit (competency, COI, role profile).
Not Applicable When
- Sole-founder entity where founder is sole governor and executive.
- Governing body fixed by statute with no authority to recruit/develop.
- Temporary administration/receivership.
Related Criteria
Discussion (1)
📋 **Version updated: 1.0.0 → 2.9.7** **Changes:** Updated islamic_references from mizan-297.json
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