Annual “no office-seeking” pledge
Evaluates the annual pledge where leaders affirm they did not seek office. This practice upholds amānah (trust) and ikhlās (sincerity), building stakeholder confidence by ensuring leadership is a selfless responsibility, not a position of personal ambition. The pledge prohibits campaigning or canvassing for appointment, but does not prohibit: (i) expressing willingness to serve when invited by the nominations process, (ii) submitting a factual statement where the governing document requires candidate information, or (iii) participating in open, skills-based recruitment conducted by the Nominations Committee. It distinguishes prohibited self-promotion from permitted transparency and service.
| Metric | No office-seeking pledge compliance & impact |
|---|---|
| Target | 100% compliance; 0 unresolved breaches |
| Frequency | Annual |
| Method | Primary: % providing declaration. Secondary: # breaches, % elections using standard templates, Trust index score. |
| Unit | Percentage / Count |
Level 1: Initial/Ad-hoc
The principle of not seeking office is not recognized or discussed. Leadership selection processes are informal and may encourage or be susceptible to self-nomination and campaigning.
Level 2: Developing
The concept of leadership as a trust (Amānah) that should not be sought is acknowledged in discussions, but no formal policy or pledge exists. Leadership selection lacks a structured process to prevent office-seeking.
Level 3: Established
A formal "no office-seeking" pledge is implemented and signed annually by key leaders. The process is documented but lacks systematic integration into the leadership selection process or broader organizational culture.
Level 4: Advanced
The pledge is fully integrated into the leadership nomination and selection (e.g., Shura) process. The principle is actively promoted, and mechanisms (e.g., standardized candidate protocols, documented outreach plans) are in place to vet candidates based on their adherence to this value. The purpose is clearly communicated to stakeholders.
Level 5: Optimizing
The principle of not seeking office is a deeply embedded cultural value. The pledge is a reflection of this culture, not just a procedure. The organization regularly reviews the effectiveness of this practice (using trend data on breaches and trust indices) in fostering humility and sincerity (Ikhlas), and its positive impact on stakeholder trust is demonstrable.
Organisation Types
By Organisation Size
| Size | Applicability | Notes |
|---|---|---|
| Micro | exempt | Formal annual declarations, signed statements, and policies are a disproportionate administrative burden for informal, volunteer-run groups. |
| Small | partial | Can implement a simple signed pledge, but formal integration with nomination committees and complex review processes are disproportionate. |
| Medium | full | |
| Large | full | |
| Major | full |
Applicable When
- Organization has a board of directors or similar governing body.
- The organization is legally constituted.
Not Applicable When
- All governing body members hold their positions by direct appointment or by virtue of being a founder, not through an electoral or competitive selection process.
- The governing body is composed exclusively of ex-officio members whose seats are an automatic function of other designated positions they hold.
Related Criteria
Discussion (1)
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