Resident board member recruitment procedure 


Background

  • The Board is collectively responsible for securing the success of Moat and ensuring its compliance with all legal and regulatory obligations.
  • Up to one third of the Board shall be residents and there are up to four spaces for resident board members, two remunerated and two unremunerated.  We will generally seek to have at least two resident board members but may recruit more if there are exceptional candidates but up to the overall maximum of four.
  • All Moat residents; tenants, shared owners and leaseholders, are eligible for these posts.

Recruitment procedure

  • Resident board member recruitment is led by the head of resident involvement.
  • Prior to recruitment, the job description and person specification are reviewed and agreed with the chief executive and Moat Resident Forum.
  • Vacancies are advertised in Home News, Home Owner and on the Moat website.  If necessary to secure sufficient suitable applicants, advertisements may be placed in local papers in areas where Moat has significant concentrations of homes.
  • All residents who express an interest are invited to attend a seminar to find out more about the role and responsibilities. 
  • Those who wish to proceed are invited to complete an application form and equal opportunities monitoring form.
  • Application forms are returned to the human resources team, where the equal opportunities monitoring forms are detached and retained for future analysis.
  • We recognise that many residents are not used to completing application forms and selection at this stage may prejudice able applicants.  We therefore interview all applicants.  For those who are not successful in appointment to the board, we discuss other suitable opportunities to become involved in the governance and business of Moat.  This can include suitable vacancies on the board’s sub-committees.
  • First stage interviews are organised by the head of resident involvement but may include or be delegated to current resident board members who are trained in recruitment procedures.  The aim of the first stage interviews is to narrow down selection to no more than five applicants for the board and to advise any who are not qualified for board membership on more suitable opportunities for involvement.  Group selection techniques may be used as an alternative to individual interviews, especially if there are a large number of applicants. Short listing takes place on the basis of the agreed person specification.
  • Short listed candidates are interviewed by the chairman, chief executive and a resident board member.  Again, selection is made on the basis of the agreed person specification.
  • Successful applicants are presented to the board at the next meeting and the chairman will propose their membership.
  • If there are both remunerated and unremunerated vacancies, applicants may choose which category of membership they wish to apply for.  If there is only one category of vacancy, the applicant can only apply on this basis.

Resident board member term

  • Resident board members are appointed for a term of three years.  This may be extended for a maximum of two further three year terms at the invitation of the chairman.