Hony.
Editor |
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Dr.
Bindi Mehta
(Director,
Research at ICSI - CCRT, Formerly, Chief economist, CRISIL
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TRAINING
FOR DIRECTORS OF FINANCIAL INSTITUTIONS
by
Dr.
YRK Reddy
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“Umuntu Ngumuntu Ngabantu”
“I am because you are; you are because we are”
An African (Xhosa) saying reflecting the interdependence
of humanity
Abstract
This
paper (a) recognizes the reasons for the special place of
the financial system, particularly banking, in the S.Asian
context and (b) the importance of Boards and the special
competencies required from the directors of these institutions
and (c) an approach to meet the challenges in training.
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Financial
System and Economic Development
1.0 The finance sector has assumed a special place in all
economies due to increasing integration of markets, sophistication
of financial products and intermediations particularly feeding
on the dramatic developments in the “info way” as also due
to the perceived potential of the carnage of the kind noticed
in the Asian region, and more recently in Argentina, Russia,
and Turkey and capital markets worldwide.
1.1 Applying the reasoning of Coase in the case of firms,
the existence and development of financial markets is primarily
to reduce the information cost of borrowing and lending
and thus reduce transaction cost. The potential for such
intermediation has been growing with the changing needs,
consumption patterns and sophistication of products and
services that are fueled by an exponential growth in the
knowledge and financial flows. In the process, the financial
sector has assumed the same critical importance as that
of the circulatory systems in a human being (as opposed
to those of a dinosaur).
1.2 The financial system provides the platform to facilitate
exchange of goods and services, mobilize savings, give credit,
and monitor them. The system ensures that risks are pooled
and shifted in favor of those who can bear it on a continuous
basis, providing alternative investments and intermediating
to overcome informational asymmetries. In an ideal sense,
when the circulatory system is functioning well, it should
reach all parts of the economy effectively, efficiently,
and equitably. A well-developed financial system does not
impair any section of the society but would, in fact, contribute
to economic growth as well as poverty reduction. This, despite
the current perceptions of growing inequalities concurrently
with growth.
1.3 As Amartya Sen has commented “The availability and the
access to finance can be a crucial influence on the economic
entitlements that economic agents are practically able to
secure. This applies all the way from large enterprises……to
tiny establishments that rely on micro credit” (as quoted
in WDR-2002). There is growing evidence to show that development
of the financial system and its sophistication not merely
coexists with economic growth but may actually be causing
it. There is also some evidence to show, contrary to the
popular perception, that in some societies the income distribution
could improve.
1.4 Financial sector comprises of several institutions that
perform the functions of intermediation and reduction of
risks, information asymmetry and eventually the transaction
cost. Financial institutions comprise banks, development
financial institutions, chit funds, credit societies, service
providers, mutual funds, venture capital firms, insurance,
deposit taking non-banking firms etc. These cater to a range
of requirements such as payments services, liquidity, divisibility,
maturity transformation, store of value, information economics,
risk pooling etc. In the South Asian region major financial
institutions are mainly the products of a macro-planning
process. The financial system in most developing countries
is still dominated by banks, since it is mostly during the
90s that a transition was initiated for actively developing
the capital markets.
1.5 The non-banking financial institutions are fairly small
as a proportion of GDP as well as a % of aggregate bank
deposits (In the case of India it is about 0.87% of GDP
and 2.2% of aggregate bank deposits, in respect of the registered
NBFCs). It is also evident that there is a high degree of
concentration within NBFCs. (In the case of India, nine
companies account for 57 per cent of the total deposits
and the top 75 out of 1005 companies account for 93%). The
insurance sector also is in the process of development with
relatively lower levels of demographic penetration (about
20% of insurable population for life business in India)
and contributing to a small percentage of GDP (for instance,
life insurance premia is under 1.5% of GDP compared to 6-7%
in the UK).
1.6 As mentioned, though capital markets have existed for
decades, their liberalization and development has been recent.
Consequently, market capitalization as a proportion of GDP
also is relatively small (value traded as a % of GDP in
the case of India is 4.8% against 38.3% in Japan, 34.4%
in US and 20.3% in Thailand)
1.7 There is evidence to show that the corporate sector
depends more on debt and internal resources than external
equity in most of the developing countries. Of the new capital
for corporate growth, equity accounts for a fairly small
portion (about 11% in India in the peak 90s) and the market
for corporate debt is being used by only a limited number
of big corporates. This probably does not indicate the irrelevance
of capital markets as much as the potential of foregone
opportunities in unlocking the equity culture and potential
which could have contributed to the overall sophistication
and depth of the financial system.
1.8 As the capital markets grow the stock exchange regulators
have a critical duty to promote corporate governance. The
stock exchange regulator would ensure that the shareholder
rights are being protected, that there is equitable treatment
among shareholders; that the management, dominant share
holders and intermediaries are transparent and do not benefit
from special privileges of information and market manipulation;
that investors grievances are being redressed; that the
overall framework of trading in equities evokes investor
confidence, both domestic as well as international. The
stock exchange regulator probably uses the tests of growing
investor confidence, growth in trading volumes and absence
of scams as the proof of keeping this fragile system going.
In the process, the stock exchange regulator relies upon
both the powers it has under the law to penalize errant
companies and financial intermediaries and also on a host
of self-regulating organizations predominant of whom are
the Stock Exchanges.
1.9 For historical and transition reasons the financial
system continues to have the domination of Banking and the
Development Financial Institutions both of which are again
dominantly owned by the State in some of the developing
countries. State ownership of banks have been a particular
area of attention, inter alia, for concerns of efficiency,
the positive impact their privatisation has on capital market
development and FDI as also in support of the newer belief
that state should roll-back from its ownership role. The
DFIs also are under a process of restructuring that may
call for induction of new owners and changes in Board compositions
or even conversion into universal banks.
1.10 Considering the overall dominance of commercial banks
and the developing nature of capital markets, central banks
probably have even a greater role to play in governance.
The function of ‘contestability’ may have to arise from
the Central Banks and the Stock Exchange Regulators than
from the market as such.
1.11 In the case of the banks, the regulator is concerned
with the following four aspects of the system, which should
also be shared by the Boards of Directors by virtue of their
fiduciary duties of care and diligence:
a. The fact that the depositors have a coordination problem
that prevents them from sharing information and exerting
sufficient pressure on the bank,
b. That the banks assets are relatively illiquid that poses
a threat to the depositors whenever there is a distress
for the bank
c. That the transactions of the bank while lending the depositors
money are opaque or less transparent primarily because of
the case by case approach inherent in appraisals of proposals
and lastly
d. That the potential for contagion effect which might portend
a run on the deposits in the same class of banks thus attracting
a systemic risk.
1.12 Apart from the traditional reasoning for the regulator’s
active involvement in ensuring bank soundness, there is
a new reason that makes the regulators even more important
than ever before, which should also be the concern for the
Boards. In the increasingly integrated markets there is
a potential of not merely regional crises but one that may
affect the entire world. It is for this reason that countries
and multilateral organizations have begun to look at the
entire architecture of finance and a convergence and coordination
at a global scale that would mitigate systemic risk for
all.
1.13 Because of the delicate balance needed between enhancing
efficiency and ensuring stability of the banking system,
particularly in the case of developing countries, the quality
and the type of regulation becomes paramount to ensure that
there is sufficient flow of resources on an increasing scale
into the system while monitoring that there is no undesirable
hemorrhage that would warrant critical care in the form
of bail-outs and lending of last resort or the fall back
on deposit insurances. Such process of regulation can be
intensive or intrusive if the potential risk remains unmitigated
through internal governance processes. However, if the regulation
is intrusive, inappropriate, or oppressive the effect on
the growth of the financial system will be as deleterious
as that of a “medical nemesis” (Ivan Illich). The scope
for making regulation more appropriate arises both from
the need for objective and logical public policy making
that ensures that there are no ulterior motives in continuation
of a regulatory regime or of new initiatives apart from
issues of competence of the examiners themselves. At the
same time, self-regulation by good corporate governance
acts as a disincentive for inappropriate or intrusive regulation
invoking the larger interests of stakeholders.
1.14 Financial institutions have an extraordinary stakeholder
system compared to the real sector. The nature of the business
and its accountability to the omni present regulator as
well as the tenuous nature of reputations and their impact
on stability makes governance a tougher proposition altogether.
Boards thus have a greater responsibility towards their
stakeholders, especially the financial stakeholders. Often,
the raw material suppliers (depositors) are also the consumers
(borrowers) and the service cannot be easily stored and
the damage cannot be satisfactorily covered by a warranty.
The service has to be literally real time, based on mutuality
of interest and trust and is highly information centric.
The onus on the Board becomes as much daunting as is the
sector for having to deal with high risk and intangible
assets and liabilities covering a large mass of public and
which can assume great fragility on the basis of information
or disinformation. The Boards also lend themselves to ‘contestability’
not so much by the markets as much by the regulators themselves.
Boards in Financial Sector And Competencies:
2.0 The special place of the financial system, its relevance
for economic development, its structural issues, the regulatory
dynamics and the stakeholder sensitivities imply special
care and attention to the Boards. The structure, competencies
and processes of the boards in the banks and financial institutions
assume as much criticality as the DNA for the circulatory
system for the human body.
2.1 Many boards of the banks and DFIs instituted by the
government have had legacy systems that do not necessarily
conform with the current principles of corporate governance.
For instance, it is generally the practice to have an Executive
Chairman than a separate position of Non-Executive Chairman.
It is also a practice to have a large number of nominated
directors of whom some may be representing the government
or even the regulator. In some cases, the regulator also
has been known to be a significant equity holder of a bank
or a financial institution resulting in conflicts of interest
and role confusions. Unlike the manufacturing sector, it
is possible that the non-executive directors are more in
number in these institutions and yet their independence
and their quality is not beyond doubt. The average size
of the Boards in state controlled as well as private financial
institutions appears to be smaller than the international
average.
2.2 A poor Board in terms of competence implies potential
connected lending, increased non-performance assets, nepotism,
spiriting away of funds, and attraction of risks for the
depositors` funds and of course, diminution of shareholder
value. It is abundantly clear that the soundness of financial
institutions is first and foremost the responsibility of
its owners and managers to be fulfilled by instituting an
appropriate internal corporate governance structure, systems,
and processes where by the Board of Directors act competently
and responsibly. Yet the incentive mechanisms and the competence
levels do not enable such action.
2.3 Boards that are dominated by a majority share-holder
who hijacks the management for connected lending, personal
benefit, graft and frauds not only bring distress to the
share-holders and the immediate stakeholders (depositors
and employees) but also attract systemic risks that cause
wide suffering. Policy makers, regulators and owners must
be able to discern the linkages among their short-term actions
and the wider repercussions. Such appreciation requires
deliberate advocacy and competence building among all concerned
of the interconnectedness that does not assure anyone of
“no come-backs”. The obvious to the knowledgeable has not
been so obvious unless trained to the many who are the potential
directors, examiners and policy makers.
2.4 Apart from the generic knowledge and competencies on
the macro reasoning and micro conduct as implicit in the
above argument, Directors in the financial system need special
inputs to be able to monitor and manage risks. The risk
portfolio of a financial institution is obviously not similar
to that in the real sector of the economy. These risks are
primarily intangible that deal with promises, expectations
and their fulfillment. The Federal Reserve Board of the
US had listed the following as a typical profile of risks
for Banks.
a. Counterparty credit risks: The risk that the counterparty
will fail to fulfill the credit contract. The size of the
loss is the replacement cost of the contract in the market;
b. Market risks: Risks arising from market price changes,
such as interest rate risk, exchange rate risk, and commodity
price risks;
c. Settlement Risk: The risk that one party (or agent bank)
will not settle or deliver final value when settling a contractual
obligation.
d. Operating risk: Losses due to inadequate internal controls,
procedures, and operating equipment, software, and systems;
e. Liquidity risk: Losses that result if forced to sell
under illiquid market conditions;
f. Legal risk: Losses caused by uncertainties in the legal
definition of obligations or court reversals of commonly
understood obligations.
g. Aggregate risk: Sometimes called systemic or inter-connection
risk. Failure of one party triggers failure elsewhere in
system (for example, contagion)”.
2.5 Financial institutions are important players in foreign
exchange, derivatives, and also equity markets within the
set guidelines. Risk control systems are essential so that
the typical cases of the Barings do not recur. One recalls
the complacency and ineptitude of Boards that have made
long-standing giants falter and collapse. It is possible
that some of the directors in the BCCI were complacent and
ignorant than complicit, to have become party to the international
scale illegal activities perpetuated by the bank. In this
context, bank Boards need extraordinary skills to not merely
ask the formula questions on these risks but have the depth
of knowledge to be able to constantly undertake “non-destructive
testing” and ensure conformity and compliance with national
and global standards.
2.6 The increasing levels of globalization implies higher
levels of competition by those whose brands are strong,
who have internationally derived knowledge base and who
have deep pockets and abilities to take more risks on all
fronts. Consolidation among financial institutions that
is evident in some parts of the world also portends risks
and opportunities that demand strategic thinking. Boards
in S.Asia have been relatively less trained on strategy
and more on reflexive rituals. New positions and competitive
spirit must accompany probity lest “they are rearranging
furniture as the titanic is sinking” (YRK Reddy). Boards
also need the knowledge to be able to finely brainstorm
competition, emerging scenarios, strategic choices, trades-off
and repositioning. For instance, the importance of retail
banking, Internet banking and “life-style” banking were
ushered in by new banks, which have probably usurped the
market potential of the long-standing giants. A slew of
new products and services that contribute to better profitability,
working on “economies of scope” with relatively lower risks,
are possible for those, which are strategically focused.
The Boards that are less knowledgeable may contribute to
complacency that leads to loss of market share as well as
the risks of late entry and adverse selections of clients.
2.7 Executive/Working Directors would have some advantage
of knowing the manner in which for instance, a bank’s balance
sheet is different from the others and also the requirements
of the CRR, SLR, and other regulations. Even they may not
be familiar with aspects of strategy or with the new risks
and opportunities in the foreign exchange market and the
derivative markets. They may also need current knowledge
on the guidelines issued by the BIS/BCBS and world-class
standards. For instance, IT security in the banks have been
identified as a major risk in the recent past and the directors’
fiduciary duties would imply that they check the risk management
procedures. Like wise, financial institutions have become
major players in evaluating and advising in mergers, acquisitions,
and their valuations and actually take on the derived risks
which again should be in the knowledge domain of the directors
to be able to recognize risk and “tap on the sensitive spot”.
2.8 The profile of risks for a financial institution are
typically those related to interest rates; credit; off-balance
sheet; technology and operational; foreign exchange rate;
country/sovereign risk and liquidity risk. Directors ought
to know the broad nature of these and the way these can
be hedged through various types of forwards, futures, swaps,
and options. Directors also need to understand the manner
in which global companies are addressing these risks and
establishing internal control mechanisms beyond that required
by law.
Consequently, if the Boards of financial institutions have
to fulfill their fiduciary responsibilities and also fulfill
their duties of care and diligence, there is no option but
to gain the technical competencies required for this business.
These competencies must be built on a strong foundation
of generic competencies. The CACG has by now established
itself as a pioneering leader in training directors in generic
and strategic competencies which should form the essential
foundation to build on.
An Approach:
3.1 Training of directors of financial institutions may
be new in some countries. The experience of the CACG is
noteworthy in sensitizing, advocating and training a mass
of directors including those from the finance sector imparting
the essential knowledge. The American Association of Bank
Directors probably offers some idea of the competence
needs and short modules that are very specific to the
Banks. There is also some basic literature for bank directors
that have been published. Bank examiners in Kansas had
also brainstormed and came up with a list of dos and don’ts
for bank directors (the last of which includes an advice
not to argue with an examiner. It is like wresting in
the mud with an “elephant”. Eventually, you figure out
that the “elephant” enjoys it).
3.2 An approach is to train directors and potential directors
sectorally by giving them special training in generic
and strategic competencies on a mass-scale for all Directors
and potential directors followed by sectoral competencies
(competencies specific to the community/cooperative banks;
insurance companies; large commercial banks; DFIs; Mutual
Funds, Venture Capital Firms; deposit taking non-banking
financial institutions; other service providers, the regulators/examiners
etc.)
3.2 The approach (which is being experimented by the Academy
of Corporate Governance in the case of commercial banks,
NBFIs and Urban Cooperative Banks in India) may consist
of :
a. A national level conference of the segment targeted
to sensitize the critical aspects of corporate governance
and its relation to the well being of the sector in the
long term or for immediate rejuvenation. This conference
will bring about a consensus as well as ownership of the
action to be followed. An industry level CEO team may
be established to chalk out the agenda which will include
preparation of the case studies of successes and failures
in corporate governance; competence mapping of the ideal
board directors; preparation of model practices and the
like.
b. The next phase will comprise of designing a program
in such a way that the common competencies are standardized
for important segments of the Finance system (generic
competences relating to the Corporate Governance theory
and principles, directors roles and responsibilities,
ethics and CSR, board dynamics and the like and those
relating to strategy). Needless to state, the CACG template
is eminently suited to the developing world.
c. These modules may be followed by validated specialist
modules that address the chosen segment. (for instance
the issues of Cooperative Banks will be entirely different
from those of a company; the knowledge and competencies
for insurance will obviously be different from those of
the mutual funds; the Board of a DFI will need to know
lesser on retail marketing or payment system than credit
and liquidity risks; the due diligence in a Venture firm
is more entrepreneur centric than finance-centric one
of M&A Advisory).
d. The last would be of standardization and deployment
throughout the sector through self-funding or multilateral
funding or a combination thereof. (the manner of deployment
adopted by the IFC in he case of Russia, Ukraine, Armenia
and Korea may give some further knowledge - IFC Annual
Report-2002)
CONCLUSIONS:
4.0 In conclusion, the financial system in South Asian
region has great potential for growth that will contribute
to economic development as well as poverty reduction.
In the process of its development and sophistication,
it may still have to rely on the dominant structures of
banks and the large FIs for some years to come as other
types of smaller institutions and capital markets do not
yet contribute to a significant portion of the economy.
They will, in due course, create sufficient number of
channels for delivery of credit and services into the
system and spread risks better. While stock exchanges
have existed for decades, their development and autonomous
regulation or capital markets have been more recent. Consequently,
the Financial System is in a transition from the planning
era of “command, control and coordinate” to a futuristic
free-enterprise driven by active capital markets. Till
capital markets are well developed, it is expected that
the regulators will perform some function of “contestability”.
4.1 In the financial sector, banks occupy a special place
not only because of their specialized nature and importance
but also because of the need for regulators to ensure
that the public policy interests are actively monitored
and satisfied. These interests arise due to the wide spread
nature of depositors, their information coordination problems,
the potential for spiriting away funds, the risks of the
contagion as also systemic risks that may engulf a wide
region. The regulatory and control structures should be
appropriate to enable the development of financial system
rapidly while managing risks. The issues before the policy
makers obviously involve resolution of government ownership,
regulatory overlaps, role demarcations and related aspects
that can facilitate even a better climate for corporate
governance.
4.2 The critical challenge for the financial institutions
is to develop their Boards by appropriate restructuring
and competence building not only for keeping the regulator
and the stock exchange regulators away but also for reasons
of accretion to shareholder value. The structural issues
of executive chairman, board committees, nominee directors,
etc. are obviously important and need to be addressed
both by the regulators as well as the owners. Boards need
the generic competencies to appreciate the importance
of corporate governance and its interconnectedness to
well being at all levels.
4.3 A notable requirement in the face of integrating and
liberalized markets is development of strategic abilities
among the board members so that they are in a position
to steer the organizations through the increasingly complex
choices of products and markets that can reposition the
organization to handle competition better. The CACG course
offers a useful basis for developing both the generic
and strategic competencies for the finance sector.
4.4 It is obvious that financial institutions are exposed
to a different profile of risks than the real sector.
Risk profile is getting complex and technical by the day.
Directors need exposure to understanding the range, implications,
and potential impact of these risks as also the availability
of techniques, products and internal structures by which
risk management can be improved. Thus, directors need
a host of additional competencies apart from the generic
and the strategic ones. These competencies are primarily
in understanding and managing risks such as interest rates,
credit, off-balance sheet, technology and operational,
foreign exchange, country and liquidity risks. The availability
and dimensions of products to manage these risks are also
important knowledge for the directors. In addition, directors
are required to follow the important guidelines and norms
being set by multilateral bodies such as the BIS and world-class
organizations. While this may appear new ground, there
are templates that can be borrowed and customized for
the South Asian region.
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Effective
board and director Evaluation
A checklist of best practices
by
By
Karen Martyn |
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Although
there is no evidence to link the quality of boards with
the quality of their companies, there is a plethora of anecdotal
evidence to indicate that ineffective boards can cause or
at least allow company failure, which could have been prevented.
Corporate governance experts and shareholder rights activists
are advocating that it is time to formally evaluate performance
of boards as well as individual directors. Given the high
level of responsibilities and powers vested in directors
and boards, it seems only prudent for each board to establish
a methodology for measuring its performance.
Evaluation
is a tool to increase the effectiveness of the entire board.
There are excellent reasons for conducting board and director
evaluations including:
-
To enhance individual and board performance
- To
review board profile and director succession plans
- To
Provide a means for dealing with non-performing directors
in a respectful way, and
- To
demonstrate accountability.
Critical
questions must be asked and the answers made explicit before
embarking on board evaluation. These include
-
Who is being evaluated: individual directors, the whole
board or both?
- How
will the evaluation results be used?
- Who
will see the results?
-
What are the criteria for the evaluation?
Establish
Performance Standards and Annual Objectives
At least one year before commencing board or director evaluation,
the board must have specified performance standards for
itself and individual directors. Performance standards state
clearly and concisely the outputs and behaviours expected.
Performance standards can help eliminate or at least reduce
non-productive board and director behaviours, such as board
members who see themselves as devil's advocates in opposition
to management, or who feel safe contributing little to board
discussions. When faced with performance standards, director's
energies can be channelled into constructive, productive
outcomes.
Many boards have performance standards embedded in their
board charter, board policies, committee terms of reference,
Code of Ethics, etc. These need to listed and specified
separately as performance standards and evaluation criteria.
Board
Evaluation
Nine out of ten companies surveyed in the USA
say that the board evaluation process makes their boards
more productive (Heidrick, 1999).
In addition to the specified performance standards, what
gets evaluated for a board?
-
Board composition and skill mix
- Meeting
format and frequency
-
Relationships between directors (chemistry)
-
Work plan results
-
Sensitivity to and understanding of market forces and
competitor moves
-
Responsiveness to share/stakeholder interests
-
Committee structure and effectiveness.
Director
Evaluation
Ken Blanchard said, “Feedback is the breakfast of champions.”
Though we may all agree with the sentiment, most of us find
it difficult to tell a colleague what you do or do not like
about his or her performance. A formal evaluation programme
can overcome this obstacle by providing an objective set
of criteria against which to provide the needed feedback.
Good
reasons for conducting individual director evaluations include:
-
Improving individual accountability
- Increasing
participation
-
Enhancing awareness of roles and responsibilities
-
Strengthening cooperation and camaraderie.
The
criteria against which individual directors are evaluated
may be drawn from
-
The board charter,
-
The director position description which specifically lists
duties and responsibilities of directors (distinguishing
them from the management role)
-
Commitment (Attendance standards)
-
Committee work
- Director
competencies (e.g., leadership, teamwork, strategic thinking)Examples
of individual contribution.
The board charter states what the board expects of itself
– how it will conduct itself and perform its work. The
board charter should specify the deliverables of board
aims to produce including creating a shared vision for
the future direction, nurturing company values, safeguarding
institutional assets and establishing boundaries for executive
action.
Developmental
or Performance-based Approach?
One of the most important principles that must be established
and declared before embarking on any evaluation is determining
the purpose of the evaluation: is it developmental or judgemental
(generally known as performance based)?
Developmental
Approach
In the developmental approach, only the whole board summary
evaluation is shared and discussed by the board. Individual
director evaluations are confidential to the evaluated director.
No information about a director’s ratings or feedback is
shared with anyone else on the board. The sole purpose for
the evaluation is self-improvement.
Individual director’s evaluations are seen and discussed
between the respective director and the external facilitator.
Not even the chair is permitted to see another director’s
results. The confidentiality of the development approach
improves acceptance of the process. The onus is on the individual
directors to understand and address any developmental needs
highlighted in their evaluation results.
The potential for honest and candid assessments increases
when the opportunity to ‘have a go’ at someone and the fear
of harming someone’s career are eliminated through a completely
confidential process.
Performance
approach
The performance approach is used to identify, address and
ultimately remove non-performing directors. In this approach,
director’s evaluations are shared with either the Chair
or the Nominations/Human Resources Committee to enable them
to address performance issues with the individual directors.
The advantages of this approach are:
- Director
deficiencies are brought to the surface to be addressed
-
Directors can improve performance when given objective,
measurable standards to achieve
-
The approach focuses on results
-
Directors are given specifics of performance expectations
and their current gaps.
For
boards using the director evaluation on a performance-basis,
the evaluation by peers is a good opportunity for the chair
to gain an explicit picture of how each director is perceived
by his/her peers. It may be useful to ask directors to indicate
at the end of their evaluation whether they would recommend
this director for re-nomination, recommend for re-nomination
only if certain issues are addressed, or if they would not
recommend re-nomination. This provides the chair with the
opportunity to discuss needed improvements and/or to let
the director know that his or her nomination will not be
supported by the board which enables the director to save
face by not putting him/herself forward at the next election.
Internal
or external facilitation
It is highly recommended that whatever approach is used,
an external consultant with expertise in governance and
evaluation be engaged to carryout the entire process. The
consultant works with every member of the board to ensure
that the overall health, performance and developmental needs
of the board are placed above any individual member’s interests.
Boards taking the developmental approach must use an external
facilitator to preserve the confidential nature of the exercise.
Documentation
and maintenance
A Directors Evaluation Manual is an important part of orientation
for new directors. It explicitly states the expectations
for members on that particular board, outlines board processes
and procedures, and enables new directors to participate
sooner with confidence rather than watching and trying to
discern appropriate behaviours. It clarifies what board
duties are and avoids misunderstandings that may result
when new directors model their behaviour on what they observe
rather than what may be wanted/needed.
The
governance or human resources committee should be assigned
responsibility for overseeing the written guidelines and
keeping the evaluation manual current. The guidelines should
include frequency and timing of evaluations, purpose (developmental
or performance-based), whether the process is internally
managed or uses an external facilitator, who sees both the
raw data and the individual summaries for directors, and
storage and disposal of all the collected information.
Survey
Format Recommendations
The survey format can determine how helpful/useful
the recipients find the evaluation feedback. Off-the-shelf
surveys are less useful as they do not reflect the unique
requirements of the board for your particular organisation.
Generic statements meant to apply equally to all boards
are like generic strategies – they lack the specificity
required by the unique context each board and organisation
must work within. Questions specifically drawn from your
board’s work plans, responsibilities, values, etc. are most
useful in appraising its performance and development needs.
It
is best to use open-ended questions.
Examples of open-ended survey items include:
-
Knowledge and commitment to the organization -- to what
extent does this member understand and support the directions
of the organization?
-
Relationships skills- describe your working relationships
with this member both at the board\committee meetings
and outside the organization?
- Board
level performance -- how effective is this member in preparing
for and participating in board and committee meetings?
To what degree does he/she add constructively to the discussions?
If
rating scales are used, require the respondents to give
a specific example that illustrates why they have given
the director/board a particular rating. It’s of little use
to tell someone that they rated a ‘4out of 7’ unless you
also tell them which of their behaviours or statements created
this impression.
To
ensure that the board is keeping its eye on the future performance
of the board and the organisation, the board can rate itself
against it’s current criteria and then against what the
board will need be in the organisation’s ideal future scenario.
What are the qualities and competencies needed in the future
and what are we doing to make sure we have them by then?
How
to begin
1) Evaluate the board as a whole first. After directors
have experience the benefits and integrity of the process
they will have a context for individual director evaluations
2) Use an external, “credentialed” consultant to facilitate
process and ensure that it follows best governance practice.
3) Establish the criteria, approach and process for evaluation
in advance (preferably a year) to let directors know what
they will be evaluated against, collectively and individually.
4) Wait until directors have served at least one year on
the board before evaluating them individually.
5) Respect confidentiality and whatever procedures are put
in place.
6) Maintain & improve the process
7) Provide new directors with a Manual that tells them what’s
expected, the evaluation items, the frequency and timing
of evaluation and the procedures. It should also include
the board work plan, governance policies, charter, etc.
Board
and director evaluation are valuable processes that can
assist boards in improving their performance. Like employee
evaluation, boards and directors need to be told in advance,
clearly and concisely, why they are being evaluated (approach),
what is expected (performance standards) and how they will
be evaluated (process). Linking board and director evaluation
to the board’s purpose (annual work plans, charter, etc.)
provides insight on how well the board is functioning (internal
processes) and advancing the organisation’s performance
(outcomes and achievements). Establishing a methodology
for measuring board and director performance is one of the
most valuable steps a board can take toward ensuring good
governance practice.
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SARBANES-OXLEY
AND THE IDEA OF ‘GOOD’ GOVERNANCE
The
following is an extract from the speech given by the SEC
Commissioner, Ms Cynthia A. Glassman,
before the American Society of Corporate Secretaries in
Washington:
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“In
the long history of financial scandals, the most frequent
and often well-advised response to market failures has been
to let the machinery of the markets themselves work out
excesses over time. However, market solutions are not sufficient
in the current environment. What distinguishes recent corporate
scandals is that nearly all of the market institutions that
provide protection against large-scale fraud – including
investment bankers, buy – and sell-side analysts, lawyers,
rating agencies, auditors, officers and directors – failed
to varying degrees.
These
circumstances put a heightened premium on accountability
and prevention as regulatory goals. Given that a regulatory
response was called for, the question then is what the overriding
principle of that response should be. With respect to Sarbanes-Oxley
and the Commission’s reforms, the common thread seems to
be that governance matters.
First
and foremost, Sarbanes-Oxley makes clear that a company’s
senior officers are responsible for the culture they create,
and must be faithful to the same rules they set out for
other employees. One goal of the Commission’s recent rules
requiring that the CEO ultimately be responsible for the
quality of a company’s disclosure controls and financial
reporting is to ensure that “tone at the top” has real meaning.
Anyone who reads the newspapers these days will witness
the effects of a failure to set the right tone at the highest
levels of an organization. Even if senior managers did not
knowingly participate, their failure to be aware of and
prevent the environment in which far-reaching scandal was
possible was at minimum a serious moral failure.
Recognizing
that awareness must precede action, Sarbanes-Oxley and the
Commission’s rules require the CEO and Board to make certain
that procedures are in place to ensure that they hear bad
news. Under the Commission’s recently adopted rules, these
procedures must ensure that all material information – both
financial and non-financial – gets to those responsible
for reporting it to the investing public. Even beyond the
required system of controls, however, the Chief Executive
must be careful not to create an environment in which senior
officials are afraid to discuss or act on potentially serious
misconduct that comes to their attention. Employees who
are told that ethical conduct is important, but who in practice
face inaction – or, worse, retaliation – when they report
corporate misconduct, rightfully question whether the corporate
ethical code is merely a hollow promise. Accordingly, Sarbanes-Oxley
also appropriately provides protection for employees who
attempt to bring fraud to the attention of those with the
responsibility for dealing with it. Finally, let me briefly
address those who legitimately have asked whether the costs
of recent governance reforms are too high.
My
background is as an economist who has focused on risk management.
As the only non-lawyer serving on the Commission, I am keenly
aware that corporate governance involves a strong dose of
risk management, especially in today’s environment. Looked
at in this light, I respectfully suggest that if it is the
responsibility of management and the board to maximize long-term
shareholder value, companies that cut corners on compliance
fail in this regard by jeopardizing the long-term profitability
– and ultimately viability – of the company. A company’s
reputation is a valuable asset, and one that can be squandered
just as plainly as its tangible plant and equipment. While
recent reforms leave companies discretion in many areas
to determine what level of controls are adequate, the Commission’s
goal is to ensure that minimum controls – controls so apparently
lacking in several recent classes – are in place. The failure
to implement good governance can have a heavy cost beyond
regulatory problems. Evidence suggests that companies that
do not employ meaningful governance procedures can pay a
significant risk premium when competing for scare capital
in the public markets.
Beyond
that, if you need another justification to sell the idea
of good corporate governance, I would point out that the
Commission takes seriously the pronouncement made in our
Section 21(a) report on the “Relationship of Cooperation
to Agency Enforcement Decisions”. In the report, the Commission
noted that one factor we will look at is whether the company
took seriously its obligation to detect fraud. Obviously,
no system of controls can prevent all misconduct; however,
if a company can demonstrate that it has satisfied its obligation
to implement good procedures, then in my eyes it has a significantly
better chance of receiving leniency (assuming the other
criteria set out in the report are met). In short, if you
are looking for leniency you had better be able to show
that you cared about preventing corporate misconduct before
you discover that it occurred.
Despite
the importance of corporate governance from a risk management
perspective, I wonder how many board meetings or high-level
strategic plans actually deal with governance issues in
a meaningful way. Ask yourself if your company is providing
the proper incentives to make its governance programme work.
For example, is adherence to the code of conduct one of
the criteria used in employee performance evaluations and
the calculation of bonuses?
In
conclusion, let me say that I agree with the old adage that
there is no way to legislate morality. However, I do believe
that we can control conflicts of interest that provide temptation
to do the wrong thing, and institute the incentives and
penalties that encourage people to live up to their public
duties”.
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© 2001 Academy of Corporate Governance |
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