D1.PA1
Board Composition
Board size, seat count, required positions (Chair, Treasurer, Secretary), vacancy management, term limits
Domain D1
Board Composition & Competency
A governance body is only as capable as its members. This domain measures whether the board has the right people, in the right roles, with the right knowledge.
Practice Areas
D1.PA2
Member Competency
Role-specific knowledge, certification completion, ongoing professional development, skill gap identification
D1.PA3
Succession Planning
Officer election cycles, recruitment pipeline, transition protocols, knowledge transfer processes
D1.PA4
Diversity & Independence
Board composition diversity (skills, background, community representation), independence from management and EMO/CMO
Level Progression
How governance in this domain evolves across the five CGMI maturity levels.
L1·Emerging
Board has required seats filled but little formal orientation, inconsistent training, and no succession planning.
L2·Developing
All board positions filled, roles understood, basic orientation for new members. Training is happening but not systematically tracked.
L3·Established
All members certified in their roles. Succession plan active. Board composition regularly reviewed against strategic needs. Skills gaps identified and recruitment targets set.
L4·Advanced
Board composition is data-informed (skills matrix, community representation analysis). Member performance is tracked. Development plans exist for each member.
L5·Exemplary
Board composition is a strategic asset. Governance knowledge is institutionalized — not dependent on individuals. Alumni network of past board members actively contributes.
Framework Alignment
NACSA
Governing in the Public Interest — Board composition and independence
CSP
Section H — Governing Board Quality
Existing platform features
Board composition tracking, training certification, engagement metrics
Planned features
Succession planning tracker, skills gap assessment tool, diversity profile
Integration touchpoints
CGMI-P most active. Network partners use D1 ratings to identify systemic succession and competency gaps across portfolio schools.