This document provides information about undertaking a governance review of a board. It outlines the typical stages of a review including desk research, surveys of skills, diversity and governance, interviews, board observations, and a final report. It then discusses tools that can be used for the review, including the Governance Wheel for self-assessment, a skills audit, and a diversity audit. Potential red flags or issues that may be identified are also mentioned. The document concludes by thanking participants and directing them to return to the main room for an AGM and member event.

1. WELCOME TO UNDERTAKING A GOVERNANCE
REVIEW
TOP UP YOUR DRINKS, TAKE A COMFORT
BREAK, HAVE A QUICK STRETCH!
WORKSHOP WILL START AT 13.10

2. UNDERTAKING A GOVERNANCE REVIEW:
IDENTIFYING RED FLAGS

3. WHY REVIEW GOVERNANCE?

4. A TYPICAL REVIEW…
Stages
Desk review
Surveys
- Skills audit
- Diversity audit
- Governance Wheel
Interviews
Board facilitation
Board observations
Written report
Presentation
Stages
Desk review
Surveys
- Skills audit
- Diversity audit
- Governance Wheel
Interviews
Board facilitation
Board observations
Written report
Presentation
...AND THEN THE HARD WORK

5. Supported by:
Group members:
Observer:
www.charitygovernancecode.org
THE GOVERNANCE CODE

6. 6
THE NCVO GOVERNANCE WHEEL
Area Score Range
Foundation 8.5 5
Organisational Purpose 8.1 3
Leadership 9.0 2
Integrity 8.9 2
Decisionmaking risk and control 8.2 2
Board effectivness 8.0 3
Equality diversity and Inclusion 4.2 4
Open and accountable 6.0 5
Download: https://www.ncvo.org.uk/help-and-guidance/governance/board-basics/tools-and-guidance/governance-wheel/#/

7. USING THE WHEEL
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Is this the right tool?
• A light touch exercise which is focused on the board
• The underlining health of the trustee relationships impact
• Requires a level of transparency and honesty
• A willingness to surface and discuss areas for improvement
• Based on perceptions
How will you run the exercise?
• Who will facilitate the exercise?
• What level of anonymity do trustees want, and what degree of
anonymity is appropriate?
• Do you need to combine the exercise with other review work
e.g. skills or diversity audit?
• How do you want to involve other stakeholders and in particular
senior managers in the review?

8. 8
SKILLS AUDIT
Download: https://www.ncvo.org.uk/help-and-guidance/governance/board-basics/tools-and-guidance/trustee-skills-audit/#/

9. 9
DIVERSITY AUDIT
View guidance: https://www.ncvo.org.uk/help-and-guidance/governance/board-basics/tools-and-guidance/trustee-skills-audit/#/
• Think carefully about sensitivities and confidentiality
• This is a small sample size – meaning it is hard to be truly anonymous
Top tips: make optional, collect anonymously, add ‘prefer not to say’
We systematically investigate:
• Gender identity
• Age
• Sexual orientation
• Disability, long term illness or health condition
• Ethnicity
• Religion faith or belief
Additional protected areas:
• Marriage and civil partnership
• Pregnancy and maternity
Other areas where we can gather data:
• Economic circumstances
• Level of education
• Experience of using services or lived experience of cause

10. SOME OF THE COMMON ISSUES OR RED FLAGS…

11. CASE STUDY
Stephanie Fuller
General Manager

12. THANK YOU
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13. AGM & MEMBER EVENT
PLEASE RETURN TO THE MAIN ROOM