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Corporate Social Responsibility (CSR)

Chief Executive for YMCA Norfolk

Background

YMCA Norfolk is a Christian charity committed to supporting young people to enable them to reach their full potential. They provide a range of services for young people and their families through which they can receive professional information, advice, accommodation and support. They are part of the global YMCA family which is the largest and oldest charity in the world reaching around 45 million members in 119 countries. The post-holder, Tim Sweeting had held the appointment of Chief Executive at YMCA Norfolk for over 12 years creating a strong and lasting legacy. In instances like this where there had been a long-standing Chief Executive it was essential to identify individuals who would be naturally collaborative, inspiring and engaging with high levels of emotional intelligence.

There were a number of key challenges that needed to be overcome as part of this search:

  • YMCA Norfolk are committed to delivering Christian faith-based charitable objects on the Paris Basis of 1855. A Genuine Occupational Requirement in accordance with Schedule 9, Part 1 of the Equality Act 2010 applied to this leadership appointment. This impacted the talent pool as it was essential that applicants could demonstrate a strong Christian faith and a calling to the appointment and organisation.
  • Charity sector experience was deemed essential as YMCA Norfolk are a complex organisation with broad ranging services. It was also important that applicants brought an understanding of regulatory frameworks such as the Regulator of Social Housing, Charity Commission or OFSTED.
  • Location was also a critical factor given where the organisation was based. There were limited charities in the region, and this would affect the number of suitable individuals who could be targeted as part of the candidate mapping and talent acquisition process.
  • Immediate action was taken to identify other charities that required their senior leaders to have a Genuine Occupational Requirement to have active Christian faith to start building the talent pool. This was supported by strategic advertising and by approaching Christian networks to attract recommendations and referrals.
  • This was further expanded to approaching leaders who worked for other charities and social housing providers, cross-checked against key words that would suggest a Christian faith who had been identified through LinkedIn and internet research.
  • Given the limited pool of candidates based locally in Norfolk and surrounding areas, the search was expanded to approach other individuals based nationally who met the essential requirements and would be willing to relocate to Norfolk if successfully appointed to the role.
  • All longlisted and shortlisted candidates were comprehensively vetted – initially with a telephone interview and then a competency-based interview which addressing the key criteria in the person specification as well as detailed questioning on their faith, motivations and background.

8 qualified candidates were submitted as part of the longlist supported with our recommendations. A shortlisting meeting took place with key stakeholders and 4 individuals were selected for panel interview.

Working closely with the Nominations Committee and incumbent, we dealt with all scheduling for the interviews – this was a complex process because as part of this assessment, we looked to incorporate stakeholder interviews with members of the Executive team, a service user panel, staff representative panel and Trustee panel – due to Covid-19, these panels were conducted virtually, others in person and some a hybrid of the two. A debrief session was then completed prior to the final panel interview with the Nominations Committee.

The Nominations Committee also wanted to gain deeper insights by including psychometric testing for the shortlisted candidates. We coordinated this process in conjunction with our strategic partner, Thomas International. These tests focused on strengths and weaknesses, leadership potential and emotional intelligence. These reports were then shared in full supported by an analysis and summary with suggested probing questions to be used at panel interview stage.

A successful outcome was achieved with the appointment of John Lee who brought leadership experience from the charity sector, was based locally in Norwich and had a strong, demonstratable Christian faith and commitment to the values and mission of YMCA Norfolk.

References were taken up on behalf of the organisation along with other required checks.

Timelines for the campaign were as follows: the briefing took place on the 17th May with the shortlist meeting on the 15th June and with stakeholder and final panel interviews on the 29th and 30th June 2021. An offer was made, contract finalised, and a start date of the 19th July 2021 agreed.

Feedback sessions were arranged with shortlisted candidates to debrief and interpret their psychometric results – these were constructive sessions to help further their own awareness and continuous professional development.