|
Effective volunteer leadership
|
Volunteer pool to select from (pipeline) – RCC and chapters
Meeting the goals of RCC and local chapters
Formal succession plan for RCC
Chapter representation model
Appropriate retention, diversity and healthy turnover for the Board
|
RCC and Chapters each have database of members interested in serving in leadership roles
Ranked pipeline candidates
Succession plan in place
Chapter representation model codified in RCC operating manual
Metrics re retention/turnover, mix of sectors represented and board demographics
|
|
Strong and engaged membership
|
Net increase in corporate membership
Increased participation at Chapter events and meetings
|
Membership reports
Retention rates
Attendance status
|
|
“The” RM Conference in Canada
|
Increased attendance
Maintain or increase repeat attendance
Good financial outcome for conference
Relevant and positive conference experience
|
# of conference registrants
# of repeat conference attendees
Financials
Conference evaluations
|
|
Higher profile in Canada for RIMS and RCC as the global authority in risk management
|
Increased consultation with RCC by regulators, media and industry leaders
Increased number of CRM and RF designees
More diverse membership and/or participation (different positions within an organization; or different types of organizations) in RCC and Chapter
|
# of CRM-E participants and exams completed
# of universities offering CRM program
Comparative analysis of new titles
Tracked number of requests for info or consultations
Tracked # re output – e.g media releases, submissions, etc.
|