Brp Consulting California

There is No Room for “Board Resume Padders” in Volunteer ...

Volunteering and “giving back to the community in which you live” remains one of my core beliefs. I believe that you need to become engaged with an organization that you believe in – one that you are passionate about – and one that you will contribute to. Too many times have I had the good fortune to sit on a Board only to find that some of my fellow members are there for all the wrong reasons. They have no intention of contributing at meetings. They miss meetings. They are what I like to call “Board Resume Padders”. Their only goal is to be able to mark down their position on their own resume. I have deemed these act to be called “resume padding” – a concept that sees this self-serving so-called volunteer undermine the work of the dedicated volunteer.

What is a Board Resume Padder?

The Board Resume Padder (BRP) is prevalent in many of today’s volunteer organizations and unfortunately they are allowed to exist in many cases. Many volunteer organizations are scrambling for help and due to poor board development practices they tend to take on a “warm body” just to fill a seat. Like a weasel, the cunning BRP seeks out these weaknesses and exploits them to the fullest. This cunning volunteer abuser is quick to second motions such as the approval of an agenda simply to ensure that their name is in the minutes. They are wily and devious in their facade – they disguise themselves as caring individuals and often fool board executive based on bravado and b.s.

Responsible volunteer organizations and their dedicated Board members need to eradicate the presence of BRPs. Preventive measures such as conscientious and honest recruitment of prospective Board members is a practice that all volunteer organizations must implement. Done correctly the chances of a BRP infiltrating a Board are minimized to a great degree. Nevertheless, from time to time, a BRP is bound to get by even the strictest of defenses. Once a responsible Board recognizes the existence of a BRP in their presence they must take action. The Board, or more likely the Board Chair, can confront the individual in question and often they will offer up their own resignation based on lame excuses as “being too busy” or “this was not what I expected” – this matters not as the goal has been achieved – the eradication of a BRP.  Even if the BRP insists on staying there are often stipulations within organizational bylaws to make a motion to remove a non-productive member. I recently made a  motion on a provincial Board to remove a non-contributing member after she missed three consecutive meetings – this was our opportunity to act based on our bylaws.  It should be noted that your organization should seek the advice of legal counsel to ensure that the Board and its dedicated members are protected. Simply put, do the necessary due diligence in order to achieve your goal – the eradication of a BRP.

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