Succession Plan. The Manager has established the succession plan attached hereto as Exhibit A.
Succession Plan. Succession Temporary Succession Plan
Succession Plan. If no successor advisor(s) is named, please specify the final purpose for the Fund:
Succession Plan. Donor Advisor(s) may request that the Fund, or a portion thereof, be administered in the following way upon the cessation of his/her/their advisory rights. Total percentages should equal 100%. Unless otherwise indicated, if Donor Advisor(s) designates multiple Successor Advisors, Fund assets will be divided evenly across multiple donor-advised funds, each to be advised by a different Successor Advisor. Succession Option Percentage Transfer advisory privileges to designated Successor Advisor(s) Transfer Fund assets to CFU’s endowment established to help meet Utah’s most pressing needs Transfer Fund assets to another fund at CFU. Fund name: Total 100% Please let us know if you are working with a financial, tax or estate-planning advisor. Full Name Title Company Business Address City State Zip Business Phone Email I would like my professional advisor to be a Fund Representative. Fund Representatives can facilitate fund activity on behalf of Donor Advisor(s) and can view account details. Donor Advisor(s) and Fund Representatives must complete an Authorization Form before the Fund Representative will be permitted access to Fund information. The undersigned understand that although CFU seeks to honor donor intent to the extent allowed by law and its own charitable purposes, the Fund shall be the exclusive property of CFU, held by CFU in its corporate capacity, and shall not be deemed a trust fund held by it in a trustee capacity. As such, CFU shall have the ultimate authority and exclusive legal control of all assets in the fund, including any income derived from it, and complete discretion to make grants out of the Fund to carry out its charitable purposes. CFU reserves the right to take any actions at any time which, in its sole discretion, it deems reasonably necessary or desirable for the proper administration of the Fund. The undersigned further understand that the Fund shall be a component part of CFU and that nothing in this Agreement shall affect CFU’s status as a public charity under § 509(a)(1), (2), or (3) of the Internal Revenue Code. This Agreement shall be interpreted in a manner consistent with this intention and so as to conform to the requirements of the Internal Revenue Code and any regulations issued pursuant thereto applicable to the intended status of CFU and of the Fund as a component part of CFU. Moreover, the undersigned understand that the Fund will be subject to the provisions of CFU’s governing documents, including the variance power...
Succession Plan. The Parent shall at all times have and keep in effect a succession plan for its principal officers which has been approved by its board of directors (the “Succession Plan”) and shall furnish to each Significant Holder upon request from time to time a copy of the same, provided that such plan shall be kept confidential by each such Significant Holder.
Succession Plan. You may request that portions of your fund be administered in any or all of the following ways upon the death or incapacity of the fund’s last surviving donor advisor. Total of percentages should equal 100. • Transfer advisory privileges of this fund to successor advisor(s) as listed later in this agreement. % of fund value • Create a designated fund for the benefit of the organization(s) named below ($50,000 minimum required). % of fund value Organization: % Organization: % Organization: % • Transfer the fund’s assets to the Community Foundation’s unrestricted operating fund % of fund value • Transfer the fund’s assets to the Community Foundation’s unrestricted fund to help meet the greatest needs of the Greater Atlanta area. The unrestricted fund is the Community Foundation’s competitive grant-making fund. % of fund value Successor Advisors Donors may designate individuals as successor advisor(s), who have privileges to make recommendations appropriate for the fund. A donor advisor may change this designation at any time by completing the Succession Plan Agreement available from the Foundation. Successor Advisor Information Successor advisor(s) have privileges to make recommendations appropriate for the fund. All fund correspondence will be sent to successor advisor 1, unless otherwise specified. If more than two advisors are desired, please attach additional information to this form. Furthermore, it is the responsibility of the designated successor advisor(s) to contact the Foundation at such time as he/she/they become donor advisor(s) to the fund. Full name (First, Middle, Last) Nickname Preferred salutation (e.g. Xx. Xxxxx X. Smith or Xxx Xxxxx) Home address Send mailings to: • HomeDate of birth City State Zip • • • Office Add to mailing list for: Invite to events Send statement copies Business or organization name Position Business address City State Zip Home phone Mobile phone Business phone E-Mail (Preferred) Relationship with Donor Advisor Full Name (First, Middle, Last) Nickname Preferred salutation (e.g. Xx. Xxxxx X. Smith or Xxx Xxxxx) Home address Send mailings to: • HomeDate of birth City State Zip • • • Office Add to mailing list for: Invite to events Send statement copies Business or organization name Position Business address City State Zip Home phone Mobile phone Business phone E-Mail (Preferred) Relationship with Donor Advisor • I/We, as the donor(s), request that the successor advisor(s) named assume this responsibility • on the followi...
Succession Plan. Position Strategies for Succession
Succession Plan. (1) The Board shall ensure the Bank has competent management and staff in place to carry out the Bank’s policies, manage the day-to-day operations of the Bank in a safe and sound manner, and ensure compliance with applicable laws, regulations, and this Agreement.
(2) Within ninety (90) days of the date of this Agreement, the Board shall submit to the ADC for review and prior written determination of no supervisory objection an acceptable revised written succession plan for the Bank (“Succession Plan”). The Succession Plan shall be designed to promote adequate staffing and continuity of capable management and shall, at a minimum:
(a) identify all critical management positions within the Bank and outline the key roles, responsibilities, and qualifications for each position;
(b) identify and evaluate existing gaps in management knowledge, expertise, and staffing across the Bank;
(c) outline plans, including timeframes, to address immediate, short-term, and long-term knowledge, expertise, and staffing gaps, as well as strategies to promote the development and retention of capable management, including, but not limited to:
(i) addressing whether the Bank has internal expertise and development capabilities to fill vacancies in critical staff positions, including identifying potential succession candidates to fill immediate vacancies, or whether the Bank must resort to external recruitment; and
(ii) outlining the process for preparing any internal successors to assume key positions, including timeframes for training these individuals to assume identified job responsibilities; and
(d) specify roles, responsibilities, and accountability for the succession planning process, including amending the Succession Plan.
(3) Within thirty (30) days following the Board’s receipt of the ADC’s written determination of no supervisory objection to the revised Succession Plan or to any subsequent update or amendment to the Succession Plan, the Board shall adopt and Bank management, subject to Board review and ongoing monitoring, shall immediately implement and thereafter ensure adherence to the Succession Plan.
(4) The Board shall review the effectiveness of the Succession Plan and update the Succession Plan at least annually, no later than by April 15th each year, and more frequently if necessary or if required by the OCC in writing. The Board shall amend the Succession Plan as needed or directed by the OCC. Any update or amendment to the Succession Plan must be submitted to the...
Succession Plan. Provide a succession plan for temporary (up to six consecutive weeks) and permanent (beyond six consecutive weeks) replacement of key personnel, e.g. due to disciplinary action, sick leave, family emergency, vacation, jury duty, resignation, etc. Discuss how personnel shortfalls will be addressed. Discuss effectiveness of methods and procedures used to recruit and retain qualified key personnel and managers on similar type contracts.
Succession Plan. Upon Generac’s receipt and approval of a Distributor Succession Plan, Generac’s consent for transfer of Distributorship shall automatically be given as long as Distributor follows the approved Succession Plan. Generac’s approval for Distributor Succession Plan shall be given in Generac’s sole discretion.
