A poor role analysis can adversely affect the quality of outcomes, irrespective of how well the rest of the selection process is executed.
Role analysis involves determining the personal qualities, knowledge, skills and specialist expertise required to perform in a particular position.
A role description should be produced for each vacancy by the responsible governance officer(s). These should be reviewed by that area each time a new position becomes vacant and not assumed to have remained unchanged since the previous appointment.
Table 12: Role analysis
| Action | Responsibility |
| Carry out an assessment of the personal qualities, skills and specialist expertise of the Board, both as a whole and as individual members of the Board. This should be considered in light of any objectives and functions of the entity as set out in establishing documents. | Responsible governance officer(s) in consultation with the Board. |
| Consider the current and emerging priorities of the Board and the operating environment to determine the personal qualities, knowledge, skills and specialist expertise required for effective oversight of the entity. | Responsible governance officer(s) in consultation with the Board. |
| Capture and consider the views of the Board Chair. | Responsible governance officer(s). |
| Consider if there is change taking place in the entity. If there is, what personal qualities, knowledge, skills and specialist expertise are required for effective oversight of the entity? | Responsible governance officer(s) in consultation with the Board. |
| Check whether there are legislative requirements in place mandating specific skills for Board members. | Responsible governance officer(s). |
| Develop selection criteria that reflect the personal qualities, knowledge, skills and specialist expertise required for the position. | Responsible governance officer(s). |