Planning and Structure

Annual Plan and Guide Template

It is the board’s job to set the strategic direction of the organization. They do that best in concert with the CEO/executive director/tribal administrator (assuming the organization has staff). Other staff and stakeholders can also be deeply engaged. Ultimately, the plan should be board approved.

Keeping the whole team on track and focused requires a plan. When everything seems possible, often little is achieved. Ideally, an annual plan builds from an existing strategic plan and prioritizes the next steps toward larger goals. However, if no strategic plan exists, an annual plan can still offer great value in motivating and engaging the team to move mission forward. Importantly, annual plans and strategic plans start with rooting the organization in what is core and offers a section on Core Purpose and Core Values. Many organizations also include their mission statement, and some include their operating principles.

Part two of any plan is the goals. In annual and strategic planning, the group should prioritize goals that are not “business as usual,” meaning that any goal in the plan is focused on what will be different as a result of achieving the goal. Consider what goals will push the team to work at a deeper level, or move more efficiently, or partner differently, or something that needs to get started or to end. In strategic planning, the goals are prioritized in longer time frames of 10+ years and then 3-5 years for short-term goals. In annual plans, the timeframe is often set for the next 12-18 months and preferably aligned to the annual budget.

The format for the goals section is based on preference. The main difference between annual goals and strategic goals is that with annual goals often more specific information is available. In the first example below, the emphasis is placed on the goal itself. In the second example, the emphasis is placed on the mechanism to achieve the goal.