The board and management articulate a strategic plan which spells out the key strategies and plans of action that will be implemented in order to perform the legislated mandate of the institution. A strategic plan usually spans a period of from three to five years, is periodically reviewed and fine-tuned, and is further detailed and rendered precise by annual plans.

Legislation, policy or decree establishes the breadth of a social security institution’s functions and responsibilities. There are social security programmes that are wholly budget financed and hence would have no mandate to collect contributions from the population to be covered. For others, coverage and contributions collection are administered by an office other than that which administers benefits and services. Some programmes are designed to have no accumulated reserve funds, while others may be authorized to have internal or external managers to manage fund investments.

The management has strong, consistent and enabling human resources policies which would encourage its officers and staff to propose innovative ideas and positive change.

The Head of Management motivates and inspires the institution to propose and work on innovations that would increase operational efficiency and improve the implementation of the mandate of the social security programme.

Dynamism is the governance element of innovation or positive change, the effect of which is to henceforth improve the efficiency of an organization.

Suggestions to improve the institution’s services to its stakeholders are properly evaluated and, if they have merit, are submitted to the board for information or approval, before implementation by the management.

The management maintains open communications with the stakeholders, to encourage exchange and suggestions on how the institution can be more responsive to their needs and concerns.

Participation refers to the effective involvement of stakeholders in the institution’s decision-making process to protect their interests and to support the social security programme. It is a way of building partnership between the board and the institution’s stakeholders, allowing better policy-making, improvement of trust among stakeholders and the enhancement of transparency.

The management establishes an information and communications system to provide accurate and up-to-date information to the stakeholders of the social security programme. The goal is to empower stakeholders with a full understanding of the programme and how it is being governed, to enable their effective participation.

Members and beneficiaries are regularly and periodically informed of their rights and privileges.