The Executive Director of the American Humanist Association is the principal representative of the organization and the person responsible for the efficient operation.

The President, with contributions from the entire Board of Directors, annually reviews the Executive Director on his/her performance, and ask for his/her input on matters of performance and compensation. The President will obtain research and information to make a decision regarding potential modifications to the compensation (salary and benefits) of the Executive Director based on a combination of performance and a review of comparability data.  No participating member of the Board of Directors will be a staff member, the relative of a staff member, or have any relationship with staff that could present a conflict of interest.

The following job performance factors will be reviewed on a 1-5 scale of unsatisfactory performance to outstanding performance:

External Affairs – Executive Director’s work related to external affairs, plus an assessment of other aspects of effectiveness and success in outreach, liaison, and joint projects with other organizations, including other groups with related or complementary missions and programs; public agencies; the media; community leaders; elected and appointed officials; and other entities.

Resource Development – Executive Director’s achievement of objectives related to resource development, plus an assessment of other aspects of the Director’s role in planning, implementing, coordinating, and assuring successful completion of resource development tasks, including direct fundraising, in-kind contributions; and ability to develop and maintain positive relationships with members/funders.

Program Development, Implementation, and Management – Executive Director’s achievement of objectives related to program development, implementation, and management; plus an assessment of other aspects of Executive Director’s role in planning, implementing, and ensuring effective management of programs authorized by the Board of Directors, which carry out the organization’s mission and programs; also includes ensuring that organizational values are followed and the organization’s vision maintained.

Resource Management – Executive Director’s achievement of objectives related to resource management, plus an assessment of other aspects of Executive Director’s effectiveness in ensuring that financial and other resources are managed effectively and efficiently, with all appropriate reports prepared and regulatory requirements met.

Personnel Management – Executive Director’s achievement of objectives related to personnel management, plus an assessment of other aspects of Executive Director’s supervision and management of personnel, including staff, consultants, and volunteers; includes ensuring updated job descriptions, recruitment and selection of qualified and diverse individuals, personnel policies understood and followed, regular staff evaluation, and systematic staff development to meet individual and organizational needs.

Organizational Leadership and Direction – Executive Director’s achievement of objectives related to organizational leadership and direction, plus an assessment of other aspects of leadership provided to the organization in community needs assessment, planning, evaluation, and management, so that the organization is responsive to client and community needs, and has a clear sense of purpose and direction.

Board Relations – Executive Director’s achievement of objectives related to Board relations, plus an assessment of other aspects of Executive Director’s effectiveness in working with the Board of Directors, committees, and other Board-related groups; includes ensuring information sharing, effective communications, consultation, and support to enable the Board to fulfill its oversight responsibilities.

Achievement of Organizational Objectives – Executive Director’s role in ensuring that the organization’s annual and longer-term objectives in areas other than those covered above are met; special emphasis to be placed on major annual goals/objectives.

Overall Performance – Executive Director’s overall performance over the past year, based on extent to which objectives were met and other aspects of performance in each of the topic areas.

This performance review will take place annually, determined by the Executive Director’s hiring date or another date agreed upon by the President and Executive Director. A written performance review will be provided to the Executive Director and shared with the Board of Directors.