Aia Foundation

“All directors are appointed by the president of the american institute of architects, inc., a related organization.”

“Any amendment to the bylaws is subject to the approval of the board of the american institute of architects, inc. Also, any successor officers appointed by the board of directors is subject to approval by the president of the institute.”

“There are no committees with authority to act on behalf of the governing body.”

“The form 990 is circulated to the board via email and comments are requested prior to filing the return.”

“All board members were asked to review the policy and sign a statement to signify that they understood the conflict of interest policy and had no conflicts of interest.”

“The american institute of architect's (aia), a related organization, compensation process for the aia foundation executive director is as follows: 1. Aia uses a performance management system whereby supervisors review employee's performance quarterly, 4 times a year. In 2023, aia conducted 2 performance evaluations during the year. A. Quarterly review: i. Discussion between supervisor and employee on how the employee is progressing on his/her yearly goals and objectives. Ii. Compensation is not part of this conversation. B. Annual review: i. Discussion between supervisor and employee on how the employee performed during the year. Ii. Employee is evaluated for his/her performance on: (a) goals and objectives. (b) competencies for the position. (c) compensation is discussed during the annual review process. 2. As part of the aia performance management, the compensation program: a. Developed by an outside independent compensation consultant. B. Positions reviewed and priced by the independent compensation consultant. Updates are made by the managing director, human resource and cpo. C. Target pay for each position based on the 50th percentile. D. Salary ranges created from the target pay in the 50th percentile. E. Salary program sets competitive rates of pay (ranges) for each position at aiaf: -- the performance management program helps us determine where within that range each person should be paid. F. Pay is relative to the market aia is located (non-profits and associations in the washington, dc metro area). G. Compensation is based on performance and can be paid in several ways: i. Annual merit increases. Ii. Incentive compensation. Iii. Market adjustment. H. Employee is given a document which provides information on their (1) percentage merit increase, (2) new salary for the upcoming year, (3) incentive compensation amount (if applicable), and (4) market increase (if applicable). 3. Impact on the organization: a. Success of any compensation program is relative and linked to the program's ability to support aia's organization's culture. B. Serves as a tool in attaining the institute's organizational goals and objectives goals set and approved by the board of directors.”

“The architects foundation does not disclose any of these documents to the general public.”

“The american institute of architects (aia), a related 501(c)(6) organization, provides personnel assistance to the architects foundation. Compensation is approved by the aia board or compensation committee.”

“Other professional fees: program service expenses 52,883. Management and general expenses 50,235. Fundraising expenses 134,130. Total expenses 237,248.”

“The audit oversight process has remained unchanged from the previous year.”