Executive Director's Expectations of Staff

• Find your area of passion and commit to it. Participate in setting objectives, take ownership of them and communicate regularly with your supervisor about your progress in achieving them.
• Work hard, as Ephesians 4:1 says, "In a manner worthy of your calling." 
• Keep the lines of communication open with your superior. If you don't like something, say so. If you've got a problem, suggest a reasonable solution. Don't be negative. Formal performance discussions throughout the year help encourage two-way communication of these issues.
• We want to help church leaders figure out how to better involve their group members in ministry back home as well as in future mission projects.
• Embrace AIM's stated values: Prayer, Love for the Lost, Excellence, Faith, & Integrity.
• Be frugal in spending the money God has given AIM.
• Help lead AIM projects.
• Avoid worrying about those things you can't control. Don't criticize one another. If you've got a problem, go to the person who can do something about it with your suggestion.
• Pray before saying anything that might seem critical.
  

Executive Director's Commitment to Staff

• I will ensure continuity of ideas and excellence in all we do.
• I won't ask people to work unreasonable hours or be away from families for more than 25% of their schedule. The tradeoff is that we look for you to work hard when the ministry requires it.
• I will ensure good stewardship of our resources. We will make every effort to keep our overhead low.
• Each year I back further away from day-to-day management. I will spend more time in shepherding (helping you as staff go where God wants to take you), communicating, equipping (through our conferences, staff seminars, and the Gateway, vision-building, praying and thinking about where God would have us go together), and fundraising.
• While I may occasionally ask for short-term sacrifices, I won't ask you to go beyond the scope of God's calling for you.
• We as a team will define our standards and stick to them.
• I will look to God as our provider.
• I will endeavor to keep my own walk with the Lord above reproach.

AIM Leader Qualifications

• Is a Spirit-led discipler who evidences God power and is in an accountability relationship.
• Evidence of AIM's values in life and ministry (Prayer, Love for the lost, Integrity, Faith, Excellence).
• Embraces servant leader philosophy of leadership
• Upholds and teaches AIM convictions, principles, policies & standards.
• Creates a positive, supportive, productive environment.
• Is secure, understanding own strengths and weaknesses.
• Focuses on big picture first and operates from a plan.
• Empowers followers using "High expectations, high support" and holds personnel accountable.
• Seeks regular feedback and accountability for personal growth.
• Implements Top grading recruiting system.

Kinds of Accountability in AIM

1. Organizational: Aim's Leadership Team is accountable to the Board of Directors for overall ministry and operations.
2. Departmental: Each department head is responsible to Aim's Leadership Team for embracing and striving to accomplish ministry and operational objectives. This responsibility includes personnel development, recruiting, budgeting and managing the resource of AIM in accordance with good stewardship principles.
3. Personal: Each member of Aim's staff will be held accountable for defined responsibilities including both what (contribution) is accomplished and how (competencies) work is done. Each regular, full-time member of AIM staff is also expected to contribute to AIM support fund.

Direction and accountability is assessed by an overarching process integrating strategic direction with performance. Focus, alignment, balance and accountability are assured at all organizational levels in this way.

PERSONAL ACCOUNTABILITY
I recommend that you each request this kind of interaction with a small group of your own friends. The temptations, which Satan throws at us rarely, appear overnight. Rather, they are more like ivy, slowly creeping over us until at last the light is obscured. A good accountability group keeps the ivy from growing and is an essential source of encouragement.

SUPPORTER ACCOUNTABILITY
People who love us and want to invest in our ministry need to be able to pray intelligently. If we are really making an impact for the Kingdom, then we are going to be seeing our prayers answered on a regular basis. Our supporters need to know how their prayers have been answered at least once a month. They need to know what new challenges require their prayers. I encourage all our staff to write and send out a prayer letter in the first week of every month. When supporters feel involved and needed, they are also more likely to invest in your ministry.

TEAM ACCOUNTABILITY
We are the body of Christ. None of us is any less important than any other. We all have unique spiritual gifts that God has given us for the edification of the body. If a member of our team neglects to utilize his or her gifts by failing to fulfill their responsibilities, then they have let the whole team down. We want to help team members be good stewards of their talents by asking them to keep team leaders abreast of what they're doing. Above all, we are accountable to one another for upholding the vision and values that are the essential glue of our team.