The C-suite is the ultimate guardian of the organization's mission, focused on the enduring legacy and ultimate impact of the non-profit.

1. Setting the North Star: Defining and Upholding the Long-Term Vision and Mission

   1. Vision Casting: Articulating the compelling "why" that fuels the entire organization.

   2. Mission Alignment: Continuously evaluating all activities against the core mission and values.

   3. Anticipating Future Needs: Looking beyond current social, economic, and political landscapes to anticipate future challenges and opportunities for the communities they serve.

2. Ensuring Long-Term Financial Sustainability and Growth

   1. Diversification of Funding: Developing strategies to diversify revenue streams beyond traditional grants and donations

   2. Long-Range Financial Forecasting: Creating sophisticated financial models that project revenue and expenses over a decade, allowing for strategic investments and informed risk-taking.

   3. Capital Campaigns and Major Gifts: Laying the groundwork for and leading major fundraising initiatives that will secure the organization's financial health for years to come.

3. Cultivating and Leveraging High-Impact Strategic Alliances

   1. Community Leadership: Positioning the organization as a leader and key player in the community, influencing cross event policy and public opinion. 

   2. Cross-Sector Collaboration: Forging alliances with government agencies, corporations, and other non-profits to culture growth and…

   3. Succession Planning for Partnerships: Ensuring that key relationships are institutional and not solely dependent on individual leaders.

4. Driving Organizational Evolution and Scalability

   1. Investing in Infrastructure: Making strategic decisions about technology, facilities, and systems that will support the organization's growth over the next decade.

   2. Talent Development and Succession Planning: Implementing robust leadership development programs to cultivate the next generation of leaders within the organization, from general staff up to the C-suite.

   3. Governing for the Future: Working closely with the Board of Directors to ensure governance structures and policies are adaptable and forward-thinking.

5. Championing Innovation and Adaptability

   1. Scan the Horizon for Disruptive Trends: Identifying emerging technologies, social trends, and policy shifts that could impact the organization's work.

   2. Incubating New Ideas: Creating space and resources for experimentation and calculated risk-taking, even if the payoff is not immediate

1. Executive Strategic Leadership: Demonstrated ability to provide visionary leadership and strategic direction across the entire organization, fostering an environment of high performance, collaboration, and mission commitment.

2. Distinguished Core Competencies: Exhibits exceptional, enterprise level, strategic foresight, governance leadership, financial literacy, crisis management, complex stakeholder engagement, relationship building, networking, mentoring, and adaptability.

3. Distinguished Communication Skills: Communicates with exceptional clarity and professionalism; listens actively; tailors communication to diverse stakeholders; upholds the highest standard of business etiquette in all interactions.

1. Commitment: An estimated 20-40 hours per week, with variations dependent on event cycles and organizational priorities.

2. Officer Responsibilities: Fulfill all duties and responsibilities as stipulated by the organization's bylaws and as designated by the Chief Executive Officer.

3. Officer Engagements: Participate in monthly one-on-one strategic alignment meetings with assigned Directors, providing guidance and oversight.

4. Meeting Participation & Accountability: Attend all internal organizational meetings as scheduled, providing timely notification for any absences. Regardless of attendance, review meeting summaries and ensure completion of assigned action items to maintain operational continuity.

5. Leadership Presence: To uphold high standards of accessibility and accountability, Local Officers are required to maintain a steady presence at the physical office and online. Distant Officers must demonstrate sustained online engagement and travel to Atlanta regularly to fulfill their leadership duties and foster team cohesion.

1. Commitment: As executive leadership of a volunteer organization, Officers are expected to dedicate substantial time during critical event periods, aligning with or exceeding the commitment of senior leadership to ensure optimal operational success and demonstrate organizational support.

2. Leadership Support: Provide active support and guidance to Directors.

3. Event Presence: As the highest echelon of operational leadership during events, Officers are expected to prioritize strategic oversight, high-level problem-solving, and critical stakeholder engagement with members, organizational leadership, staff, and venue personnel. They serve as the ultimate 'producers,' poised to intervene and resolve complex issues swiftly.

1. Age: Individuals must be 18 years of age or older.

2. Conflict of Interest: Officers may not hold any leadership positions with any other community based community based organizations that produce annual conventions.

3. Application Process: Applicants are required to pass 3 interviews:

   1. Interview with (2) Officers

   2. Interview with (2) Board Members

   3. Interview with (1) CEO

4. Background Check: Successful completion of a background check, as required by organizational policy, is necessary to protect the safety of individuals, safeguard organizational assets, and uphold the integrity and reputation of the organization as a tax-exempt charitable entity.

5. Agreements: Applicants must complete and sign the following agreements to be considered active.

   1. FWA Volunteer Agreement (Required for all Volunteers & Dedicated Volunteers)

   2. FWA Dedicated Volunteer Policies Agreement (Required for all Dedicated Volunteers)

   3. FWA Confidentiality Agreement (Required for all Dedicated Volunteers)