Association of Academic Museums and Galleries
Advancing Academic Museums
Programs and results
What we aim to solve
AAMG Believes … --in the irreplaceable benefit of experiential learning and object-based scholarship; --that Campus Museums and Galleries are central components of higher education, providing vital cross-disciplinary centers for academic life and welcoming entrances to campus for the public at large; and --that Academic Museums and Galleries foster respect for diverse people and cultures; value the importance of science, history, and the creative spirit; and advance scholarly research and academic inquiry.
Our programs
What are the organization's current programs, how do they measure success, and who do the programs serve?
Annual Conference
AAMG’s 2022 annual conference will focus on how academic museums and galleries embrace resilience and an array of emergent forms of sustainability. Marking a return to gathering in person, AAMG will convene a first-ever hybrid conference that aims to continually expand equitable opportunities for participation parallel to a renewal of in-person collegiality.
Where we work
Our results
How does this organization measure their results? It's a hard question but an important one.
Total number of volunteer hours contributed to the organization
This metric is no longer tracked.Totals By Year
Population(s) Served
Academics
Related Program
Annual Conference
Type of Metric
Input - describing resources we use
Direction of Success
Holding steady
Our Sustainable Development Goals
Learn more about Sustainable Development Goals.
Goals & Strategy
Reports and documents
Download strategic planLearn about the organization's key goals, strategies, capabilities, and progress.
Charting impact
Four powerful questions that require reflection about what really matters - results.
What is the organization aiming to accomplish?
AAMG’s 2022–25 strategy intends to strengthen the professionalism, educational and scholarly contributions, and overall impact of the academic museum field, within the academy and throughout the larger community. It also aims to strengthen AAMG’s position as the leading national organization representing academic museums, galleries, and collections. The AAMG Board has identified four strategic priorities for aggressive focus over the next three years and beyond. And we shall, as stated succinctly in our motto, continue to promote the belief that “Great universities have great museums.”
What are the organization's key strategies for making this happen?
Professional development and peer community building: To establish opportunities for current and future members to engage and learn from each other and related experts, share insights and challenges, explore professional and career development, and create lasting professional communities.
Advocacy: To provide content, context, and field-wide representation in support of academic museums in their interactions with campus administrators, faculty, and other constituencies. To promote the adoption of professional standards and, when needed, deploy the Task Force for the Protection of University Collections in support of institutions whose collections are placed at risk of inappropriate deaccession, monetization, or other mismanagement.
Professional practices: To establish and disseminate AAMG-endorsed guidelines for the activities and obligations of an academic museum, gallery, or collection, as well as for the professionals, volunteers, governance structures, and campus users and administrators who supervise those entities and engage with those resources.
Organizational sustainability: To develop systems, structures, and financial opportunities for sustaining AAMG operations and effectiveness. To attract and retain more members across a greater diversity of museums. To attract additional funders and revenue-generating opportunities. To understand the issues of our current and potential member base.
What are the organization's capabilities for doing this?
For thirty-five years, the Association of Academic Museums and Galleries has flourished as the only national organization dedicated to supporting academic museums, galleries, and collections* and the people committed to their success. AAMG’s membership, capacity, and impact have grown dramatically, particularly over the past half-dozen years.
Among its accomplishments, this all-volunteer organization has received 501(c)3 status; produced a comprehensive and broadly accepted set of professional standards that accelerate the wise stewardship and use of our irreplaceable cultural and educational assets; increased the attendance, duration, and programmatic offerings of the annual conference; and become a respected voice for the field. These and other activities align with AAMG’s ongoing ambition and imperative to be the leading proponent and resource for our members and others in the field.
What have they accomplished so far and what's next?
In the past five years, AAMG has accomplished a number of key initiatives: an independent conference that has more than doubled in size, the hiring of external support to ensure day to day operations, and the publication of key best practices documents for members. All of this has been accomplished by a working board of full time academic museum professionals.
How we listen
Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.
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How is your organization using feedback from the people you serve?
To identify bright spots and enhance positive service experiences, To make fundamental changes to our programs and/or operations, To inform the development of new programs/projects, To identify where we are less inclusive or equitable across demographic groups, To strengthen relationships with the people we serve, To understand people's needs and how we can help them achieve their goals
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Which of the following feedback practices does your organization routinely carry out?
We collect feedback from the people we serve at least annually, We take steps to get feedback from marginalized or under-represented people, We aim to collect feedback from as many people we serve as possible, We take steps to ensure people feel comfortable being honest with us, We look for patterns in feedback based on demographics (e.g., race, age, gender, etc.), We look for patterns in feedback based on people’s interactions with us (e.g., site, frequency of service, etc.), We engage the people who provide feedback in looking for ways we can improve in response, We act on the feedback we receive, We ask the people who gave us feedback how well they think we responded
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What challenges does the organization face when collecting feedback?
It is difficult to get the people we serve to respond to requests for feedback, We don’t have the right technology to collect and aggregate feedback efficiently, It is difficult to find the ongoing funding to support feedback collection
Financials
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Operations
The people, governance practices, and partners that make the organization tick.
Connect with nonprofit leaders
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- Analyze a variety of pre-calculated financial metrics
- Access beautifully interactive analysis and comparison tools
- Compare nonprofit financials to similar organizations
Want to see how you can enhance your nonprofit research and unlock more insights? Learn More about GuideStar Pro.
Connect with nonprofit leaders
SubscribeBuild relationships with key people who manage and lead nonprofit organizations with GuideStar Pro. Try a low commitment monthly plan today.
- Analyze a variety of pre-calculated financial metrics
- Access beautifully interactive analysis and comparison tools
- Compare nonprofit financials to similar organizations
Want to see how you can enhance your nonprofit research and unlock more insights? Learn More about GuideStar Pro.
Association of Academic Museums and Galleries
Board of directorsas of 01/23/2024
Kristina Durocher
John Versluis
Hill College
Craig Hadley
Northwestern Michigan College
Natalie Marsh
Consultant
John Wetenhall
George Washington University
Katie Lee-Koven
Utah State University
Judith Kirk
Indiana University
Phillip Earenfight
Dickinson College
Robert Saarnio
University of Mississippi
Arif Khan
University of New Mexico
Keidra Navaroli
University of Central Florida
Nils Nadeau
Dartmouth College
Beth A. Zinsli
Lawrence University
Michelle Sunset
University of Wyoming
Jessica Kinsey
Southern Utah University
Juliette Bianco
UNC Greensboro
Kelli Morgan
Tufts University
Board leadership practices
GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.
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Board orientation and education
Does the board conduct a formal orientation for new board members and require all board members to sign a written agreement regarding their roles, responsibilities, and expectations? Yes -
CEO oversight
Has the board conducted a formal, written assessment of the chief executive within the past year ? Not applicable -
Ethics and transparency
Have the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year? Yes -
Board composition
Does the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? Yes -
Board performance
Has the board conducted a formal, written self-assessment of its performance within the past three years? No
Organizational demographics
Who works and leads organizations that serve our diverse communities? Candid partnered with CHANGE Philanthropy on this demographic section.
Leadership
The organization's leader identifies as:
Race & ethnicity
Gender identity
No data
Transgender Identity
No data
Sexual orientation
No data
Disability
No data
Equity strategies
Last updated: 01/07/2022GuideStar partnered with Equity in the Center - an organization that works to shift mindsets, practices, and systems to increase racial equity - to create this section. Learn more
- We seek individuals from various race backgrounds for board and executive director/CEO positions within our organization.
- We have community representation at the board level, either on the board itself or through a community advisory board.
- We help senior leadership understand how to be inclusive leaders with learning approaches that emphasize reflection, iteration, and adaptability.
- We engage everyone, from the board to staff levels of the organization, in race equity work and ensure that individuals understand their roles in creating culture such that one’s race identity has no influence on how they fare within the organization.