Administration and Management Professional Division
Membership Criteria
Three Pathways to become a professional Member
Pathway 1: Have an advanced degree in administration, leadership, or management
Pathway 2: Possess an ACVREP Certification in the vision field or a state certification in the vision field AND currently serve in an administrative, management, leadership, or mentor role at your current job
Pathway 3: Possess an ACVREP Certification in the vision field or a state certification in the vision field AND provide evidence of serving in an administrative, management, leadership, or mentor role at time of retirement.
Statement of Purpose
The proposed Administration and Management Professional Division fulfills a distinct professional need through the following:
The Administration and Management Division of AERBVI exists to cultivate a robust ecosystem of leadership excellence within the field of visual impairment. Our purpose is to empower current administrators, leaders, and mentors with the specialized skills, strategic frameworks, and professional networks necessary to lead high-impact programs and implement effective change. By fostering a culture of collaboration and continuous personal growth, we ensure that leaders at every level are equipped to navigate the unique challenges of our field while championing the success of the professionals and individuals they serve.
Management is not merely an exercise in oversight—it is the engine of professional empowerment. High-level leadership ensures that resources are secured, staff are supported, and programs remain sustainable, directly translating administrative excellence into better outcomes for the blind and visually impaired community.
Statement of Goals and Objectives
1 Create a dedicated home for administration, management, and leaders in the blindness and visual impairment profession
2 Professional Leadership Development Opportunities
- Provide targeted training and resources focused on fiscal management, policy advocacy, and organizational strategy specific to vision services.
- Host workshops that translate general management theory into actionable practices for low-incidence disability programming.
3 Intentional Mentorship & Succession Planning
- Establish a formal mentorship program connecting seasoned administrators with emerging leaders to ensure the long-term sustainability of the field.
- Create a “Leadership Pipeline” initiative to identify and support mid-career professionals looking to transition into management roles.
4 Establish and continue a Community of Practice & Peer Support
- Facilitate regular forums for leaders to share best practices, troubleshoot systemic challenges, and offer peer-to-peer emotional support.
- Build a digital repository of administrative tools, such as sample handbooks, grant templates, and evaluation rubrics.
5 Holistic Personal Growth
- Promote wellness and resilience strategies to combat burnout among high-level administrators.
- Encourage diverse leadership styles and advocate for inclusive management practices that reflect the communities we serve.
6 Strong management isn’t just about “running a shop”—it’s about creating stability and vision that allows teachers, COMS, and clinicians to do their best work. When our leaders grow, the entire field rises with them.