For general inquiries, please email us at firstname.lastname@example.org
Ken Emery (Colonel, ret.)
Curator / Deputy, USAF
Chief of Restoration, USAF
President and CEO
Director of Operations
Director of Education
Museum of Aviation Foundation Operations Team:
Dan Hart: Volunteer Coordinator
Mary Lynn Harrison: Special Events Manager
Gwen Davis: Executive Assistant/Public Relations & Marketing
Sarah Parker: Jet Fuel Java Manager
Karen Ross: Event Services Manager
Christin McFarland: Fundraising Coordinator
Linda Maye: IT & Graphics
Sara Koohang: Public Relations and Marketing Specialist
Heather Turner: Bookkeeper
Erin Lamey: Receptionist / Administrative Assistant
David Anderson: Weekend Manager
Mike Trotter: Strategic Planner
Bart Ramos: Event Services
Blaine Coultere: Event Services
Al Parlato: Security / Jet Fuel Java
Kayla Trussell: Jet Fuel Java staff
Dan Byrd: Security Lead
Richard Surrency: Security
Charlie Cather: Security
Paul Kalani: Weekend Services
Museum of Aviation Foundation Education Team:
Valerie Myers: Education Office Manager
Liz Skinner: ACE Lead
Monica Troullier: ACE Instructor
Candi James: Guided Tours Lead
Mary Jane Rogers: Guided Tour Assistant
Maevin Voigt: Guided Tour Assistant
Mike Cashman: Mission Quest Lead
Austin Swinford: Mission Quest Assistant
Clare Swinford: NASA RERC Director
Lawren McLemore: NASA RERC Assistant
Shannon Hill: Education Assistant
No Director, officer, or employee who in good faith reports a violation of the organization’s Handbook on Ethics shall suffer harassment, retaliation or adverse employment consequences as a result. Any employee who retaliates against someone who has reported a violation in good faith is subject to discipline up to and including termination of employment. The policy is intended to encourage and enable employees and others to raise serious concerns within the organization prior to seeking resolution outside the organization.
In most cases, the employee’s supervisor is in the best position to address an area of concern. However, if that is not practical or the employee is not comfortable with that avenue, he/she may talk to anyone in the chain of command including the Foundation President to resolve the issue.
The organization’s compliance officer is responsible for investigating and resolving all reported complaints and allegations concerning violations of the code. Compliance officer duties are assigned to the organization’s Executive Vice President. If the compliance officer is unavailable, or would experience a conflict of interest in resolving the case, then compliance officer duties will be accomplished by the organizations Chairman of the Finance/Audit committee.
Anyone filing a complaint concerning a violation or suspected violation must be acting in good faith and have reasonable grounds for believing the information disclosed indicates a violation. Any allegations that prove to not be true and which prove to have been made maliciously and knowingly to be false will be viewed as a serous disciplinary offense.
All violations will be promptly investigated and appropriate corrective action will be taken if warranted.
Conflict of Interest Policy
Employees will be required to sign a document annually in January identifying any conflicts of interest that have occurred during the past year.