by Mary Moss, Founding Partner
You would think I would know the answer to this question since I held some version of this role for 23 years. And I do!
A Director of Development (DOD) oversees a variety of advancement programs, beginning with fundraising strategy and execution. The DOD role is very similar to a CEO in terms of relationship building and outward-facing work, and this is a critically important leadership position.
1. What is the role of a DOD? Development is the fundraising engine that powers the nonprofit mission. The CEO has multiple roles, including fundraising, but the DOD’s primary role is waking up every day thinking about fundraising strategy and how to execute it. The DOD is the chief revenue generator. Nonprofits cannot function without adequate sustainable resources, and development leaders live to make that a reality. In summary:
- The DOD: (1) sets the fundraising strategy; (2) engages buy-in through a written and approved annual development plan; (3) carries their own donor portfolio; (4) builds, nurtures, and oversees a strong development team, as appropriate; and (5) prepares the chief executive and top volunteers for their roles in engaging and asking others to support the mission through philanthropy.
- Other areas of oversight can be volunteer and constituent relations, communications, marketing, and administrative functions. Also on the DOD menu are creating and supporting special events, managing the development budget, attending board meetings, serving as a liaison to board sub-committees, and supporting the creation of overall institutional strategies.
2. Why is a DOD important? DODs focus on one outcome: building relationships. “People give to people” is the key to successful fundraising. Building enduring relationships between the donors and the institution establishes the foundation of a strong culture of philanthropy built on trust, and it is job #1 in donor stewardship.
3. How do you hire and retain a DOD? Investing in your DOD helps ensure they will want to join your team and stay with you. The care and feeding of development staff includes fair compensation and investing in their professional growth. Because these are competitive positions, they can also be expensive (between $75K – $200K+ depending on experience and the organization’s budget), and the good ones will earn it back for you 1,000 fold over the years.
We encourage nonprofits to invest in a senior-level development position, but if that is not possible, we can help craft a job description that prioritizes the tasks above. Please call us for guidance.