I think the last thing you will want to do is "standardize." About as
close to standardization you might want to be is to determine a typical
full-time portfolio load (120-150). You can also develop a suggested stage
breakdown (25% in each of Discovery, Cultivation, Ask, and Stewardship) -
or whatever you call your categories. Of course, this does not include
those prospects in perpetual stewardship or the short-term parking lot. But
from there, the metrics are going to be very personal.
Portfolio and prospect management is highly individualized and will vary
between fundraisers NOT based on their salary grade but, instead, the
construct of their portfolio. Metric determination will depend on the
affinity ratings of the assigned prospects as well as the abilities of the
fundraiser. Those abilities, BTW, are NOT always related to salary (I have
met horrible fundraisers who make way too much money!).
Additionally, you should carefully negotiate the size of the portfolio with
knowledge of the "other duties as assigned" for the fundraiser. Before
assigning prospects, you must evaluate the capacity of the development
officer who very possibly has other administrative roles that would suggest
a substantially reduced portfolio size.
IMHO, benchmarks are highly individual and should not be standardized. One
role of the Prospect Manager is to meet with each fundraiser every year and
develop personalized parameters based on a full understanding of the above.
John
John H. Taylor
Principal, John H. Taylor Consulting
2604 Sevier St.
Durham, NC 27705
johntaylorconsulting@gmail.com
919.816.5903 (cell/text)
Serving the Advancement Community Since 1987
On Sat, Jul 20, 2019 at 12:04 PM Jason Cabral <
jcabral@ctgla.org> wrote:
> Hello advancement peers,
>
> I am curious to hear from the community how your departments determine
> annual benchmarks and goals for your gift officers at different experience
> levels.
>
> Is it tied to individual portfolio and overall ratings for those
> prospects? Or, is it tied to employee salary grade and job level? Or a
> combination of both?
>
> I am looking for ways to standardize our annual goals for the team. This
> is specifically for contacts, visits, asks, closures, $ goal, etc. If there
> is any math or science used to determine these metrics that you are willing
> to share, I would greatly appreciate the reference.
>
> Best,
> Jason
>
>
>
>
>
> *Jason Cabral **(he/him/his)*
>
> 213.972.0764 | *
JCabral@CTGLA.org <
JCabral@CTGLA.org>*
>
>
>
> Sent on mobile. Excuse typos.
>