Strange Ideas about Fundraising Staff Accountability

Why is it that we don't see much accountability process provided by charities for their fundraising staff? This is something I see all the time in my practice and in my association with fellow fundraising professionals. From what I hear, and have the opportunity to observe firsthand in my clients, it seems Boards and executives of nonprofits measure the productivity of a fundraising professional in terms of the amount of revenue generated for the charity. Horrors! What a thought!

But, seriously, consider, for example, the small nonprofit or the larger charity struggling with fundraising capacity. Typically, the Board and executive are going to be out in the fundraising marketplace looking to fill the Director of Development position with someone who will come onboard cheap. So they're going to go for the combination of most experience they can get for the least money. So "money" is a criterion to begin with. Not financial stability, not infrastructure building, not long-term financial success. But only "how much money do we have to lay out, and how much money can that person raise?" That's the sole (or main) criterion.

The other things is that these Board members and this administrator want to do this as quickly as possible because they desperately need incoming revenue, new revenue, more revenue. They have a budget they need to balance.

So they go out and get someone with 3 to 5 years of experience whom they can snag for $35-$55,000, and they put that person in the position, and then tell them – not in the job interview but only after they're in the position – that they have to raise a quarter or half million dollars.

Sometimes, of course, they will mention that goal in the job interview, so the candidate, wishing to please, and wanting to get the job, will promise just about anything. Not wanting to offend in any way, the candidate doesn't ask the hard questions about "Do you have the fundraising infrastructure in place that will allow your organization to accomplish that goal?"

So here we are on day 1 of week two on the job and the truth finally is brought down that this organization is in trouble, needs to raise substantial sums of money through voluntary contributions, and hasn't any fundraising infrastructure in place with which to do that job. But they're counting on Ms. Newhire or Mr. Gogetem to do the job single-handedly and without any support. And the way they're going to measure success is whether or not Ms. Newhire or Mr. Gogetem helps them balance their budget for that fiscal year!

This is nonsense, but I've seen it so often. Boards and executives really seem to think that a new fundraiser on the premises can actually make up for their sins of omission – bad planning and lack of knowledge. More than that, however it is simply bad practice, fostered by being in a hurry and uninformed about the real nature of the fundraising process.

But what do we really want to measure in the fundraising process? What, besides the amount of cash in the till at the end of the year, tells us the fundraising process is really doing well? And, especially, what will separate out the difference between the effect that the performance of the fundraising professional is having on the organization's bottom line and the effect that the organization's bad planning and lack of infrastructure are having? More on Monday.