Return on fundrising salary

In addition to some of the splendid advice given above, could I add that the position of the fundraiser within the organisation is crucial.

If you have identified statuory sources as the best for you, who has done the groundwork, and who has the contacts?

It may be that the most effective way to use a fundraiser is to target your Chair/Senior Officer at the funding decision-makers - making sure they have complete briefs when they meet, filling in the forms for the Head Person to sign.

On the other hand, if you haven't done the networking yet, then this is what they will have to do - they need to know all the relevant people and be able to speak to them during the negotiation process.

And the act of employing the fundraiser will not, in itself, solve the problem. Fundraising is a whole-organisation responsibility - if you're not fundable, the world's best fundraiser won't be able to help you!

Bring someone with solid experience in, pay them appropriately, make them part of your senior team and give them a very clear brief - then make sure everyone involved in the organisation supports the fundraiser!

And all your problems will be over :-)

Cheers

Gerry

Gerry Beldon FInstF
Director, 26-01 CIC
www.26-01.com

Experienced fundraiser or brand new? How much training will you pay for?
Is the charity itself competitive (ie will applications for contracts have a chance of getting money in)?

How many hours will they be employed a week?

I'm on under £10k for 20 hours a week. In 2 years of trust fundraising I've got us about £100k, but local government and public sector contracts I've got nothing. Not from lack of trying - just not meeting requirements, services wanted not meeting what we do and so on.

Be sure of exactly what you want the staff member to do. While it might be nice to think of good return, you might also think about acceptable applications submitted. Or even if applications CAN be submitted.