Jim Eskin Asks: What Is A Major Gift Officer’s Salary? We do a deep dive into median salary ranges across the country and what factors affect the fluctuation.
Discussion of salaries is always a slippery slope and subjective at best. There are countless variables and in the fundraising profession, even more so. These include but are not limited to the local marketplace, economic trends, size, budget and structure of the non-profit, and especially the history and donor base of the organization.
To cut to the chase and provide some context, Glassdoor, a highly respected online community for workplace data and conversations, presents the following national averages: The estimated total pay for a major gift officer is $132,510 in the U.S. with an average salary of $98,678 per year. These numbers represent the median, which is the midpoint of the ranges from their proprietary total pay estimate model and based on salaries collected from Glassdoor users. The range is significant from $102,000 to $174,000 per year.
Before we proceed, I am keenly aware that these numbers can and should provoke debate. Some will argue they are too high, while others will contend, they are too low. I must confess to a personal bias toward paying every dollar possible. Again, this question is highly sensitive and influenced by myriad factors.
After serving as a chief development officer for three institutions of higher education in the San Antonio area (a lower income market), and now serving as a fundraising trainer/consultant for a wide range of non-profits, I want to highlight the following 10 observations that influence salary.
1. First and foremost we are talking about major gift officers, not directors of development or development officers. These are the men and women who are expected to discover, cultivate, solicit and steward leadership and major gift donor prospects with comfort and confidence. They are a rare breed. If most people, even professional and volunteer non-profit leaders are frightened of asking for gifts in face-to-face settings, they are absolutely terrified of asking powerful individuals who can make transformative gifts.
2. The definition of major gifts varies widely from sector to sector, and even in the same organization during its history. At a minimum, the level should be clearly much higher than other gifts received and be transformative in nature. Major gift officers are expected to be rain-makers and/or facilitators of rain-making results.
3. The philanthropic landscape is moving steadily in the direction of fewer but larger donors. On average, 88% of a nonprofit’s revenue comes from the top 12% of its donors. Simply put, resource development programs depend on the success of major gift initiatives.
4. This is not to suggest that experienced, talented and high-performing major gifts officers can make leadership gifts happen by themselves. There are a multitude of other variables including the image, scope and philanthropic culture of the non-profit.
5. Keep in mind that the success of the major gift officer is far from measured solely by their own actions, but an essential talent is the ability to effectively leverage the members of their non-profit family including senior administrators, board members, donors, volunteers and other friends. Those players might not ask for gifts themselves but can play huge roles in determining outcomes by breaking the ice and introducing contacts from their personal, professional and civic networks to the missions of non-profits. Major gift officers profit enormously from doors being opened for them.
6. Like so many others in our field, I abhor anything resembling commissions. As both employer and consultant, I have run at the very mention of them. At the center of the Association of Fundraising Professionals (AFP) code of ethics is opposition in the most robust terms possible to commissions. Bottom line: There is no one-size-fits-all formula to trace the continuum that culminates in gifts.
7. I am all for setting stretch but realistic expectations that are mutually negotiated between employer and major gift officer. These can include number of prospects qualified, cultivation moves, solicitations and training and engagement of senior administrators and board members in the resource development processes. Note that specific gift income amounts are not highlighted, since there are so many variables out of the control of the major gift officer.
8. Major gift officers are intuitively addicted to self-improvement. They appreciate that each day that they can learn something new and important through their interactions with donor prospects.
9. Whether we like it or not, the world is rarely fair. Larger and financially stronger non-profits offer higher salaries. Ironically smaller and mid-size organizations — who need help the most — can’t afford those with proven track records to facilitate leadership and major gifts.
10. Finally, there is a dearth of talent in this special arena. The churn rate for all fundraisers is alarmingly short, with non-profits lucky to hold onto good people for 18 months. This reality is even more dire for highly accomplished major gift officers — a prime factor in driving salaries even higher.
Let me close by emphasizing that salary isn’t everything. After the pandemic, all types of employees treasure their time more, opportunities for work-family balance, and options to work remotely from home. And let’s never overlook that great fundraisers are characterized by knowing heads and honest hearts and give discounts to non-profits who connect with their passions for and visions of a better world.
Jim Eskin Asks: What Is A Major Gift Officer’s Salary? was first posted at Major Gifts Ramp-Up
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