Gift Officer Classification and Compensation Structures

This project explores the compensation and classification systems institutions use for development officer roles. The brief highlights the procedures for classifying gift officer positions, and identifies key stakeholders involved in determining classification and compensation structures.

Summary This project explores the compensation and classification systems institutions use for development officer roles (i.e., number of categories ad name and characteristics of each category). The brief highlights the procedures for classifying gift officer positions, and identifies key stakeholders involved in determining classification and compensation structures. The report also explores the processes used to define salary ranges and starting salaries for new and revised positions. Key observations from our research: 1. Senior advancement leaders collaborate with dedicated human resource specialists to establish a gift officer classification system. 2. Gift officer categories include educational attainment, professional experience, and prospect portfolio. 3. Administrators assign a competitive salary range, that corresponds to institutional salary ranges, to each gift officer category.  4. Human resource specialists consider internal equity, market demand, and prospect portfolio, to determine a new salary or a raise. 5. Establishing a major gift officer classification and compensation system reduces hiring processing times and clarifies gift officer career paths. DOWNLOAD THE REPORT