Director of Development - College of Heallth & Student Success Initiatives

Salary and Benefits

PLEASE NOTE:  The starting salary placement depends on qualifications and experience and is anticipated to be in the range of $115,000 per year to $130,000 per year.

This position is a Management Personnel Plan (MPP) position in the CSU, and serves at the pleasure of the President.

The CSU enjoys a generous benefits program with employer paid life insurance ($100,000), as well as health, dental, and vision insurance with the monthly premium largely paid by the CSU. Additionally, we offer a broad range of other benefits which includes dependent and health care reimbursement accounts, tuition fee waiver, 401k, 457 and 403(b) plans.  The CSU belongs to the CalPERS retirement plan in which medical and dental insurance continues in qualified retirement. The CSU has 14 paid holidays, one personal holiday and the position earns 24 days of vacation and 12 days of sick leave per year. For more information on the benefits program, please visit our benefits website. The CSU Total Compensation Calculator demonstrates the significance of our benefits package.

This position may be eligible to participate in the Cal State East Bay hybrid telecommute program subject to management approval. 

Classification

Administrator II

About Cal State East Bay

Cal State East Bay's beautiful main campus is located in the Hayward hills with panoramic views of the San Francisco Bay shoreline. Situated above the city of Hayward, the campus offers an ideal setting for teaching and learning and yet easy access to the many cities along the bay. The University has a satellite campus in Concord, a professional development center in Oakland and a significant presence online. Founded in 1957, Cal State East Bay is one of 23 universities of the California State University system (CSU). Cal State East Bay is recognized as a regionally engaged and globally oriented university with a strong commitment to academic innovation, student success, engaged and service learning, diversity, and sustainability.

About the Position

The Office of University Advancement includes various departments that work together to maximize philanthropic support to the University, heighten the University’s visibility in the community, and actively engage alumni in the life of the University.  The University Advancement – Development team is responsible for securing all levels and types of private support including annual gifts, major gifts, corporate gifts and planned gifts.

Under the supervision of the Associate Vice President for Development, the Director of Development will be responsible for directing a full-spectrum of development and fundraising activities specific to an assigned College (and other Colleges and programs as assigned). This position will focus primarily on securing individual major gift support ($25,000+) and to a lesser degree, will facilitate garnering corporate and foundation support. With a high degree of independent judgement, this role is expected to conduct a minimum of 12 visits per month requiring extensive travel and attendance at evening and weekend events.

The Director of Development will strategically move prospects and donors through the major gift fundraising cycle (i.e., identification, qualification, cultivation, solicitation, and stewardship) while also building a small pipeline of high-end Leadership Annual Giving donors; thereby maintaining a robust Prospect/Donor Portfolio. This position will maintain a portfolio of 100-150 prospects/donors at the various fundraising/development stages. 

The Director of Development will work collaboratively with the assigned dean(s), department chairs, faculty, university leaders, and Associate Vice President for Development to plan, articulate, and implement a  comprehensive strategic fundraising plan to raise funds to meet the educational mission of the assigned college(s), programs, and areas.

Responsibilities

Secure private, Philanthropic Support for the College and Student Success Initiatives:

• Manage an assigned portfolio of 120 - 150 current and prospective major donor prospects, using a discovery, cultivation, solicitation and retention model.
• Build meaningful relationships with assigned prospects/donors, conducting a minimum of 12 face-to-face donor visits per month.
• Expect that 85% of work time should be spent preparing, communicating, traveling, meeting with donors/prospects, and related follow up work.
• Travel appropriately to meet fundraising objectives.
• Move p