St Anne’s College, Oxford
Senior Development Officer
St Anne’s is a modern, informal, academically ambitious College and is one of the largest in the
University. It is known for its domestic setting and the diversity of its student body. It is an
energetic and friendly co-educational community of some 700 students, tutors and staff.
St Anne’s has a radical tradition. It can trace its origins back to 1878, and the formation of the
Association for the Education of Women in Oxford. It became a College in 1953 and first admitted
men in 1979. The College has always set its face outwards towards the world, driven by its
commitment to making accessible the opportunities of an Oxford education to those of academic
potential who otherwise might not encounter them.
The College has over 400 undergraduate students and, in recent years, has built up its graduate
community to around 260. It has a small endowment, and relies on its successful vacation
conference business and the generosity of its large and committed alumnae base to secure its
financial stability. For further information about the College, please visit http://www.st-
Development at St Anne’s College
The College’s Development Office is responsible for all development activity within St Anne’s
College, including fundraising, annual fund and alumnae relations with associated support
activity such as the maintenance of the development database and the alumnae section of the
College website. It is in the middle of a major campaign launched in 2010 to raise £20m and
double the College’s endowment in ten years.
Currently the Development Office has five and a half staff: the Director of Development; two
Senior Development Officers; an Alumnae Relations Officer; Database and Research Officer and
a Development and Communications Assistant shared with the Academic Office. The College has
an established volunteer Development Board, with distinguished alumnae members, and an
actively involved Chair, which has been set up to support the College’s Campaign. The College
also has a Development Working Group which meets on a monthly basis and a Development
Committee which meets four times a year. Development decisions are reported through Finance
Committee to Governing Body.
Overview of Role
The Senior Officer will be responsible for the Annual Fund – which includes both the telethon
(which raises around £500K) and annual mailing; Development-wide prospecting, events and
communications; legacy fundraising, and the stewardship and reciprocation policies, it is
anticipated that throughout the year these tasks will take fifty present of the post-holders time.
The other key area is major gift fundraising and it is anticipated that the role holder will spent a lot
of time out of the office soliciting for gifts. The fundraising focus is on gifts for the annual fund,
bursaries and scholarships; however as both the Development Director’s and College’s strategy
develops the fundraising emphasis may change.
The Officer has a clear role in an enthusiastic evolving team who are mutually supportive. The
team is target-led in both income secured and the number of major gift visits made on a
monthly/annual basis. It is anticipated that the post-holder will be both flexible in approach and
willing to embrace change as the College moves its fundraising forward.
The College uses the feminine Alumnae rather than Alumni in reference to both our female and male senior members. This is to
respect our history as a former women’s College.
Job Title Senior Development Officer
Reports to Director of Development
Direct reports None
To work with consultants to develop, organise and conduct the annual telephone appeals,
recruiting, developing and maintaining a base of trained and motivated student callers.
To run the annual telethon, including attending telethon sessions. To raise awareness and
understanding of the benefits of an annual fundraising programme among internal and
external constituencies, and in doing so, enhance and improve the overall culture of support
and giving from Senior Members to the College.
Produce appropriate confirmation and thank you letters.
To ensure that the mailing is developed to the highest standard, including key messages and
the segmentation of the database. To be responsible for implementing the mailing via the
With the Database and Research Officer and using sources such as the current prospect list,
volunteers and with the information sourced via to the Telethon and Annual Mailing, identify
Approach to secure gifts and pledges up to £25k principally through face-to-face fundraising.
Work will involve some research, prospect planning and tracking, strategizing and
undertaking fundraising approaches using the campaign’s full range of resources.
On securing a gift, ensuring the donor is appropriately thanked and stewarded and the
administrative side is correct.
To be responsible for development-wide donors initiatives as they develop. For example the
Principal’s Dinner (twice termly dinners for potential new donors). To be responsible for
administration for the event: booking the venue, speaker, developing the prospects list,
briefings ensuring follow up.
Be responsible for donor-lead communications such as the donors’ newsletter.
To implement the Legacy strategy which includes, mailings, meetings, and events. Follow-up
and stewardship as appropriate.
Stewardship and Recognition Policy
Lead all stewardship activities which pertain to the defined donor pool. This will include
annual updates for long term funders of, for example, endowments towards bursaries.
To implement the recognition and stewardship programme for all donors within the specified
Record all aspects of fundraising activity in the data base (currently Donor Strategy moving
toward the University system – DARS)
Whilst this role will be largely self-supporting, during peak times some support will be
provided by the Development Assistant. Likewise this role will assist colleagues with key
development and alumnae activities including attending events.
Experience and knowledge
Experience of Annual Fund fundraising.
Experience of preparing high quality funding proposals.
A credible and demonstrable track record in major gift fundraising.
Experience in prospect management, prospect tracking and stewardship programmes.
Confidence in and experience of working with senior level volunteer alumnae and/or donor
Experience of administration.
An ability to integrate complex information alongside a keen knowledge of the application of
databases to the management of fundraising.
Intellectual authority to represent the values and purposes of an institution dedicated to
academic excellence and intellectual emancipation.
A good general level of education, including an honours degree or equivalent.
An interest in and sympathy with the aims of a higher education institute.
A preparedness to attend at weekends or evenings alumnae events in Oxford and elsewhere.
Experience of fundraising in a higher education environment and a good working knowledge
of the issues facing higher education.
Experience working in a large complex organisation.
Experience of negotiation.
Skills and abilities
Excellent organisational and administrative skills.
An ability to take the initiative and to think on one’s feet.
A readiness to spend time in the field with potential donors.
A demonstrable ability to ask for major gifts in an effective manner.
Confident in engaging with highly successful and often high-powered individuals, with a
demonstrable ability to develop effective funding reports for donors.
Timely and professional identification, cultivation, stewardship and follow up of major
prospective and current donors.
Excellent written and oral skills.
The ability to manage time and coordinate a wide range of stakeholders effectively.
Confident, calm, determined and diplomatic.
Positive, pragmatic outlook.
Dedicated, professional commitment.
A willingness and ability to work out of regular hours and to undertake some travel.
The salary will be in the region of £28,000 per annum. There will be a 6 month probation period.
The post holder will be eligible for the Oxford Staff Pension Scheme.
35 days holiday (which includes 8 public holidays). Some of these holiday days must be
taken between Christmas and New Year when the College is closed.
Free lunch in College, when working and the hall is open.
How to Apply
Applications should be submitted by 5.00 pm on the 13 September 2012 and should include:
1. A comprehensive curriculum vitae giving details of relevant achievements in recent posts
as well as your education and professional qualifications;
2. A covering letter that summarises your reasons for seeking this post, providing evidence
of your ability to match the criteria outlined in the Person Specification;
3. A completed application form giving details of your contact telephone numbers latest
salary, notice period and names of 2 referees, together with a brief statement of the
capacity in which they have known you and an indication of when in the process they can
be contacted (please note we will not contact your referees without your express
Short-listing will take place shortly after the closing date and the successful applicants will then be
invited to meet key members of the College and attend a structured panel interview. It is intended
that this will take place the 18 or 19 September 2012.
Applicants who would need a work visa if appointed to the post, are asked to note that under the
UK’s new points-based migration system they will need to demonstrate that they have sufficient
points, and in particular that:
(i) they have sufficient English language skills (evidenced by having passed a test in basic
English, or coming from a majority English-speaking country, or having taken a degree taught in
(ii) that they have sufficient funds to maintain themselves and any dependents until they receive
their first salary payment.