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development_manager_aquisition_5312

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									Re: Development Manager Acquisition and First Additional Gift Job Ref 5312
Thank you for your interest in the above position. Our application pack consists of:        application form notes on completing your application RNIB Equal opportunity policy statement RNIB recruitment of ex-offenders policy statement job description person specification RNIB employee benefits.

This pack can also be made available to you in braille, disk or tape. Please feel free to ask us if you would prefer to receive it in one of these alternative reading media. Please note that we only accept CVs from applicants whose disability makes it difficult to complete an application form. All applicants, however, need to show us how they meet the person specification. If you have a disability and would like assistance in filling in the form then please contact us at least three days before a specified closing date and we shall be glad to help you. You are advised to read the notes before filling in the application form. Wherever possible please complete and return your application form electronically, however we will accept braille, tape, disk, typed and handwritten applications. Closing date for completed applications 04 January 2010

Please note that we accept completed applications up until 2.00pm on the day of the close date. Completed application forms should be returned to: paul.blumson@rnib.org.uk or Paul Blumson, RNIB, Human Resources, 105 Judd Street, London WC1H 9NE. If you have not received an acknowledgement for your emailed application within 24 hours please call Paul Blumson on 020 7391 3280. Although we would like to be able to write to each applicant individually to let them know the outcome of their application, the cost of doing so is prohibitive. Because of our charitable status we are endeavouring to save on costs wherever possible. Therefore, please assume that if you have not heard from us within three weeks of the closing date that your application has been unsuccessful. Thank you for your interest in this vacancy. Lorna Goonery HR Consultant

RNIB

Job description
Job title: Development Manager – (Acquisition & First Additional Gift) Salary: £31,148 - £36,099 including London Weighting. Future potential up to £40,505 including LW Grade: Band 4 (Starting salary spinal points 33-39) Role profile no: 1114 Group: Fundraising Section: Donor Development Planning unit: Supporter Development Unit Location:105 Judd Street, London, WC1H 9NE Hours: 36 per week Reports to: Senior Development Manager Purpose of job To develop and deliver end to end a supporter contact strategy that drives maximum future value and loyalty from prospects and recently acquired supporters (securing first additional gift) to build donor base of supporters that increases net long term income. Annual gross income = £981k Expenditure = £1,714m

Equal opportunities statement RNIB is committed to being an equal opportunities organisation. It is committed to promoting equal opportunities and preventing discrimination. This policy applies to both its service delivery and to its own employment practices. You will be willing and able to demonstrate commitment to RNIB’s Equal Opportunities Policy. Main tasks 1. Responsible for the development of prospect and customer contact strategy to maximise delivery recruitment of new, subsequently responsive cash donors from acquisition through to first additional gift (year 1) setting and agreeing volume targets and timing, prioritising product offering across multiple, relevant delivery channels. Responsible for the delivery of agreed monthly and annual campaign plans, and contributes to section's long term planning. 2. Responsible for defining and developing targeting specific to identification of subsequently responsive prospects and associated products, to achieve delivery of maximum future value from Core Value Supporter segment as a whole, meeting the Fundraising Supporter Relationship Strategy and other RNIB business plan objectives. 3. Responsible for developing, managing and monitoring value based activity budgets in order to achieve agreed objectives. Includes budget setting, understanding of debits/credits, monthly forecasting, narratives and any remedial action required.

4. To encourage and maintain a good working relationship and positive engagement at all times with internal partners (particularly Direct Marketing Unit, FStS, Finance) plus any external partners/suppliers, proactively identifying and resolving any challenges and providing positive feedback for excellent performance. 5. Develop full business briefs, for all activity to be delivered by Direct Marketing team, to include objectives, requirements, rationale, selection criteria, timing, budget, supporter insight and required through and post campaign reporting. 6. Work with Direct Marketing team to ensure that all Direct Marketing campaigns and reporting meets the business brief, supporting objectives, timing, budget and deliverables. 7. Define briefs for new product development requirements and work with FS&P team to scope development and timeframe for delivery. 8. Work with FStS to continually develop and share an indepth understanding of RNIB Group individual and combined supporter bases, with a particular focus on defining and acquiring prospects with a high propensity to develop and ongoing active donation status. 9. To ensure that agreed supporter experience and quality standards for activity with supporters and potential supporters are communicated and achieved both within RNIB’s process and when outsourced to external suppliers. 10. To make pro-active suggestions to Direct Marketing for improvement of communications in order to

strengthen initial acquisition and delivery of first additional donation improving response and income generation (including Gift Aid). 11. To deliver relevant level of information to internal/external partners and suppliers to achieve effective outcomes. 12. Liaise regularly with Direct Marketing Co-ordinator to ensure Direct Marketing team capacity is understood and impacts on customer contact strategy are clarified, proposing and agreeing prioritisation with Senior Manager - Development where required. 13. To stay informed on competitor activity, contact strategies and regulatory developments to ensure that RNIB is at the forefront of CRM and always complies with UK legislation. 14. Other duties commensurate with the post.

Person specification
All criteria are essential unless otherwise stated 1. Specialist knowledge and experience 1.1 Knowledge and experience of key CRM principles from acquisition to first additional gift and appreciation of impact upon subsequent value. 1.2 Experience of turning supporter and commercial analysis and insight into logical high performance actions, preferably within the not-for-profit sector. 1.3 Experience of defining, developing and communicating customer contact strategies. 1.4 Professional marketing qualification or evidence of continuous professional development. 1.5 Previous exposure to multi-channel activity delivery. Desirable 1.6 Member of the Institute of Fundraising 2. Managing finance and resources Experience with numbers and measures. Experience of setting and managing budgets, monitoring and reconciling results and financial performance in income and expenditure and providing associated narratives

3. Planning / strategy 3.1 Experience of planning, scheduling, allocating and evaluating work carried out by teams, individuals and self. 3.2 Able to work under pressure, meet tight deadlines and manage multiple priorities. 3.3 Experience of contributing towards the production of short and long term strategies and implementing such strategies once agreed. 3.4 Experience of identifying and securing resource required to deliver within agreed timeframes. 4. Managing people 4.1 Experience of working collaboratively with other teams and individuals to achieve common goal and best possible outcome. 4.2 Able to identify and manage conflict and ensure effective team working. 5. Managing information 5.1 Experience of gathering, organising, analysing and evaluating multiple sources of data (supporter & commercial) and information in order to present strong recommendations to improve performance and aid decision making.

5.2 Proficiency in Microsoft Excel, Word, PowerPoint and Outlook. Knowledge of Microsoft Access also beneficial. 5.3 Able to investigate, evaluate and diagnose (written word or numeric) to propose logical path or outcome. 6. Communication Able to communicate effectively both orally and in writing, in order to maintain the confidence of staff, suppliers and internal/external partners. 7. Influencing, negotiating, and building relationships 7.1 Proven ability to develop and maintain effective relationships within own sphere, across the organisation, and when acting as a spokesperson for the organisation. 7.2 Able to influence, convince, and negotiate with others in a way that results in acceptance and agreement 8. Equal opportunities Ability to understand and demonstrate commitment to RNIB’s Equal Opportunities Policy and to ensure all activities are consistent with the Equal Opportunities Policy. This includes all staff activities and their interface with the general public. 9. Special conditions 9.1 The post holder will be expected to travel throughout the UK and to make occasional overnight stays.

9.2 There will be a requirement to attend some meetings and events out of office hours.

RNIB benefits
Summary of some of the benefits we offer:
1. Time off

 Annual leave entitlements  Statutory holidays  Long service unpaid leave 2. Pension scheme  Retirement benefits  Ill-health benefits  Death benefits 3. Health  Eye care  Sickness 4. Training and development  Development opportunities  Training courses 5. Family friendly benefits  Flexible work patterns  Childalert  Childcare Vouchers  Emergency and compassionate leave  Parental leave 6. Employee Assistance Programme (EAP) 7. Money Saving Initiatives  Lifestyle  Holiday discounts  Interest free staff loan  Season ticket loan 8. Long Service Award

Benefits 1. Time off
Annual leave entitlements Bands Bands 7,6,5 = 23 days (up to 25 days) Bands 4,3,2 = 25 days (up to 30 days) Band 1 = 30 days For each full year of service, you will be granted one extra day until you reach the maximum number of days allocated to your grade. The long service entitlement does not apply to staff who receive 30 days’ annual leave or more (excluding Public and Bank Holidays). For further details, please see Staff Handbook. Statutory holidays All staff are entitled to public holidays, with exceptions for some staff at schools whose holidays are to be taken during school holidays. There is one extra day discretionary RNIB holiday, which is normally near Christmas. Teachers are entitled to a leave of absence from the school during normal holidays. Long service unpaid leave RNIB considers its employees to be its largest and most important resource and recognises that commitment to a large and diverse organisation for a length of time, may result in the need for a longer break than annual leave can provide. Unpaid leave, which would be discretionary, may be given for various reasons which may include; extensive travel or participation in career development not specifically related to RNIB.

2. Pension scheme
RNIB offers a final salary contributory pension scheme. This is based on your salary up to a certain limit but is topped up by additional benefits, known as 'money purchase' benefits, in respect of your salary over that limit. You can also pay extra contributions known as Additional Voluntary Contributions (AVCs) in order to supplement your benefits. You can become a member of the Scheme if you are over 20 or under the age of 63 and RNIB invites you to join. Members of the Scheme contribute 6 percent of their pensionable salary and contributions are automatically deducted from salaries.

3. Health
Eye care Employees who habitually use visual display equipment (VDU) are entitled to a regular eye test and can be subsidised with our eye care vouchers usable at a wide range of opticians across the country. Sickness It is RNIB policy that advice and support is given to all employees who need to be away from work due to sickness. Benefits are designed to reduce the financial loss and family/social pressure, which result when an employee is unwell, so that they may return to full health and their jobs as quickly as possible.

4. Training and development
Development opportunities

RNIB views facilitating appraisals as a key responsibility of line management ensuring that specific and significant time is given to discuss individual development needs and how these will be addressed. Training courses RNIB offers a wide range of in-house training opportunities, as follows:  Induction (compulsory)  Visual awareness (compulsory)  Core management skills  Leadership  Performance management  Recruitment and selection  Recruitment and selection refresher  Time management  Train the trainer  Presentation skills  Report writing  Facilitation skills.

5. Family friendly benefits
Flexible work patterns It is RNIB’s intention to give all employees the opportunity to request any particular pattern of work which is most suited to their particular needs, i.e. job share, part time, term-time only, compressed weeks/fortnights, averaged/annualised hours, breaks from employment and remote working. Childalert RNIB offers staff a parenting support service providing peace of mind about childcare, children’s health, domestic

and lifestyle worries, covering pre-birth through to the teenage years. Childcare Vouchers As part of its family friendly initiative RNIB, in conjunction with Childcare-plus, has introduced a more flexible way to meet the costs of your childcare. Childcare-plus is a government approved employee benefit under which part of your wages or salary can be given up or “sacrificed” and can be used to pay for a wide range of childcare that is registered with Ofsted or the equivalent authority for Scotland, Wales or Northern Ireland or have approved status. Emergency and compassionate leave RNIB grants employees leave (which may be paid or unpaid) in case of family bereavement and serious personal difficulties. This is to give staff maximum support and assistance through stressful times. Parental leave Employees with children under 5 can request up to 13 weeks’ unpaid leave in respect of each child, to a maximum of 4 weeks, per child, per leave year. This is extended for parents of disabled children.

6. Employee Assistance Programme (EAP)
This is an external confidential support service for employees, their partners and children up to the age of 21. It is a free telephone link that can be accessed 24 hours a day, all year round, dealing with a variety of issues, such as: work, financial, family/marital and legal.

7. Money saving initiatives
Lifestyle An exciting scheme providing staff discounts on a number of high street stores, food outlets, cinema, health clubs, holidays, theatre and much much more! Some examples of savings are: Two adult cinema tickets from £8.75, 11per cent off House of Fraser, 5.5per cent off at M&S, 8.5per cent off John Lewis and 10per cent off Currys/Dixons Holiday discounts Our travel agents offer all employees a 10per cent discount on their brochure holidays along with other discounted rates on hotels, flights (excluding low cost airlines) and special offer City breaks. Interest free staff loan At manager’s discretion all staff are entitled to an interest free loan to attend approved external training courses. Season ticket loan Employee’s can take advantage of buying an annual or half-yearly travel ticket. RNIB issue season ticket loans to allow staff to take advantage of reduction in travelling costs. The loan is then repaid via equal deductions from your salary.

8. Long Service Award
Staff who have completed 20 years’ continuous service will receive a Long Service Award as recognition of an employees’ loyalty and commitment to their work, to RNIB and to blind and partially sighted people.


								
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