Fundraising Salary Survey 2012
Fundraising Salary Survey 2012 Welcome to the 2012 TPP Not for Profit Fundraising Salary Survey. This report aims to benchmark fundraising salaries across the sector, allowing employees to compare their salary and giving employers a standard when budgeting for new roles. TPP is a specialist charity recruitment consultancy with a dedicated fundraising and development division, and a close relationship with industry organisations like the Institute of Fundraising, which gives us a unique insight into the market. The financial turmoil over the last three years has had an inevitable effect on fundraising budgets, and ultimately recruitment. The decline in government funding has forced not for profit organisations to diversify their fundraising activity in order to develop and secure new income streams. Our Senior Appointments team have increasingly been recruiting to Business Development Director positions alongside traditional fundraising roles, as charities look to the private sector for financial support. Organisations are looking for versatile and talented fundraising professionals who can help them meet the changing demands of the future.
Headlines •
There has been a 9% increase in salaries overall since our last survey
•
60% of fundraisers feel that salaries are now static, and many are experiencing pay freezes as a result of the economic downturn
•
The pressure is worst at junior levels - Fundraising Assistants are continuing to disappear, and salaries at the Officer/Executive level have dropped
•
With increased competition for fundraisers, charities risk paying new staff more than existing staff
Average salaries by seniority Average
Previous survey*
Increase
Lowest
Highest
Fundraising Assistant
19,743
18,663
6%
12,000
27,740
Fundraising Officer/Executive
26,146
27,497
-5%
17,000
40,000
Senior Executive/Officer
31,682
20,000
43,000
Fundraising Manager/Lead
36,652
34,157
7%
17,800
55,000
Director/Head of Fundraising
53,533
51,109
5%
20,000
105,000
There is huge variation in fundraising salaries, as they can be dramatically affected by factors such as length of service, location or size of the organisation and area of expertise. Please see the data tables at the end of this report for detailed salary breakdowns by different criteria. Fierce competition among charities has continued to push up salaries overall, even in a time when many organisations have been forced to implement pay freezes. There also appears to be growing competition for fundraisers from consultancy firms, as many charities outsource some or all of their fundraising activity, which will also help to grow salaries. The exception is at the Fundraising Officer / Executive level, where the average salary has actually fallen. The Fundraising Assistant role is continuing to disappear (only 2% of responses were from this level) as charities replace paid junior employees with volunteers to save money. This in turn is leading to Fundraising Officers taking on more administrative responsibilities and is leading to a decrease in salaries as less experienced candidates can be employed. Average salaries for Senior Executives / Officers are higher than one might expect, but this is most likely as this role tends to only exist in larger organisations, which can generally afford higher salaries.
* Our previous salary survey was in Nov 2010
Area of expertise As in our previous survey, the best-paid fundraising specialisms are major donor, legacy and corporate fundraising. Legacy Fundraiser salaries have experienced a particularly sharp increase (up 26% since our last survey). As much government funding has dried up, these areas have become key income streams for charities, and fundraisers demonstrating success in these areas can command the highest salaries. At smaller organisations, fundraisers are usually expected to be jack-of-all-trades and cover several, if not all, specialisms.
Type of organisation Type of organisation is not a very reliable guide to salary, as larger national organisations may have a similar mission to smaller ones, but can generally offer higher salaries. However, the highest salaries, according to our results, are offered by charities dealing with older people, education, animals and society & work.
Size of organisation Salaries for large organisations are consistently above average, with Director-level jobs the highest at 12% above average. The salaries offered by medium-sized organisations are generally slightly below average, apart from those for Fundraising Managers. Salaries for the smallest organisations are the lowest, as is to be expected, at -9% below average.
Type of contract Part time and job share roles are paid -13% less than average. Only 10% of respondents work less than full time. This reflects the industry norm – salary rates for part time employees (except at a senior level) are generally lower than for full time staff members. There is a high level of demand for these roles, which means organisations are able to find employees without pushing up salaries.
Salary change over the past year The majority of survey respondents (60%) feel that salaries have remained static over the past year, although a quarter of fundraisers have seen some increase, and 14% have experienced decreasing salaries.
70% 60%
60% 50% 40% 30%
25%
20% 10% 0%
11% 3%
1% Increased a lot
Increased a little
Stayed the same
Decreased a little
Decreased a lot
Opinions for the movement in salaries include: “Actually I think it depends on the size of organisation, in larger ones I think the salaries have increased but here in smaller charities they have stayed the same and there appears to be quite a drive to get volunteers to do fundraising work too.” “Although fundraisers are now increasingly central in the success of organisations the recession has kept salaries pretty static.” “Charities need fundraisers more than ever but don’t have funds to pay them...” I” think there is still a lack of talent at managerial level - hence salaries have remained or increased a little despite economic climate. The salaries of more junior or entry level posts seem to be falling - may be a supply and demand issue as there are so many people out of work” “There are more people who see fundraising as a career option so entry level salaries can be lower.” “No pay rise in 4 years yet achieved 300% of my target last year!” As many charities have implemented pay freezes for existing staff, but are still having to compete for new fundraisers, this may result in a situation where new staff are paid more than existing employees, which is likely to result in discontented staff, low productivity and increased staff turnover. Not for profit organisations who have experienced pay freezes for several years should be very careful when recruiting new staff, lest they alienate their current employees and risk losing their best workers.
Motivation to change roles For a quarter of fundraisers, the primary motivation for seeking a new role would be a higher salary. However, interest in the role and increased responsibility also scored highly. Other common motivators quoted include “a cause more aligned with my interests”, “commitment to investment & development” and more recognition for the contribution that fundraisers make to an organisation.
30% 25%
25% 18%
20%
17% 12%
15%
12%
10%
7%
7% 3%
5%
Other
Better relationship with manager
Better job security
Better work/life balance
Better location/commute
More responsibility/seniority
More interesting role
Higher salary
0%
Holiday Fundraisers in the third sector receive an average of 26 days holiday a year (not including bank holidays) – well above the statutory minimum of 20 days. Most fundraising jobs start at 25 days, and offer additional days as an incentive for length of service.
Additional Financial Incentives Bonus Paid overtime/time off in lieu Commission None of these
5% 36% 0% 58%
The majority of charities do not offer additional performance-based financial incentives. This is unlikely to change in the near future as charities can find it tricky to justify staff bonuses to their supporters. In fact, the Institute of Fundraising actively discourages payment by results (http://www.thirdsector.co.uk/news/892720/). However, at a senior level, more organisations are hiring business development professionals from commercial sales and marketing backgrounds, which will generally require some form of bonus consideration.
Benefits The most common additional benefit received by fundraisers is pension contributions (31% receive these). However, these are still 35% Receive Would like
30%
25%
20%
15%
10%
5%
Other
Car allowance
Time off for voluntary work/Trusteeships
Medical cover
Life insurance
Secondments/Sabbaticals
relatively uncommon in the third sector.
Childcare vouchers
Season ticket loans
Flexible working hours
Pension contributions
0%
20% are allowed flexible working hours, and 16% are offered season ticket loans. As Fundraisers are often required to work out of office hours, eg at fundraising events, flexible working hours are a sensible option for these employees. When asked which benefits they would like to receive, a quarter of respondents said they would like private medical cover, followed again by flexible working hours. For more information on flexible benefits in the third sector, see TPP’s recent survey at http://www.tpp.co.uk/flexwork-survey.
Methodology The salaries used in this report were compiled using information from 324 survey respondents from June 2012, from at least 172 organisations. We have used the most common market terminology for roles for the purposes of this survey, however we appreciate not every job will fit this terminology. The results are provided as generic market information only. We hope you find this survey useful and would welcome any feedback or recommendations for our next report. If you would like any more detailed information or career advice, please feel free to contact our Fundraising & Development team. Access this report online at www.tpp.co.uk/fr-salaries
About TPP Not for Profit TPP Not for Profit is a recruitment consultancy specialising in meeting the needs of organisations in the charity, arts and public sectors. Established in 1996 as The Principle Partnership, we use our experience, specialist knowledge of the sector and shared values and principles to meet our clients’ recruitment needs. All our consultants are sector specialists, able to offer the best advice and service to both our candidates and clients. TPP’s divisions cover the full breadth of charity roles. The TPP Fundraising & Development Team is one of the longest established divisions within the company, and we take pride in supplying the best fundraising staff available for our clients. We recruit for all types of fundraising role, from Corporate and Trusts to Major Donor and Legacy Fundraisers, Fundraisers, to Events, Community and Direct Marketing and at all levels from Assistant through to Director, including appeal and project specialists, across the not for profit sector.
Contact Us TPP Fundraising & Development Tel: 020 7198 6040 Email: [email protected] Web: www.tppfundraising.co.uk Twitter: @TPPFundraising
Data Tables Salaries by seniority and area of expertise Assistant / Coordinator
Executive / Officer
Senior Executive / Officer
Manager / Lead
Director / Head of
Grand Total
All of the above
19,000
-
33,647
60,666
49,129
Major Donor
28,770
32,375
39,248
51,331
43,715
Legacy
30,069
29,620
34,711
52,488
41,922
Corporate
27,039
32,119
37,794
44,238
37,552
Trust/Foundation/Statutory
24,870
25,966
33,034
35,904
48,623
37,415
Direct Marketing / Individual Giving
15,929
25,383
31,765
35,129
47,133
37,039
Events
21,496
24,246
27,984
35,065
50,558
35,592
Community/Regional
18,333
25,880
30,350
34,148
44,192
34,158
Grand Total
19,743
26,146
31,682
36,652
53,533
38,485
Average salary by type of organisation Assistant / Coordinator
Executive / Officer
Senior Executive / Officer
Older People Education
31,450
Animals
22,249
21,456
Society & Work Hospices
22,700
Membership
35,065
International Aid
22,000
25,500
Manager / Lead
Director / Head of
Grand Total
32,100
79,667
55,883
34,782
66,485
49,523
70,000
46,125
34,767
48,000
42,329
41,400
66,667
41,717
42,333
40,516
28,250
35,432
36,195
51,995
39,619
Arts, Culture & Heritage
27,950
25,500
34,883
47,423
38,901
Sport
35,000
40,000
35,000
38,000
Homelessness
16,515
26,259
33,167
36,749
50,072
37,371
Children
15,200
24,963
33,700
38,438
55,267
37,023
Health
18,333
24,550
33,836
38,192
51,022
36,730
30,377
34,000
41,500
35,551
Cancer
21,489
25,033
28,000
35,956
40,000
33,226
Disability
27,740
25,620
32,500
35,025
45,000
32,132
37,667
29,407
Human Rights
Environment
23,213
Other
26,269
31,610
35,477
56,375
39,437
26,146
31,682
36,652
53,533
38,485
Grand Total
19,743
Average salary by size of organisation Assistant / Coordinator
Executive / Officer
Senior Executive / Officer
Manager / Lead
Director / Head of
Grand Total
Large (100+ employees)
22,127
26,986
33,029
37,625
60,194
39,198
Medium (11-100 employees)
17,922
24,717
29,895
37,330
50,042
39,159
Small (1-10 employees)
21,000
24,744
27,832
31,385
49,356
34,888
Grand Total
19,743
26,146
31,682
36,652
53,533
38,485
Average salary by type of contract Assistant / Coordinator Full time
20,392
Executive / Officer 25,789
Senior Executive / Officer 32,756
Job share
Manager / Lead
Director / Head of
Grand Total
36,654
54,215
38,912
22,000
44,500
33,250
Part time
15,200
29,068
23,631
38,088
44,289
34,095
Grand Total
19,743
26,146
31,682
36,652
53,533
38,485
Headlines •
There has been a 9% increase in salaries overall since our last survey
•
60% of fundraisers feel that salaries are now static, and many are experiencing pay freezes as a result of the economic downturn
•
The pressure is worst at junior levels - Fundraising Assistants are continuing to disappear, and salaries at the Officer/Executive level have dropped
•
With increased competition for fundraisers, charities risk paying new staff more than existing staff
Average salaries by seniority Average
Previous survey*
Increase
Lowest
Highest
Fundraising Assistant
19,743
18,663
6%
12,000
27,740
Fundraising Officer/Executive
26,146
27,497
-5%
17,000
40,000
Senior Executive/Officer
31,682
20,000
43,000
Fundraising Manager/Lead
36,652
34,157
7%
17,800
55,000
Director/Head of Fundraising
53,533
51,109
5%
20,000
105,000
There is huge variation in fundraising salaries, as they can be dramatically affected by factors such as length of service, location or size of the organisation and area of expertise. Please see the data tables at the end of this report for detailed salary breakdowns by different criteria. Fierce competition among charities has continued to push up salaries overall, even in a time when many organisations have been forced to implement pay freezes. There also appears to be growing competition for fundraisers from consultancy firms, as many charities outsource some or all of their fundraising activity, which will also help to grow salaries. The exception is at the Fundraising Officer / Executive level, where the average salary has actually fallen. The Fundraising Assistant role is continuing to disappear (only 2% of responses were from this level) as charities replace paid junior employees with volunteers to save money. This in turn is leading to Fundraising Officers taking on more administrative responsibilities and is leading to a decrease in salaries as less experienced candidates can be employed. Average salaries for Senior Executives / Officers are higher than one might expect, but this is most likely as this role tends to only exist in larger organisations, which can generally afford higher salaries.
* Our previous salary survey was in Nov 2010
Area of expertise As in our previous survey, the best-paid fundraising specialisms are major donor, legacy and corporate fundraising. Legacy Fundraiser salaries have experienced a particularly sharp increase (up 26% since our last survey). As much government funding has dried up, these areas have become key income streams for charities, and fundraisers demonstrating success in these areas can command the highest salaries. At smaller organisations, fundraisers are usually expected to be jack-of-all-trades and cover several, if not all, specialisms.
Type of organisation Type of organisation is not a very reliable guide to salary, as larger national organisations may have a similar mission to smaller ones, but can generally offer higher salaries. However, the highest salaries, according to our results, are offered by charities dealing with older people, education, animals and society & work.
Size of organisation Salaries for large organisations are consistently above average, with Director-level jobs the highest at 12% above average. The salaries offered by medium-sized organisations are generally slightly below average, apart from those for Fundraising Managers. Salaries for the smallest organisations are the lowest, as is to be expected, at -9% below average.
Type of contract Part time and job share roles are paid -13% less than average. Only 10% of respondents work less than full time. This reflects the industry norm – salary rates for part time employees (except at a senior level) are generally lower than for full time staff members. There is a high level of demand for these roles, which means organisations are able to find employees without pushing up salaries.
Salary change over the past year The majority of survey respondents (60%) feel that salaries have remained static over the past year, although a quarter of fundraisers have seen some increase, and 14% have experienced decreasing salaries.
70% 60%
60% 50% 40% 30%
25%
20% 10% 0%
11% 3%
1% Increased a lot
Increased a little
Stayed the same
Decreased a little
Decreased a lot
Opinions for the movement in salaries include: “Actually I think it depends on the size of organisation, in larger ones I think the salaries have increased but here in smaller charities they have stayed the same and there appears to be quite a drive to get volunteers to do fundraising work too.” “Although fundraisers are now increasingly central in the success of organisations the recession has kept salaries pretty static.” “Charities need fundraisers more than ever but don’t have funds to pay them...” I” think there is still a lack of talent at managerial level - hence salaries have remained or increased a little despite economic climate. The salaries of more junior or entry level posts seem to be falling - may be a supply and demand issue as there are so many people out of work” “There are more people who see fundraising as a career option so entry level salaries can be lower.” “No pay rise in 4 years yet achieved 300% of my target last year!” As many charities have implemented pay freezes for existing staff, but are still having to compete for new fundraisers, this may result in a situation where new staff are paid more than existing employees, which is likely to result in discontented staff, low productivity and increased staff turnover. Not for profit organisations who have experienced pay freezes for several years should be very careful when recruiting new staff, lest they alienate their current employees and risk losing their best workers.
Motivation to change roles For a quarter of fundraisers, the primary motivation for seeking a new role would be a higher salary. However, interest in the role and increased responsibility also scored highly. Other common motivators quoted include “a cause more aligned with my interests”, “commitment to investment & development” and more recognition for the contribution that fundraisers make to an organisation.
30% 25%
25% 18%
20%
17% 12%
15%
12%
10%
7%
7% 3%
5%
Other
Better relationship with manager
Better job security
Better work/life balance
Better location/commute
More responsibility/seniority
More interesting role
Higher salary
0%
Holiday Fundraisers in the third sector receive an average of 26 days holiday a year (not including bank holidays) – well above the statutory minimum of 20 days. Most fundraising jobs start at 25 days, and offer additional days as an incentive for length of service.
Additional Financial Incentives Bonus Paid overtime/time off in lieu Commission None of these
5% 36% 0% 58%
The majority of charities do not offer additional performance-based financial incentives. This is unlikely to change in the near future as charities can find it tricky to justify staff bonuses to their supporters. In fact, the Institute of Fundraising actively discourages payment by results (http://www.thirdsector.co.uk/news/892720/). However, at a senior level, more organisations are hiring business development professionals from commercial sales and marketing backgrounds, which will generally require some form of bonus consideration.
Benefits The most common additional benefit received by fundraisers is pension contributions (31% receive these). However, these are still 35% Receive Would like
30%
25%
20%
15%
10%
5%
Other
Car allowance
Time off for voluntary work/Trusteeships
Medical cover
Life insurance
Secondments/Sabbaticals
relatively uncommon in the third sector.
Childcare vouchers
Season ticket loans
Flexible working hours
Pension contributions
0%
20% are allowed flexible working hours, and 16% are offered season ticket loans. As Fundraisers are often required to work out of office hours, eg at fundraising events, flexible working hours are a sensible option for these employees. When asked which benefits they would like to receive, a quarter of respondents said they would like private medical cover, followed again by flexible working hours. For more information on flexible benefits in the third sector, see TPP’s recent survey at http://www.tpp.co.uk/flexwork-survey.
Methodology The salaries used in this report were compiled using information from 324 survey respondents from June 2012, from at least 172 organisations. We have used the most common market terminology for roles for the purposes of this survey, however we appreciate not every job will fit this terminology. The results are provided as generic market information only. We hope you find this survey useful and would welcome any feedback or recommendations for our next report. If you would like any more detailed information or career advice, please feel free to contact our Fundraising & Development team. Access this report online at www.tpp.co.uk/fr-salaries
About TPP Not for Profit TPP Not for Profit is a recruitment consultancy specialising in meeting the needs of organisations in the charity, arts and public sectors. Established in 1996 as The Principle Partnership, we use our experience, specialist knowledge of the sector and shared values and principles to meet our clients’ recruitment needs. All our consultants are sector specialists, able to offer the best advice and service to both our candidates and clients. TPP’s divisions cover the full breadth of charity roles. The TPP Fundraising & Development Team is one of the longest established divisions within the company, and we take pride in supplying the best fundraising staff available for our clients. We recruit for all types of fundraising role, from Corporate and Trusts to Major Donor and Legacy Fundraisers, Fundraisers, to Events, Community and Direct Marketing and at all levels from Assistant through to Director, including appeal and project specialists, across the not for profit sector.
Contact Us TPP Fundraising & Development Tel: 020 7198 6040 Email: [email protected] Web: www.tppfundraising.co.uk Twitter: @TPPFundraising
Data Tables Salaries by seniority and area of expertise Assistant / Coordinator
Executive / Officer
Senior Executive / Officer
Manager / Lead
Director / Head of
Grand Total
All of the above
19,000
-
33,647
60,666
49,129
Major Donor
28,770
32,375
39,248
51,331
43,715
Legacy
30,069
29,620
34,711
52,488
41,922
Corporate
27,039
32,119
37,794
44,238
37,552
Trust/Foundation/Statutory
24,870
25,966
33,034
35,904
48,623
37,415
Direct Marketing / Individual Giving
15,929
25,383
31,765
35,129
47,133
37,039
Events
21,496
24,246
27,984
35,065
50,558
35,592
Community/Regional
18,333
25,880
30,350
34,148
44,192
34,158
Grand Total
19,743
26,146
31,682
36,652
53,533
38,485
Average salary by type of organisation Assistant / Coordinator
Executive / Officer
Senior Executive / Officer
Older People Education
31,450
Animals
22,249
21,456
Society & Work Hospices
22,700
Membership
35,065
International Aid
22,000
25,500
Manager / Lead
Director / Head of
Grand Total
32,100
79,667
55,883
34,782
66,485
49,523
70,000
46,125
34,767
48,000
42,329
41,400
66,667
41,717
42,333
40,516
28,250
35,432
36,195
51,995
39,619
Arts, Culture & Heritage
27,950
25,500
34,883
47,423
38,901
Sport
35,000
40,000
35,000
38,000
Homelessness
16,515
26,259
33,167
36,749
50,072
37,371
Children
15,200
24,963
33,700
38,438
55,267
37,023
Health
18,333
24,550
33,836
38,192
51,022
36,730
30,377
34,000
41,500
35,551
Cancer
21,489
25,033
28,000
35,956
40,000
33,226
Disability
27,740
25,620
32,500
35,025
45,000
32,132
37,667
29,407
Human Rights
Environment
23,213
Other
26,269
31,610
35,477
56,375
39,437
26,146
31,682
36,652
53,533
38,485
Grand Total
19,743
Average salary by size of organisation Assistant / Coordinator
Executive / Officer
Senior Executive / Officer
Manager / Lead
Director / Head of
Grand Total
Large (100+ employees)
22,127
26,986
33,029
37,625
60,194
39,198
Medium (11-100 employees)
17,922
24,717
29,895
37,330
50,042
39,159
Small (1-10 employees)
21,000
24,744
27,832
31,385
49,356
34,888
Grand Total
19,743
26,146
31,682
36,652
53,533
38,485
Average salary by type of contract Assistant / Coordinator Full time
20,392
Executive / Officer 25,789
Senior Executive / Officer 32,756
Job share
Manager / Lead
Director / Head of
Grand Total
36,654
54,215
38,912
22,000
44,500
33,250
Part time
15,200
29,068
23,631
38,088
44,289
34,095
Grand Total
19,743
26,146
31,682
36,652
53,533
38,485
