About Pathway Strategy Group

At Pathway Strategy Group (PSG), we specialize in the art and science of face-to-face fundraising, direct marketing, and community engagement. We are a people-first organization that combines cutting-edge tactics with decades of experience to deliver exceptional results for our clients.

Position Title: Boston Fundraising Office Director

Reporting Structure: National Fundraising Director

Rate of Pay: $72,800 annual base salary, paid bi-weekly.

Job Classification: Full time, exempt
Schedule: Full-time

Location: Boston, MA

Attendance: 100% attendance record is required for all roles within PSG.

Benefits: Pathway Strategy Group offers all full-time employees who remain with our team for more than three months full health care, dental, and vision benefits. Any job-related travel, lodging, and other expenses are paid for by PSG.

Position Summary

Pathway Strategy Group is seeking a talented and dynamic Fundraising Office Director, who will be responsible for overseeing an ambitious face-to-face (F2F) fundraising project in Boston on behalf of a non-profit organization. The Director is responsible for the overall success of the program and for meeting fundraising acquisition goals, and will receive extensive training, guidance, and support from the PSG team. They will manage all aspects of an office, with a focus on recruiting, training, mentoring, managing and coaching Canvassers and Team Leaders to ensure that project goals are met.

The Fundraising Office Director will receive a generous base salary and benefits, and is eligible for significant bonuses based on the overall success of the office’s F2F fundraising program.

Key Responsibilities

• Lead, coach, and manage the day-to-day activities of the canvassing team, overseeing all aspects of hiring, training, and team member accountability.

• Cultivate an inclusive culture that fosters learning and professional growth for every team member.

• Consistently meet and exceed the committed donor recruitment targets.

• Demonstrate leadership and excellence by canvassing regularly with other members of the team in the field

• Ensure full compliance with all administrative processes, including but not limited to: Human Resources (HR) processes and procedures, canvasser timekeeping records, data standards, and accuracy of donor records.

• Coordinating with site managers and staff in order to ensure the smooth running of the canvassing activity and to actively seek and report new venues and locations in which to operate.

• Maintain close communication and engagement with PSG national leadership.

Qualifications

• A successful track record in Canvassing/F2F Fundraising;

• Proven experience in leading a team within a Canvassing/F2F Fundraising environment;

• Professional level competence in written and spoken English;

• Ability to keep accurate and detailed written records;

• Access to own transport; and,

• Availability to work unsocial hours including weekends, public holidays and some evenings.

Plus Qualifications

• Highly organized, with the ability to multitask without compromising the quality of work

• Proven ability to anticipate challenges and troubleshoot issues proactively

• Excellent written, verbal, and facilitation skills

• Capable of motivating and managing a diverse group of staff

• Demonstrated ability to collaborate with colleagues and external organizations

• Familiarity with Google Suite is preferred

Office Director Bonus Plan

Terms used:

Per Shift Average (PSA): The number of Donors recruited divided by the number of shifts worked over a period of time.

Donor: An individual, aged 25 or over, who makes an open-ended commitment to donate and who passes a verification process.

Minimum Quota: The level required in order to remain employed by PSG.

Base Pay: Hourly wage paid to all employees, at a rate dependent on the role. Base Pay is paid every two weeks in arrears.

Bonus Pay: Additional payment made in accordance with the relevant Bonus Plan. Bonus Pay is paid every two weeks in arrears.

Bonus Plan: The set of criteria for establishing Bonus Pay. This will be explained in the relevant section and is subject to change.

Bonus Threshold: The number of Donors required to be recruited in a week before Bonus Pay is earned.

Month 1 Non-Payment Rate (M1): the percentage of Donors from a given period who, through cancellation or non-payment, do not make their second donation at the scheduled time.

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Current Bonus Plan* (Personal Production): Assuming Individual Quota reached, $100 per Donor

Individual Quota Per Week:

Total Office Productivity = Quota (Individual)

Office under 60 = Individual 7

Office 60 or over, but under 80 = Individual 4

Office 80 and over = Individual 2

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Cancellations (Personal Production): Original Bonus Amount clawed back from any future Personal Production Bonus Payments for every Month 0 or Month 1 Cancellation or Donor for whom second donation is not successfully collected.

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Current Bonus Plan* (Office Production) Weekly: $20 per Donor over Office Quota (after QC flagged Donors removed).

Office Quota: 60 per week and a PSA of 1.4

Cancellations (Office Production): Based on last available full month's M1 Cancellations and non-payments, Office Production Bonus will be paid out according to the following tiers. When mature M1 Cancellation and non-payment data become available for the month in question, any additional Office Production Bonus that would have been due, will be paid out.

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Office Production Bonus Tiers

M1 Cancellation/Non Payment Rate = % of Bonus Payable

Under 12% M1 Cancellation = 100% of Bonus Payable

12% or over, but under 16% M1 Cancelation = 50% of Bonus Payable

16% or over M1 Cancellation = 0% of Bonus Payable

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Any member of staff who has a month one cancellation or non-payment rate of 20% or higher will be subject to disciplinary action up to and including termination.

All daily and weekly administrative tasks must be completed on schedule. Any tasks that are not completed by the relevant Monday morning will result in the removal of 25% of bonus in that payroll period. Any tasks that are not completed in a second week, will result in the removal of an additional 25% of bonus. Bonus will continue to be removed at the cumulative rate until all administrative tasks are brought up to date.

The Bonus Plan is subject to change in accordance with the business needs.

Please note:

• Duties may change at any time and PSG reserves the right to update and change your job description at any time.

• PSG is an at-will employer; this document is an outline of expected essential functions of the role but is not inclusive of all duties. This job description is not a contract or promise of employment. Employment can be terminated by employer or employee at any time.

• Failure to comply with expected job duties; failure to meet donor recruitment and quality metrics; failure to follow PSG policies or processes, or, where relevant, the policies and processes of our ‘For Purpose’ clients, or failure to meet attendance expectations will result in forgoing of bonus, and/or disciplinary action up to and including termination of employment

Equal Opportunity Employer

Pathway Strategy Group is an equal opportunity employer and prohibits discrimination and harassment of any type. We welcome applicants from any educational background, race, ethnicity, religion, creed, sexual orientation, gender identity, gender expression, sex, age, immigration status, citizenship status, national origin or ancestry, marital status, pregnancy, criminal record, mental or physical disability or disorder, HIV antibody status, parental or familial status, or veteran status, or any other characteristic protected by federal, state or local laws.

Any information provided regarding criminal history for the purposes of the Work Opportunity Tax Credit (WOTC) will have no impact on employment eligibility. RFS will consider all qualified applicants, including those with criminal histories and/or convictions, in a manner consistent with the requirements of applicable state and local laws.