Community Development Director

About Workshops for Warriors: Since 2008, Workshops for Warriors® ( a registered 501(c)(3), has provided quality hands-on training, accredited STEM educational programs, and opportunities to earn third-party nationally recognized credentials to enable veterans, transitioning service members, and other students to be successfully trained and placed in their chosen advanced manufacturing career. We are committed to rebuilding America's advanced manufacturing workforce, one veteran at a time, with a team of passionate, enthusiastic professionals who want to make a difference in the lives of those we serve, their families, and our country. Key Job Functions: Workshops for Warriors costs approximately $1,000,000 per month to run. Contributed revenue is the margin between what tuition earns and what training costs, and it is the capital that funds expansion. The Director of Development makes that revenue predictable. Pieces of a development engine have been designed here over the years. It has never run. This is a build, not a takeover of a finished program. The Director builds the engine, runs it, and then carries a personal revenue goal on top of it, in that order: Build (days 1 through 90: audit what exists in Salesforce, SharePoint, and people's heads; document it; stand up the revenue plan, pipeline stages, weekly cadence, and dashboards), Run (days 91 through 365: operate the engine, hire and onboard the grant writer and development administrator against written descriptions and measures, and prove the numbers hold without the CEO's hands on them), and Raise (year two onward: carry a personal revenue goal of $3,000,000 per year, with the team's goals set on the same basis; every development seat carries a revenue goal of roughly seven times its salary). The position reports to the CEO, who is the interim Chief Development Officer, for revenue direction, targets, and donor access, and to the COO for day-to-day management. The COO is the Director's first stop for priorities and decisions and the path to CEO time. The Development Coordinator reports to the Director from the start date. The Director works alongside, but does not supervise, the organization's Philanthropy and Strategic Partnerships contractor (major and capital gifts, CEO introductions) and Development Advisor (grants and legacy donor relationships). Builder first, frontline fundraiser second. Needs direction, not training. Comfortable doing the housekeeping until the team exists to hand it to. Duties and Responsibilities : Build and Run the Development Engine :

• Build and maintain the revenue plan by source (individuals and major gifts first; then planned gifts, foundations, corporate partners, government grants, events, and in-kind), with an owner and a target for each source; report variance monthly to the CEO, COO, and CFO.
• Design and implement the development Salesforce architecture: objects, pipeline stages, required fields, dashboards, and entry standard. Direct the current data cleanup (duplicate contacts, unposted gifts and grants) to completion.
• Define pipeline stages and next-action discipline in writing, so that every relationship has one stage, one next action, one owner, and one date; audit monthly.
• Chair the weekly development review (under thirty minutes) and issue a one-page record within one business day. Attend the standing Wednesday development meetings with the CEO, COO, and contractors. Circulate all materials twenty-four hours before any meeting.
• Write the Development Operating Standard and the development SharePoint filing standard as the engine is built. Every process is written down as it is built, filed where the team can find it, and written so someone else can run it.

Revenue & Portfolio : ~ Manage a personal portfolio of Tier Three donors from day one, from identification through stewardship, built from the organization's existing database and new prospect research. Size recommended asks to the maximum the funder's guidelines and giving history support, and attach the source document (guidelines, LOI terms, giving history) to every recommendation. The CEO approves every grant submission regardless of size. Own the grant calendar from eligibility through reporting and federal award compliance, with the CFO's figures, assuming it from the Development Advisor. CEO Support and Donor Tiers : Prepare the CEO for every CEO-level ask and thank-you: brief, giving history, materials, call list, follow-up, and Salesforce record. Track CEO commitments to donors to completion. Tier One donors are the CEO's alone (the Director prepares, does not contact); Tier Two is joint, and the CEO decides when the Director goes solo. Elevate decisions to the CEO through the COO with a recommendation, cost, timing, risk, and the document it rests on. Problems do not travel upward without options. ~ Route all development staff contact with the Board of Directors and Board of Advisors through the CEO. Standing rule. Systems and Data :

• Treat Salesforce as the system of record and its dashboards as the system of truth: a development number reaches the CEO, COO, CFO, or Board from a Salesforce dashboard or it does not reach them. No parallel spreadsheets, exports, or side trackers.
• Enforce same-day entry (events ending after 2000 hours are entered the next business day) and same-day filing of every proposal, award letter, agreement, and report in the development SharePoint library. Own development data quality within organizational governance.
• Ensure every tour has a documented purpose, a host, and a next action recorded in Salesforce before the visitor leaves, and that tours cover the whole ecosystem, Workshops for Warriors and VetPowered.

Team and Supervision :

• Supervise the Development Coordinator: direct tours, stewardship, and event work; conduct reviews; make personnel decisions for the seat, with the CEO and COO informed first. The Development Coordinator holds no Salesforce administration role.
• Write position descriptions, measures, and revenue goals for the grant writer and development administrator; hire and onboard them on site once approved by the CEO and COO.
• Coordinate with Admissions and with Government and Military Affairs so every relationship is handled once and recorded once.
• All other duties as assigned.

Qualifications & Work Experience: To perform this job successfully, the candidate must be able to perform each essential duty satisfactorily (with or without an accommodation). The requirements listed below are representative of the knowledge, skill, and/or ability required.

• Bachelor's Degree or any combination of education and experience which would provide an equivalent level of experience. CFRE or equivalent credential preferred.
• Built a development function from nothing, with evidence and a reference who saw it.
• Seven or more years carrying foundation, corporate, and major-gift relationships personally, with a documented record of raising against a goal.
• Salesforce or equivalent CRM as a system of record: stage design, required fields, dashboards. Willing to learn Salesforce specifics quickly if the record was on another platform.
• Grant writing and federal award compliance. Has supervised development staff and run a weekly moves-management cadence.
• Writes clearly, documents by habit, reports gaps before being asked, owns mistakes without being asked, adapts when the day changes, and works well with a direct CEO.
• Ability to handle sensitive donor and financial information with discretion.
• Strong working ability with Microsoft Office products (Excel, Word, PowerPoint, SharePoint).
• Military service, or sustained work in the veteran or defense community, preferred.

Mission and Values Contribute to achievement of the Mission and Vision of our organization by: Fostering Positive Relationships - Communication, teamwork, and trust are the three hallmarks of good relationships with co-workers and students. Exceeds Expectations - Sees every task or situation as an opportunity to go above and beyond. Accountable - Takes personal responsibility for their work, owns mistakes, and does not blame others or make excuses. Mission Driven - Work and decision-making are focused on what is best for the organization, not ego-driven. Tenacious - Employee demonstrates determination, persistence, and grit. Doesn't give up! Human Dignity - All human beings have inalienable and sacred rights regardless of their nationality, ethnicity, gender, or sexual orientation, religious affiliation (if any), to be treated with respect, fairness, compassion, and bereft from oppression. Important Notes Position Details: This is a full-time salaried (exempt) position (40+ hours/week). This role is fully on-site at 2970 Main Street, San Diego, Monday through Friday, 9:00 am to 5:30 pm. Reliable, consistent on-site attendance is an essential function of this position; remote work is not available for this role. In-state and out-of-state travel, and occasional evening and weekend donor events, are required for this position; travel will be notified at least one week before the beginning of travel where possible. Pay: The proposed annual rate of pay for this California-based position is $125,000.00 - $185,000.00 annually. The position is eligible for a discretionary annual bonus of up to 10% of base salary when organizational and individual goals are met. No element of compensation is a percentage of funds raised, consistent with the Association of Fundraising Professionals Code of Ethical Standards. Benefits and Perks: Workshops for Warriors makes available comprehensive benefits after 30 days of employment. Options include Medical (50% employer contribution), dental and vision coverage (100% employer contribution), a 401k program with employer match, 8 paid holidays, Flexible work hours (position dependent), and paid time off. While the Company intends to maintain these employee benefits, it reserves the absolute right to modify, amend or terminate these benefits at any time and for any reason. Dress code: Our office staff works in a business casual or business professional environment. Donor-facing days follow the business professional standard. Supervisory: Supervises the Development Coordinator from the start date, and the grant writer and development administrator once those positions are approved and filled. Physical Requirements: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to talk or hear. The employee frequently is required to stand; sit; walk; use hands to finger, handle, or feel; and reach with hands and arms. The employee is regularly required to push, move, lift, or otherwise bear 10-30lbs. Applications may include but are not limited to repetitive work using a computer keyboard, mouse, and headphones while sitting and/or standing at an assigned work desk area. The employee will be required to work in and transit through industrial shop environments. Work Environment: The employee works in an office/administration building in an urban industrial neighborhood. Other areas within the school are mixed-use, such as classrooms, welding, and machining areas. Employee may have additional environmental hazards, such as chemical, electrical, flammable, or mechanical in nature. E-Verify Compliance Statement: Workshops for Warriors, Inc. participates in the E-Verify program. We ensure employment eligibility of all employees by using the E-Verify electronic verification system. Policy for Discrimination, Harassment and Retaliation Prevention: Workshops for Warriors is committed to providing a professional work environment free from discrimination and harassment, including discrimination and harassment based on a protected characteristic, and an environment free from retaliation for participating in any protected activity covered by this policy. Workshops for Warriors is committed to providing equal employment opportunities to all employees and applicants for employment. Accordingly, we have adopted and maintain this anti-discrimination policy designed to encourage professional and respectful behavior and prevent discriminatory and harassing conduct in our workplace. Workshops for Warriors employees are expected to assume responsibility for maintaining a work environment that is free from discrimination, harassment, and retaliation. Employees are encouraged to promptly report conduct that they believe violates this policy so that we have an opportunity to address and resolve any concerns. Managers and supervisors are required to promptly report conduct that they believe violates this policy. We are committed to responding to alleged violations of this policy in a timely and fair manner and to taking appropriate action aimed at ending the prohibited conduct. EEO Statement: Workshops for Warriors is committed to providing equal employment opportunities to all employees, applicants, unpaid interns, and volunteers without regard to actual or perceived: race (including hair texture or protected hairstyles, e.g. braids, locks, and twists), color, religion, religious creed (including religious dress and grooming practices), national origin (including language use restrictions), ancestry, citizenship, disability (mental and physical) including HIV and AIDS, medical condition (including cancer and genetic characteristics), genetic information, marital status, sex (including pregnancy, childbirth, breastfeeding, or related medical conditions), gender, gender identity, gender expression, age (40 years and over), sexual orientation, veteran and/or military status, family and medical leave status, domestic violence victim status, political affiliation, and any other status protected by federal, state, or local law. All openings are subject to change without notice, due to the volume of applications / resumes received, we are unable to respond to status inquiries. Please be assured that your information is being properly handled and forwarded to the appropriate hiring staff. If your skills and qualifications meet the needs of the job, you will be contacted.