Fundraising

Does size matter? It’s a question we’re certainly not the first to tackle - if that’s the word - but what size of charity is best for your career? The bigger the better? Or do the best things really come in small packages? Here's what our fundraising team and deputy CEO Faye Marshall had to say in a 2019 article for The Fundraiser (relevant for most other charity jobs too), updated here for the blog. Should you be working for a large or small charity? As specialist recruiters we work with charities of all sizes, helping fundraisers find those best aligned with their priorities. For some the environment or location will be more important than progression, for others career development may be paramount, and for many of course, the cause in question will be top of the list. Sometimes only one type of charity will do, but in many cases there are both larger and smaller options, each with their own advantages. So how do you know where to go? Appropriately enough there’s no one-size-fits-all answer, but what we'd recommend generally depends on three things: where you are in your career, your experience to date and where you ultimately want to go. Let's start at the beginning. Starting out If it’s your first charity job, the best place for your baby steps may be the biggest organisations. That might sound counter-intuitive but as with any new job, there’ll be downtime while you learn the ropes and won’t be fully productive. You’ll also need training, and someone with the time and resources to deliver it. All of this means there are costs, which are often unaffordable for small charities operating on little more than Hobnobs and hope. However their larger counterparts are more likely to have support for new starters in place, as philanthropy manager Annabelle Burt told us of her role at NSPCC: "Starting my charity career in a large organisation has without a doubt been the best decision I’ve made. The organisation invests a great deal in personal development, and they’ve already given me countless opportunities to attend nationwide conferences and training with the best in the business. I’m given all the support I need to succeed in my role and really value being able to learn about different areas of the charity sector from collaborative working with other departments."​ Stick or twist? Perhaps you’ve now got a couple of years under your belt, doing direct marketing for a major charity. You're enjoying it, maybe even to the point you can't imagine doing anything else - but nevertheless it’s usually wise to diversify. Specialising too soon may limit your options later – for example after six solid years when you see the perfect direct marketing job, but the candidates you’re competing with have four years in DM and two in other fields. Many employers will favour your competitors for their more varied, well-rounded experience. And the same of course applies should you change your mind and want to branch out later. So it’s worth trying different things: don’t put yourself in a pigeon-hole unless you’re prepared for the possibility of living there permanently. Like beanbags, debt, and conversations with people who’ve taken up CrossFit, they’re easier to get into than out of, and best avoided if possible. Shifting down can be the best way up Moving to a smaller charity is often a fantastic way to branch out. Leaving that large DM department behind, you might now be a team of one - and it's unlikely to be the only thing you do. Whatever your job title might suggest, in a small team you’ll always need to help each other out, which could mean events, community projects, partnerships with local businesses and more. And with few support staff you’ll likely do more than just fundraising, which could mean admin, marketing, media relations, procurement (somebody’s got to buy the teabags) or even catering and hospitality, because those cakes for the big event won’t bake themselves. It's a challenge for sure, but a great way to develop existing skills and discover others you didn't know you had, while gaining diverse and multifaceted experience that's likely to broaden your future options. Speaking of which... Further into your career: where next? By now you’re perhaps looking for your third or fourth fundraising job, and having worked for both larger and smaller charities you’ve got the experience to go in either direction. The best move now largely depends on where you're ultimately looking to go, so it's a good time to take stock and think hard about where that is. Then, consider what you've done and more importantly, what you haven't yet done to help you to get there, and aim to plug any gaps that could hold you back. If you’re aspiring to a directorship with a top ten charity for example, you’ll need to start boosting the big-name experience on your CV. Ultimately it may just come down to the environment you prefer, and on which side of the whole big fish/small pond question you feel more at home. Both have their advantages (and drawbacks) of course, so here are some that we've yet to cover: ► Autonomy can be huge part of the appeal: if you’re the entire corporate fundraising team, guess who’s in charge? If you’re used to following procedures and losing even your most brilliant ideas to multi-layered, glacially-paced approval processes, the freedom to chart your own course is both liberating and exhilarating. ► As a result you’ll be very hands-on, designing and delivering your campaigns from end to end. You’ll get to do it all yourself, the only drawback being that you’ll have to do it all yourself, but there’s a lot of satisfaction in making things happen. Whatever you do will be noticed, so you can bask in the credit when it works - though of course with nowhere to hide if it doesn’t. ► That close connection with leadership helps small charities to be more agile, changing course more quickly than their bigger brethren. Getting the whole organisation on board with your new initiative is a lot easier when you can fit everyone in one room. ► Usually you’ll also be close enough to your beneficiaries to see that you’re making a difference – something fundraisers buried far from the frontline in a major charity HQ may envy. ► Having a well-known name can have significant advantages in key areas like fundraising and marketing. For one thing, if you don’t need to explain who you are, you’ve got more time or space to make your case. And there’s no denying it looks good on your CV. That said, while a big name might open some doors, it isn’t always an advantage: a 2018 study by the Centre for Voluntary Sector Leadership found public trust in national charities significantly lower (at just 29%) than in local community charities (43%). ► However, you’ll have more resources to call on in your fundraising efforts, and often on a larger scale: partnering with a major corporation for example, or a national TV advertising campaign, experience you’re unlikely to gain locally. ► Arguably the clearest advantage is the prospect of progression. If you’re the events person for a small charity but want to manage a team, you’ll either need to grow the charity considerably (and fast) or move somewhere big enough to have one. Even if there’s a role above you to aim for, there could be a long wait before it’s a vacancy. By nature, larger organisations will have more opportunities more often, so there’s more chance of moving up without having to move out entirely. What about salaries and benefits? Things are more evenly matched when it comes to things like flexible working and staff benefits. Both large and small charities tend to score highly, but large-scale events and the social side of bigger organisations may give them an edge, depending on your preference. As for salaries, check out the Harris Hill & CharityJob 2019 Salary Report which has market rates for more than 120 different roles in the sector, including differences in pay between small, medium and large charities. While larger organisations do appear to pay a little more in general, as you might perhaps expect, the full picture is rather more complex. Most of the disparity is at senior levels, based on larger remits and scope, but at the junior end there's often very little difference. There are certainly big name charities who offer small starting salaries, knowing their brand alone will bring in new talent, just as there are smaller organisations paying above average to attract potential staff. So at least in the early part of your career, charity size is unlikely to have a huge impact on pay. You might earn a little less at a smaller charity, but that could pay off handsomely in future thanks to your greater breadth of experience. So where should you go next? Most of the fundraisers we work with move between both large and small organisations several times in their career, and it’s a good strategy. The strongest CVs have a balance of both, and the breadth of experience you’ll gain will give you the option to move in either direction. Meanwhile if you’re switching charity sizes, be sure to read the job description in detail. Jobs with the same title may have very different remits depending on the size of charity, so know what you’re in for and be wary of assumptions. Don’t let the bright lights of a big brand blind you to what’s actually a more limited role, for example, or dismiss a superb opportunity on account of a name that you’ve never heard of. And if you’re not sure of your next move, consider where you eventually want to be, and what’s missing from your CV to get there. The chances are that’s your answer. Final thoughts: we've inevitably made some generalisations here, and for every trend we’ve mentioned there are charities busily bucking it. But both large and small charities can offer superb career opportunities, and the best advice we can give is to make the most of them however you can. Plenty of factors can make a great employer, so a charity’s size isn’t everything. Believe it or not, it really is what you do with it that counts. Faye Marshall, director of permanent recruitment and deputy CEO, Harris Hill ​ Search all charity jobs ► More from the Harris Hill blog How to negotiate a pay rise in the charity sector ► Charity Careers 5: meet SPANA's Chris Oak, Associate Director of HR ► How to write a great supporting statement ► The Harris Hill and CharityJob 2019 Salary Report ► Return to the blog homepage

Welcome back to Charity Careers, in which freelance writer Nicola Greenbrook invites key influencers in the charity sector to share their career story and how they navigate the professional world. We discover what they've learned along the way, what motivates them to get up in the morning and what their dream breakfast might look like when they do... Kicking us off for 2020, Nicola was delighted to chat to Chris Oak, Associate Director - HR and Facilities for Society For The Protection Of Animals Abroad (SPANA) about his career, keeping your perspective, why he bounces out of bed in the mornings, giving back to the community, and an extraordinary commitment to Doctor Who… ​ Hi Chris. Please tell us a little bit more about SPANA and its mission? Put most simply, we believe any working animal is entitled to live a life free from pain. We facilitate this in a number of ways; free veterinary care, veterinary training (in some of the countries where we operate veterinarians receive no hands-on training whilst studying) community training and education programmes. The cornerstone of our work is the three ‘T’s - treat, train, teach. What are you responsible for? My role encompasses the full range of HR-related functions; looking after selection/recruitment/on-boarding, appraisal and one-to-ones, Learning and Development, organisation design, policies and procedures, support and business partnering for managers and disciplinary and grievance management. I provide support on teams and structures to the senior management team, advice to trustees on HR related matters and off-boarding and exit interviews. I also lead on all IT and premises-related aspects of SPANA which includes, room and desk allocation and IT projects. We’re currently out to tender for an integrated IT service that would include IT, telephony, printing, video conferencing and connectivity across our countries of operation. Is there a particular appeal or campaign you're focusing on in 2020? • Blindness - Every year, SPANA vets treat thousands of working animals facing sight loss. • Traditional practices - From pouring engine oil into an open wound to pressing scorching hot irons onto a working animal’s skin, traditional ‘cures’ seem barbaric. But owners that carry them out are trying to treat their animals in the only way they know how. • Lameness - Lameness is misery for thousands of working animals and is most commonly caused by problems in the feet. This suffering could be avoided with a simple solution – proper farriery. Where and how did you start your career? Were there any key roles along the way that helped your progression to Director? I began my career in Leisure Management, where I continued to work for 26 years in a variety of roles for a variety of employers. During this time I worked as a Manager, Deputy Manager, Gym Manager, coach and Personal Trainer, Marketing Manager and Sales Manager. I’ve also worked as a lecturer in PE, done youth work and was the Records Library Manager at University College Hospital. Had you planned to move into the charity sector? It wasn’t always my intention, but I’ve always been drawn to work where I feel I can make a difference to the lives of others. When I saw the (then-advertised) HR Manager role at SPANA and read the JD, I was very interested, especially when I read further into what the charity did. Although, admittedly, I hadn't heard of SPANA before then, having experience and a background in various forms of education meant I was very interested in the work SPANA does in that field. What advice would you give to, for example, graduates considering a move into charity or emerging leaders about to make their first leap into management or a director role? To graduates I'd say the most important thing is not so much their passion for the charity’s work but rather the role and its main purpose. Being excited about the work of the charity is the icing on the cake; but first and foremost must always be the ability to do the job. For emerging leaders - I’d always say, think of the additional responsibility that comes with moving into management. If you’re taking on team leadership for the first time, ensure you've gained skills in both management and leadership; so you can move beyond technical competency in your current area and towards being skilled at getting the best out of others. Similarly, for moving into a director-based role - there’s always a need for the ability to take the bird’s eye strategic view of the team and the organisation. As people move up the ladder, another key skill is the ability to effectively collaborate with colleagues at all levels and move beyond straight hierarchical methods of managing. What’s the best piece of advice you’ve ever been given, who gave it and why does it stick in your mind? Keep your perspective. I can’t remember exactly who said this, but I think it was one of the senior youth workers I worked with when I first started in that field. It sticks in my mind because I so often see - and have occasionally been dragged into the trap of - trying to do everything every day. We should always strive to do the best we can and help others achieve their best…but the world won’t end if the things we selected to do today don’t get done! What’s the most challenging aspect of your job? Bringing other managers to a point where they can recognise their own responsibility as managers, so HR can evolve into the business partnering role it should be; advising colleagues and moving away from being mostly a reactive service. What’s the best/most rewarding part? Seeing people flourish and moving on to new ways of working that engage a wider audience. Bringing change to the people element of the charity. What have been some of the biggest challenges in your career? Of all time, it was building children’s holiday activity programmes when I used to work in the leisure industry. In one case we started with no programme and no children, building up to a maximum of 130 children per day offering activities for children aged 5 – 16 years every holiday. At SPANA, I think it’s been the introduction of a more focused HR function taking control of a wide range of activities. In my past three roles (all new HR roles for growing organisations) it's been establishing HR as a standalone provision with a purpose, beyond ensuring the admin functions it was originally envisaged for are delivered. Who do you look up to - either in the charity sector or more generally? Very few and very many people! I think we can all take inspiration from the work of almost anyone around us - and should do this. Looking only at the top of the mountain sometimes obscures the great views to be obtained on the slopes. If I had to choose just one, I’d lean towards Richard Branson - more for his support for the development of all of his staff. As for a quote to live by I’d probably go for Charlie Chaplin: 'Life laughs at you when you are unhappy. Life smiles at you when you are happy. But, life salutes you when you make others happy’. Let's finish with some quick lifestyle questions: are you a snoozer or a spring-out-of-bedder? My alarm goes off at 6.00am - and I’m a spring-out-of-bedder! I almost always get up immediately and most days go out for a morning run in the park behind my house. What's your dream breakfast (and your actual breakfast?) Dream breakfast is either scrambled egg and smoked salmon or a full fry up. Most days I actually have either cereal, or boiled eggs with croissants. In either case it is always washed down with a large glass of water (I’m not a tea or coffee drinker). Is there such a thing as your typical day? NO such thing! Much of the work is reactive and unpredicted as I tend to spend quite a lot of time giving support and advice to managers in meetings, which I see as a key part of my role. I deal with organisational matters (payroll, pensions, benefit management etc.) as well as the usual bundle of ‘vital’ emails that arrive every day. What gets you out of bed in the morning, even when it’s cold and raining? I love the morning even if it is cold, dark and wet! I’ve always seen this as a magical time of day when it feels everything is made new ready for us. As a reflection of this, I’ll soon be launching a new activity for people in my local community called ‘Spirit Walks’. This will be held either at sunrise or sunset and once a month throughout the year, providing the opportunity for gentle contemplative walks in our park and to greet either sunrise or sunset with prayers, poems or reading that feel apposite. This will be open to everyone and free; part of what I consider to be my service to the community. What are you reading, watching or listening to at the moment? I don’t really do podcasts but I was watching Grimm recently. I’m a fan of Death In Paradise as well as Doctor Who (I’ve seen all of them in real time except the very first one, with William Hartnell as the Doctor!). I’m reading Good Omens by Terry Pratchett and Neil Gaiman as well as Marathon by Hal Higdon (I’ll be running two marathons and an ultra-marathon this year). What else do you do outside work? Lots of exercise has always been a key part of my ‘off work’ time, as well as community work. I served as chair of my local residents’ group for five years, organising various activities during that time. I'm also an active member of my faith; I am Baha’i (a religion teaching the essential worth of all religions, and the unity and equality of all people) and have served the faith in a number of capacities over the years. And finally, what have you committed to do (or not do!) in 2020? As above, two marathons and one ultra-marathon (50 miles from Glasgow to Edinburgh) so far. I’ll be doing a couple of half-marathons too. I’m also committed to my monthly Spirit Walks as well as the free walks I lead in my local park every Saturday for all people which encompasses gentle walking with a range of functional exercises. Aside from that, I’ll also be trying to complete my second novel, a children’s story - I’m yet to find a publisher for my first children’s novel, but the search continues… Sounds like a very busy year for you, Chris! We wish you all the very best with your many endeavours, and thank you for taking the time to share your story and career insights with our readers. Nicola Greenbrook - HR Specialist and Freelance Writer Contact Nicola, check out her website, or follow her on Twitter - and to find out more about SPANA just click below to visit their website. More Charity Careers Charity Careers 1: Sara Rees, head of fundraising for Rays of Sunshine ► Charity Careers 2: Hannah Sanders, consumer brand partnerships, Save the Children ► Charity Careers 3: Andy Harris, director of income generation, Shelter ► Charity Careers 4: James Harris, Associate Director of Communications, Marketing and Membership, Rethink Mental Illness ► Back to the Harris Hill blog homepage ►

A better world for disabled children That’s the aim of Caudwell Children, the unique charity founded in 2000 by entrepreneur and philanthropist John Caudwell, better known then as the man behind Phones 4U, and we’ve got five fantastic opportunities to be fundamental to their fundraising team. Specifically, they're seeking experienced fundraisers to join them as: • Head of Events • Philanthropy Manager • Partnerships Manager (x 3): three positions in which you'll focus on corporates, SMEs or government partnerships, depending on your skills and expertise About the charity With a vision to create a world where all disabled children and their families have choice, opportunity, dignity and understanding, the organisation reached a key milestone in May 2019 with the opening of the Caudwell International Children’s Centre. Based in the Science and Innovation Park at Keele University in Staffordshire, the centre is a brand new, state-of-the-art facility that's been purpose-built to deliver innovative services and ground-breaking research that could change the way some disabilities are treated, potentially affecting millions of people around the world. Now recognised as one of the fastest growing children’s charities in the UK, the organisation's running costs are fully covered through the unique association with the Caudwell family, allowing them say with legitimacy that 100% of direct donations are used to directly support disabled children. Naturally that's a real advantage for fundraisers, and just one of the factors that makes each of these key opportunities such an unusual and exciting proposition. So exciting in fact, that we couldn't do them justice with job ads alone, so we built a dedicated microsite to tell you much more about them and this unique organisation. Just click below to get started! More from the Harris Hill blog ► Top regional charity jobs for #UKCharityWeek 2019 ► And the winners of the Harris Hill Charity Series bowling AND our Golden Softballs competition are... ► The Harris Hill and CharityJob 2019 Salary Report

Can a podcast progress your career and improve your wellbeing? With a varied and often overcrowded podcast ecosystem, what should you listen to when time is precious and it's hard to keep up? For this month’s guest article, freelance writer and HR specialist Nicola Greenbrook is plugging in her headphones and checking out the best charity, career and all-round useful podcasts. Podcasts aren’t a new thing. A portmanteau of the words ‘iPod’ and ‘broadcast', defined by Wikipedia as 'an episodic series of digital audio or video files that a user can download in order to listen’, the first podcast is commonly believed to have been published in October 2003. Actor, writer and director Matt Schichter had launched a weekly radio chat show called The BackStage Pass, with The Beach Boys and B.B. King as guests, recorded live and transcoded to audio for ‘dial-up online streaming’. Later known as ‘Matt Schichter Interviews’, the first podcast as we know it was born. A year later, journalist Ben Hammersley created the term ‘podcasting’ for what was then a nascent technology - and we’ve never looked back. The rise of the super podcast Fast forward sixteen years later and we’ve gone all-out podcast-fanatical. Writing for Third Sector at the beginning of this year, award-winning digital communications consultant, writer and trustee Kirsty Marrins predicted that 2019 would be the year of the charity podcast. Her prognosis wasn’t wrong. According to Ofcom, around 7.1 million of us in the UK now listen to podcasts every week. That’s one in eight people, and a 24% increase over the past year - and more than double over the past five years. We just can't get enough of them; on average those who are regular podcast enthusiasts listen to around seven podcasts a week. That’s a lot of podcasts. Podcasts are also big business. Spotify reported in the summer that its podcast audience has grown by over 50 percent since the last quarter, and almost doubled since the start of the year. They recently redesigned its app to focus on podcasts, with 500,000 podcast titles available on the platform. Again, that's a lot of podcasts. The benefits of being a podcast enthusiast There’s no escaping it, winter is on its way and with that comes the frantic, multi-tasking lead up to Christmas. Attempting to balance the getting everything finished at work by the end of the year with social commitments and festive celebrations can feel like a commotion. Inevitably, focusing on your personal learning and development, enhancing your skills or broadening your knowledge base is often put on the back burner. That's where podcasts can come in. Challenging though it is in some respects, wintertime and frosty weather can also offer the perfect time to focus on podcasts as the nights (or should I say, 4.30pm) draws in and when you’re keen stay inside at lunchtime. Informative but relaxing and, arguably, better for our minds than a quick scan of our smartphone, listening to a podcast can provide an excellent way to satisfy curious, but frazzled, minds during busy periods. The CIPD recognises the progression of digital learning, which includes the use of podcasts. It has become a viable way of training and developing people at work and can often be part of an organisation's wider learning strategy. Getting into podcasts means you have a continuously available learning reference which you can access from anywhere at anytime; you could get in to work early and listen for a while over your morning coffee before the day really begins or go for a walk at lunchtime while listening. Further benefits include: • Access to a wide variety of podcasts that can broaden your knowledge and help you to discover new topics or trends in your sector, specialism or beyond • Podcasts can provide a helpful bank of knowledge from which to learn new self-care strategies and aid mental health • They can help to regain your motivation if you feel it has been dwindling, and help you to keep things fresh at work • The motivation and encouragement to help you get away from your screen or smartphone at lunchtime - and if you’re walking then you've effortlessly added in some exercise too • For multitaskers; you could even podcast while filing, preparing your lunch in the office kitchen or even cooking at home later than evening (just don't forget to intersperse this with human interaction too!) The podcast market is swarming, so don't let the wrong choice ruin your commute or your lunch break. Here's a selection of useful podcasts that you might want to get stuck into: Charity Digital Podcast Examining key topics and issues surrounding digital technology in the charity sector. In Good Company This successful monthly podcast with author and founder of Women Who, Otegha Uwagba, features practical advice, ideas and interviews with inspiring and successful women to help women get to where they want to be. Third Sector The monthly podcast from the UK’s leading publication for all things voluntary and not-for-profit sector. Recent topics have included what happens when your small charity goes viral, racism and representation in the charity sector and social media crisis communications. Untangle Patricia Karpas and Ariel Garten interview a wide range of authors, experts and thought-leaders and discuss topics including mindfulness, brain health practices, leadership, life and more. Each episode aims to teach you how to slow down, reduce your stress levels and create a feeling of calm when you need it most. CIPD The podcast series from the Chartered Institute of Personnel and Development focuses on a range of topical workplace, HR and L&D issues which are useful to non-HR professionals too. In Focus In conjunction with Marriott Hotels and chaired by journalist and podcast host Pandora Sykes, this inspirational series is designed to empower individuals to pave their own way to success and includes advice, guidance and practical tips for those who want to get ahead in their careers. The Do More Good Podcast A light-hearted discussion on professional development and fundraising in the charity sector, with guests from the industry sharing their experience and insight. Recorded informally across Central London pubs. How to Fail with Elizabeth Day A podcast that celebrates the things that haven’t gone right. Every week, a new interviewee explores what their failures taught them about how to succeed better. Charity Chat Fortnightly podcast from the not-for-profit forum for learning, and contribution to encourage social commentary. Quality content with a conversational tone. Finally, Kirsty Marrins shared her ten sector podcasts that she thought you need to know about earlier this year. ----- Podcasts can help you learn, focus and broaden your mind as well as look after yourself. There’s a podcast out there for everyone and everything - have fun choosing yours! Nicola Greenbrook - HR Specialist and Freelance Writer Contact Nicola, check out her brand new website, or follow her on Twitter. More from Nicola Greenbrook: ► Charity Careers 4: meet James Harris of Rethink Mental Illness ► How to set goals (and stick to them in style) ► How to negotiate a pay rise in the charity sector Back to the blog homepage ► ​

We’ve genuinely been so busy placing brilliant charity professionals* all week that we’ve yet to properly celebrate #UKCharityWeek, though do check the Twitter feed to see what others have been up to. Thankfully nothing says celebration like a hastily-cobbled-together blog, so here's a whistlestop tour of some of our top charity jobs around the country right now, just in the nick of time. * Every time this occurs by the way, a celebratory choon of the consultant's choice is briefly blasted out here at Harris Hill HQ to great delight (and some rather less-great singing). Since they’re rather good at this recruitment lark, this can happen many times a day. However, being December it's Christmas songs all the way, on which the blog will say only this: don't feel too bad if you mess up an interview this month. Yes, you might not get the job, but you’ve probably spared someone 30 seconds of Slade and if that isn’t making a difference to society we genuinely don’t know what is. Back to the matter in hand though, and unlike every UK weather forecast you’ve ever seen, let’s start in the North and work down. ​ LEEDS, WEST YORKSHIRE Director of Finance and Resources (6 - 9 months) We're in Leeds first of all, here in the heart of the Northern Powerhouse - which will be brilliant just as soon as we’ve got some power. And some houses. We jest of course, because as anyone who already does will tell you, Leeds is a fantastic place to live and work, well-connected and thriving with all the arts and attractions, retail and restaurants, sports facilities and splendid architecture you could ever need. Not to mention a quality of life that many of us crammed into the lower corner of the country can only dream of in our cupboard-sized flats. This is a 6 to 9-month interim role with considerable responsibility, which is reflected in the salary of £61,000 per annum (pro rata) plus company benefits, or a day rate for the right person. Click the job title (or here) for the full ad, and our finance specialist Simon Bascombe is the man in the know if you’d like to find out more. KEELE, STAFFORDSHIRE • Associate Director of Resources • Head of Events • Philanthropy Manager • Partnerships Manager x 3 To the other side of the Peak District now, and while it might seem like one of those places that only exists in the minds of motorway services planners – Charnock Richard, Leigh Delamere, Gordano-for-heaven’s-sake, 'Reading' - it turns out that Keele is both real and more than just an opportunity for overpriced sausages on the M6. It’s got a highly-regarded university for starters, home to the Keele Science and Innovation Park, which is where you’ll find the brand new, state-of-the-art Caudwell International Children's Centre. Founded in 2000 by the hugely successful entrepreneur and philanthropist John Caudwell, then better known as the man behind Phones 4U, Caudwell Children has a vision to create a better world for all disabled children, and is now one of the fastest-growing children’s charities in the UK. They’ve got ambitious plans for the future too, hence our current search for six new fundraising professionals to join their 53 existing full-time staff, but there’s so much more to tell you that we’ve created a Caudwell Children microsite specifically for that purpose - go check it out! Demonstrating an equally innovative and ambitious approach to the term ‘South West’, Ben Pountney of our South West office in Bath is your contact for more on these superb opportunities. BIRMINGHAM, WEST MIDLANDS Head of Corporate Development An hour down the aforementioned M6 brings us to Britain’s second-biggest city - just don't mention this in Manchester - where we have a fabulous (darling) opportunity with one of Birmingham’s best loved theatres. Once at the heart of the West Midlands' car manufacturing industry, Birmingham has since moved on to other leading roles and currently stars as one of Britain's best-kept secrets, continually surprising unsuspecting audiences with how nice it is these days. As Head of Corporate Development for the theatre you’ll focus on fundraising, developing a corporate development strategy, establishing and building partnerships and (hopefully) delivering lots of lovely income as a result. And in the role of 'corporate fundraising specialist who'd be delighted to tell you more', ladies and gentlemen, please would you welcome...Miss Hannah Laking! CHESHAM, BUCKINGHAMSHIRE Community Fundraiser Legend has it that around the turn of the 11th century a large group traversing the country in search of Amersham became lost in the Chilterns, where they happened upon a similar group traversing eastwards in search of the mythical Cheshunt (probably to resolve some longstanding beef with Tesco). Tired of traversing, and each tribe declaring the other ‘quite fit, actually’, they settled and thus was the town of ‘Chesham’ created, after narrowly-but-wisely rejecting ‘Amershunt’ in a town hall vote. These days, due to its position as the very last stop, it's almost exclusively populated by people who've fallen asleep on the Metropolitan line. Admittedly these tales may not bear scrutiny by fact-checkers – even the fake ones – but what’s undoubtedly true is that we have a brilliant opportunity for a community fundraiser in the Chesham area to join a small but mighty organisation. Cardiomyopathy UK is the specialist national charity for people affected by this type of heart disease, providing support and information services, raising awareness of the condition, campaigning for better access to quality treatment, and promoting research. It’s a wide-ranging role where everything you do will make an impact - one of the benefits of smaller charities - and our community fundraising specialist Harriett Stevens has all the details if you’d like to know more. BRISTOL, er...BRISTOL Supporter Care and CRM Manager Individual Giving Fundraiser Westward bound now, to a Fairtrade city and the first in the UK to win European Green Capital status in 2015, named the UK’s most environmentally friendly in 2017 and World Vegan Capital in 2018, a UNESCO City of Film that’s been declared the kindest and most artistic in the UK, voted best city to live in by the Sunday Times in 2014 and 2017, and one of the ten happiest cities to work in by The Guardian. Albeit only at number ten so y’know, pull your finger out Bristol. Yep, it’s fair to say that Bristol has pretty much everything going for it, and these days that even includes a nearby Harris Hill office, where our South West specialist Charlie Webb would love to hear if you’re interested in one of these excellent roles. Both based in Bristol itself, the first leads on supporter care for a conservation trust, helping to sustain the region's vital nature reserves, while the other is in individual giving for a well-established and highly influential disability charity with international reach and ambitions. Check them out here and here and do get in touch with Charlie if your boat has been duly floated. ​ SIDMOUTH, DEVON Chair and Trustees For the last leg it’s straight through 'Gordano country' and down to the idyllic Devon coast for our final resting place at The Donkey Sanctuary, an all-too-plausible outcome in so many of our lives, we suspect. That said, there are few better places to end up than the beautiful home of the world’s leading authority on donkeys and mules and one of the world’s largest equine welfare charities, with ten sanctuaries around the UK and Europe and reaching approximately 1.8 million donkeys and mules in almost 40 countries worldwide. They’re a fantastic organisation for whom we’ve recruited a number of roles before, so there’s a wealth of further information on our Donkey Sanctuary microsite available here. Meanwhile the posts we’re currently working on are for three key members of the board: the chair of the board of trustees, and two of those very trustees, one with expertise in finance and the other in the management of property and estates. Naturally our very own leading authority on all things equine is your contact for these positions, Mr Ben Pountney. That’s the end of our tour for now, but while December’s traditionally a quiet time in recruitment world, we’re bucking the trend and starting to add new jobs for January 2020 already, so it’s worth keeping an eye on the site if you’re contemplating a new year move. View all jobs ► Meanwhile we hope you’ve had a fantastic #UKCharityWeek 2019, and if we don't speak before, have a great Christmas too! Team HH x More from the Harris Hill blog ► And the winners of this year's Charity Series bowling (and our Golden Softballs competition) are... ► How to set goals and stick to them in style ► The Harris Hill & CharityJob 2019 Salary Report ​

Yes, it’s time to roll out the big box of bowling puns and fire them at Will (sorry mate), because we have results from the knockout Harris Hill Charity Series Bowling Night 2019! What's more, we’ve also tracked down the big box of darts puns (I say box, it’s more of a padded bag for safety reasons) to report from the fabulous Flight Club, where we recently took the winners of our regrettable unforgettable Golden Softballs competition! Confused yet? Stick around. We’re talking darts, assorted balls, free drinks and competitive charities. What could possibly go wrong? L-R: Citizens Advice celebrate, Team HH take on the name-typing challenge, and a blue box for layout purposes. Bowl up, bowl up! To London's Finsbury Park first of all, where the good people of Rowans Tenpin Bowling once again did a fantastic job of hosting the big charity bowling night, coping admirably as the best part of 40 kind and caring charity teams descended on the venue determined to knock defenceless skittles into next week. Team Harris Hill were on hand with beers, pizzas and almost-priceless medals which we were in no danger of taking home again this time, as it was soon clear that whatever skills delivered our shock 2018 score had been safely jettisoned over the course of the year. So which of the capital’s charities is top of the tenpin pops? Here’s the top ten rundown, with a quick caveat: some organisations love bowling so much that they have enough enthusiasts for two or more teams, some of whom did pretty well! But to give more charities their due, rather than anyone going the full Sheeran and taking up half the top ten, we've just counted their best performance towards our chart. One organisation we'd otherwise be seeing twice are at number one, so we hope they won’t mind too much: many congratulations to the champion bowlers of Citizens Advice! Just one solitary skittle separated the top two, putting Parkinson’s UK in super-close second, taking over from last year’s silver medallists GOSH, who nonetheless stayed safely inside the top three. All of which saw former chart-toppers and long-term top three residents Age UK strike out at no.4 (though they're sure to return), while our highest climber at no.5 isn't just one charity but a supergroup of stars from several – the Band Aid of the bowling charts, if you will - namely the committee! As the people who make it all possible, this was their second of three games on the night, and if we weren't implementing the Sheeran rule (see above), you'd also be seeing their first score at no.9! Game three, not so much: fatigue had clearly started to set in by then, while the bar having been open for several hours is entirely unrelated information. Rounds of applause to the highest individual scorers too: Will from team Macmillan with 167, Tommy from Parkinson’s UK giving them a second silver with 168, but out in front with 175, winning double gold for the team while simultaneously making ‘top female bowler’ redundant as a separate category, Sarah from Citizens Advice! Thanks from all of us for a great night, congratulations to all the teams and we hope to see you somewhere in the 2020 Series, kicking off with the quiz night in February or so, followed by the return of softball. Which brings us to some competition news... L-R: the lovely Vauxballs, popstrels Little Mix, and Harris Hill's Harriett, Dagmara, Hannah and Harriet. The first rule of Flight Club …is that - well, you know, so we’ll just briefly whisper that the winners of our 2019 Golden Softballs competition, comprising numerous neighbouring charities from this very parish, were none other than the Vauxballs! This year’s prize was a (double) top night out for the team at Flight Club, the home of social darts, which as we've explained before (hey, if you can't #recycle in a #climateemergency...) is exactly like anti-social darts except that you throw them at a board rather than other people in the bar. Victoria was the chosen venue, and while the Harris Hill blog couldn’t be there in person, its trusted representatives report that venue, staff, food and drinks all firmly hit the bullseye, as did the aforementioned Vauxballs who were a real delight to spend the evening with! Our sincere thanks to them and indeed to every single person (of whom there were hundreds!) who took the time to trawl through our stickers, gather the codes and enter the competition. And should you inexplicably wish to see what they went through but without the prospect of winning anything at the end of it, simply click below. Meanwhile a very Merry Christmas (if we don't speak before) and look out for more events news in the new year! Team HH x More from the Harris Hill blog​ How to set goals (and stick to them in style) They’ve invaded social media, attached themselves to everything from food and fitness to life itself, and even the nation’s footballers seem to have rediscovered them (sometimes). Yes, goals are definitely in, but how do you set them and more importantly, stick to them? Freelance writer, HR specialist and our guest blogger Nicola Greenbrook has a wealth of helpful advice. Read more... What should you be earning in your charity job? Don't miss the Harris Hill & CharityJob 2019 Salary Report, the essential guide to UK charity salaries. With market insights from our sector specialists and the expert team at CharityJob, you'll find more than 350 current rates for roles in 26 job functions, based on over 45,000 recent charity vacancies. Read more... How to negotiate a pay rise in the charity sector If the rates in our 2019 Salary Report leave you feeling a little short-changed, what next? Requesting a raise in the charity sector can be uniquely awkward: feeling undervalued helps no-one, but what if more for you means less for those in need? Guest writer and freelance HR specialist Nicola Greenbrook tackles this tricky dilemma. Read more... Back to the blog homepage ►

However fulfilling our work, there may be times when it starts to feel a little stale. Even the most sprightly can struggle to stay invigorated with an overflowing inbox, the usual monthly report and another lengthy project meeting to attend. For this month’s guest article, freelance writer and HR specialist Nicola Greenbrook explores why the job we love can sometimes hit a rocky patch and offers some valuable antidotes. A new job is a bit like starting a new relationship. There’s the attraction phase (job hunting and networking), the dating stage (the exciting first few weeks and induction) and then the disappointment stage (the ‘what have I done, I want to go back to my ex-job!’ panic when you’re confirmed in post). Thankfully, the stability stage follows (at last, knowing everyone’s name and what your job actually entails) before the commitment stage (in for the long haul, chasing progression). But, what if it feels like you’re permanently stuck in the disappointment stage? What do you do if the stability stage isn’t quite as comforting as you'd like it to be, and the commitment stage is a bit musty and in need of a freshen up? According to a Personal Group survey reported in The Week, just 41% of of Brits are happy most of the time at work, a decrease from 51% in 2017. It makes for gloomy reading, but 26% report that they are almost never happy in the workplace at all. So, what can we do to go from disgruntled to delighted? Stop, reflect and diagnose the issue If you’re feeling dissatisfied but can’t quite put your finger on exactly why, now might be a good idea to take stock. • Ask yourself some direct questions and answer yourself honestly. How long have you felt like this? Was there a trigger point you can recall? Is there a root cause or several factors making you feel demotivated? Is it just work, or are there bigger life issues at the heart of it? • Get to know yourself from the inside out and consider your core values, key work motivators (i.e. reward, recognition, teamwork, culture) and the things you’re truly passionate about. Then, see where your current role falls short of meeting your requirements and assess what you can do to fill the gaps. • Book in time with your HR or Learning and Development team, and consider taking a personality test to analyse what it shows about the kind of work you truly enjoy doing (and what you’re doing now). Seek guidance from a mentor or a life coach if you feel a more detailed exploration is necessary. _______________________ Speak up If the job you once loved dearly has lost its spark, don’t suffer in silence or let your disgruntlement intensify. Schedule in an informal meeting with your manager outside of the formal review process, and ensure you prepare to avoid a moan-fest. Clearly outline the issues with a positive mindset and be willing to present and discuss solutions. Ask for their perspective on how they think things are going - it may help to remind you what your individual work (however brain-numbing it may be) contributes to the bigger picture and the charity’s overall goals. This meeting is different from negotiating a pay rise. It focuses on solutions to rejuvenate and refresh your approach to your work and maximise your performance and overall contribution, with their support and backing. It could help you stay - and prevent them losing you. _______________________ Look inward Working in charity and not-for-profit requires a clear external focus on the needs of your service users, but have you taken a moment recently to consider how the work you do impacts your colleagues, internally? According to Liz Fosslien and Mollie West Duffy, authors of ‘No Hard Feelings', focusing on work relationships rather than the actual work you do can provide a useful reminder of your day-to-day impact. If you're in need of a boost, think about how your own personal efforts have impacted or helped internal projects; Liz suggests writing down three ways your work has helped your colleagues, to get you in the right mindset. Make the effort to foster strong relationships at work; arranging lunch and the odd coffee or even simply stopping for a non-work chat every now and then could help you feel happier. A 2018 Gallup poll found that 'when employees possess a deep sense of affiliation with their team members, they are driven to take positive actions that benefit the business'. Finding a ‘work goalkeeper’, someone to keep you accountable for your work goals and general progress, could also help keep things pristine. Marshall Bright and Anna Davies, writing for Refinery29, suggest finding ‘someone who's just as psyched for you to achieve goals as you are’ can be a good way to crank up your workplace motivation. Spice up your work There’s no better way to freshen things up at work than to launch yourself into a new project or initiative, one that runs alongside the day-to-day. • Talk to your manager and suggest projects you can be involved in (or lead on, if progression is a motivator) that could make a difference internally and to your own motivation. Ask to shadow your manager/director at a client meeting or volunteer to join a committee. • Rather than simply attending, set yourself a purpose and a target; offer to take the minutes to brush up your skills and show off your writing ability. Ask a question or join in the debate. Agree to take away an action point and deliver on time to the best of your ability. Show 'em what you're made of. • Have you considered going to a work networking event on your own? It’s great to have a colleague to lean on and natter with, but going solo could improve your focus, help you find a topic you’re really interested in and seriously boost your confidence (and your networks). • Finally, explore any opportunities for secondments in another department or ways to collaborate with another charity to deliver on a project or contract. Absence can make the heart grow fonder after all. _______________________ Step away from it all... When everything gets far too much, sometimes the best thing to do (temporarily) is step away. Tim Herrera, writing for The New York Times, advises that ‘when all else fails and you just can’t find that spark of inspiration, fall back on a tried-and-true strategy: Take a little time away from your job’. Why not book in some annual leave or enquire about your organisation's sabbatical policy? _______________________ And finally… Here are some more quick-fire tips that could help put a spring in your step. • Give your desk a spruce up. A good scrub, a plant and a photo in a lovely frame can help create an extension of your personality and an encouraging space. • Listen to a podcast en route/at lunch. It could get you in the zone and excited again about your specialism/expertise and what used to make you tick. • Set up a lunch club. Whether it's a book club, Netflix dissection group or foodie crew, having something inspiring to look forward to can provide a much needed boost. • Inject your wardrobe with newness. Dress to impress… yourself. If you look disheveled and out of sorts, you’ll feel it. If budget is limited, get your old boots fixed and polished, invest in some accessories to jazz up a plain top and visit your favourite charity shop. • Reward your team. Give out weekly/monthly prizes (funniest joke, best socks etc) and consider the other 75 ways to fall in love again with your job (by Kevin Daum for Inc.). ​ Adopting these strategies could help you and your job stay together, happily coupled, and destined for a brighter future. It could be time to go on a date again - with your job. Nicola Greenbrook - HR Specialist & Freelance Writer Contact Nicola, check out her brand new website, or follow her on Twitter. More from Nicola Greenbrook: ► How to handle the holiday handover ► How to manage stress at work ► How to negotiate a pay rise in the charity sector ________ ► More from the Harris Hill blog

If the rates in our 2019 Salary Report leave you feeling a little short-changed, what next? Requesting a raise in the charity sector can be uniquely awkward: feeling undervalued helps no-one, but does more for you mean less for those in need? Guest writer and freelance HR specialist Nicola Greenbrook has a wealth of charity HR experience and is here to tackle this tricky dilemma. How to negotiate a pay rise in the charity sector Why is it so difficult to talk about money at work? We share our career experience and notable skills to strangers at interview, we present brilliant ideas in all-department meetings and reveal our goals and ambitions in our performance review. Yet, when it comes to ensuring that we’re fairly compensated, it’s tricky to engage. Asking for a salary increase can often be shrouded in utter awkwardness or sheer terror. This apprehension can be exacerbated for those working in the non-for-profit sector, who have chosen to work there specifically for the cause and its mission. Some charities simply can’t afford to pay more than others, and in smaller organisations when funds are precious, asking for an increase can leave people feeling guilty and uncomfortable. However, as a recent article by CharityJob explains, not asking for what you deserve and have worked hard for may cause bitterness and frustration to bubble over and ultimately impact on your work and performance. Ensuring you’re sufficiently paid a salary commensurate with your talent, contribution and market worth is not only crucial for your own money management, but ensures you’re motivated to deliver on your best work for the charity. Here are some strategies to help you successfully negotiate a salary increase, guilt-free. Firstly, why is it so hard to talk about money? According to Dr Rebecca Newton, psychologist and author of Authentic Gravitas: Who Stands Out and Why, women tend to be less likely to shout about their accomplishments which can lead to their work, at times, being overlooked. Yet, it’s a topic that causes discomfort for most of us. It’s easy to talk yourself out of asking for more money and allow that pesky inner critic to persuade you that ‘it’s not the right time’ or ‘they’ll think you’re being greedy’ and so you put it off for another month. Perhaps you’re afraid of how to handle it if the increase is rejected or maybe the actual meeting itself causes you great anxiety? For those who are naturally unassertive, discussing the M-word is off bounds. You may be familiar with Noah Kagan, CEO of AppSumo, and his ‘coffee challenge’, where he encourages people to walk into a coffee shop and ask for 10% off their purchase. Daunting as it sounds to ask a complete stranger for a discount (not to mention the queue of grumpy, caffeine-deprived people behind you), it forces you out of your comfort zone. You may not really be fussed about a few pence off your morning coffee, but it could help you tackle a difficult conversation if you generally squirm at the idea of asking for money off. Why not give it a go tomorrow? Starting small could help talking finances a little more easy to handle. _______________________ Do your homework If you’re ready to take the plunge, don’t even think about diving in without getting your data in order. Do your due diligence; the more intelligence you gather, the stronger your case for an increase will be. Determine your market value by considering the following options: • Use guides like the Harris Hill and Charity Job 2019 Salary Report to benchmark where you currently sit, and where you should. This definitive guide to UK charity salaries draws from over 45,000 genuine UK charity and not-for-profit vacancies from the previous financial year and you’ll find current market rates for hundreds of different roles, so yours is very likely to be covered. • Know your numbers; get savvy about the charity’s financial performance and demonstrate how your individual contribution has impacted on the company’s bottom line (effectively, the line at the bottom of of a financial report that shows the company’s net profit or loss). • Ask your HR team about any rewards strategies or policies already in place or when any salary reviews take place so you can choose your timings wisely. • Dip into your trusted professional network; sector or industry professionals, mentors and recruiters and those who may be willing to disclose a genuine salary comparison, to get a broad perspective. Consider ways of posing the question rather than asking outright what their salary is. Avoid asking friends or co-workers. • Consider testimonials from trusted sector contacts, clients and suppliers. This could demonstrate you’re not the only one who thinks you’re smashing it and could further enhance your value. I hereby state my case In Otegha Uwagba’s Little Black Book - A Toolkit for Working Women, she presents invaluable advice on negotiating a pay rise. To ensure your salary negotiations have gravitas, the words you use will need to carry weight. She suggests outlining ‘what you’ve contributed to the organisation, presenting tangible achievements and quantifiable wins’. Be very clear on how your individual contribution to the charity justifies the need for you to earn more than you currently are. Place the focus firmly on your value by converting your successes into tangible achievements - your second to none campaigning techniques which resulted in a high profile campaign, your unrivalled ability to build long-term relationships which brought in a major donor - rather than simply discussing how busy you’ve been. Career expert Jill Jacinto, writing for Refinery29, makes the point that when asking for an increase, don't make it personal. Although it's likely your request for an increase is for valid financial reasons (a hike in cost of living, your desire to get on the property ladder, going to your tenth wedding this year), this shouldn’t be raised when seeking a raise. As Jill points out, if every manager awarded an increase on the basis of personal needs then businesses, especially charities, would cease to survive. Here are some final tips for making the request meeting, gulp, a smooth one. • Practice your talking points on a partner/flatmate/friend etc - Seek their honest feedback on your delivery. Are you umming too much? Are you speaking with conviction? Is your request clear and your reasoning sound? Perfecting the dress rehearsal could make the main performance a show stopper. If no-one’s around, video it. It might feel completely daft watching yourself talk, but you might even start to believe in yourself. Be authentic on the day though, and be prepared to go 'off script’. • Set the scene. Arrange a proper meeting with your manager, booked in with their PA if they have one, and ideally outside of a structured one-to-one where the matter could get lost amongst operational stuff. Frame it as a business discussion, although going too ‘hardball’ may not fit with your charity’s culture, so always be yourself. • Don't say sorry - Be assertive (not aggressive) and unapologetic. Be firm with your expectations and once you've stated the figure you are seeking, wait for a response rather than filling the silence. It’s now over to your manager… • Open negotiations - If you’re offered an increase, either during or after the meeting, that's lower than your expectations get ready to negotiate. Consider what’s best for the charity as well as for you - this is how the best deals are secured. If it’s an outright no, for valid reasons, be prepared to query what you need to do to get a 'yes' next time. Set a goal and a deadline to revisit, so you come away with something concrete to work on. Money talks are terrifying, no doubt. But by avoiding the topic and saving yourself the discomfort, you could be holding back your career progression and full earning potential long-term. Asking for a raise is not a confrontational discussion, it’s an honest, professional request to be paid what you deserve. As Aliya Vigor-Roberston states in People Management Magazine, open and honest discussions about money can benefit both individuals and businesses. So, there you go. No more excuses… Nicola Greenbrook - HR Specialist & Freelance Writer Contact Nicola ​ More from Nicola Greenbrook: ► How to handle the holiday handover ► How to manage stress at work ► Charity Careers 4: meet James Harris of Rethink Mental Illness ► Back to the Harris Hill Salary Centre ► Back to the Harris Hill blog