Policy, Advocacy & Campaigns

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 ​

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

Be it a glamorous getaway or simple staycation, holidays are a chance to relax and recharge. Which you'll probably need after the frantic fortnight of frenzied preparation that all too often comes first. So how do you take a stress-free break without simply cramming it all in beforehand? And what if you're left holding things together on the home front? In this month’s guest article, freelance writer and HR specialist Nicola Greenbrook has advice on pre-holiday planning to help you head away with everything in hand, keep calm with your carry-on, and be raring to go on your return. Holiday season is well and truly upon us. Oh, the anticipation of what’s to come! An opportunity to get stuck into the book gathering dust on the bedside table or to broaden your horizons at a bucket list-worthy destination. A chance to recharge and refuel. According to Dr Christian Jarrett, holidays can make us happier, healthier and even prolong our lives. Sometimes though, the pace and pressure in the weeks leading up to the holiday almost negate the benefits of the break itself. Here are some tips to help you deliver a successful handover - keeping your credibility, peace of mind and work relationships intact. Before you go... (Excited! Full of anticipation! But a bit stressed!) American polymath Benjamin Franklin quite wisely said “By failing to prepare, you are preparing to fail”. He was spot on. Nailing a holiday handover is all in the preparation; giving yourself sufficient time to organise everything weeks in advance. Forewarn your absence Make sure your holiday dates are in your team and key stakeholders’ diaries as soon as your leave has been authorised; even if you sort the finer, exciting details later. If you’re client or supporter-facing or manage multiple projects, consider adding an extra line to your email signature a few weeks in advance that clearly outlines the period of your absence. Rather than appearing smug (‘I'M GOING ON HOLIDAY FOR TWO WEEKS AND YOU'RE NOT’) it instead ensures your contacts are notified well in advance and can plan accordingly at their end. It also prevents any nasty surprises on your last day. The art of the handover note It’s always a good idea to start your Holiday Handover Notes (HHN) a good few weeks before, even if you jot down headers or topics in the first instance, rather than frantically wracking your tired brain the night before you fly. Consider always having the document open in the week before you go, for ease of brain-dump, rather than scribbling a note on a Post-it that gets lost in a yellow sea of more Post-its or overloading your already full head.​ CJ Sinclair, founder of Go Travel and Talk, a network that provides detailed travel guides to worldwide destinations with solo travellers in mind, is always on the move; and therefore well-practised in the art of the perfect handover. She breaks her HHN down into critical priorities, current and upcoming projects and ‘things to watch’ and ‘worry or pain points’. CJ also cleverly adds screen shots and media, to break up the words and highlights important text for an easy at-a-glance view. Aim to strike the balance with a comprehensive but concise approach to your HHN. HR News suggests that ‘…there’s no need to cause an unreasonable amount of stress on the employee/s covering you whilst you’re away, so highlighting all the ‘need-to-know’ points will help them keep on top of things’. Order tasks by priority and include key delivery dates or deadlines, with the most recent first. Schedule in a face-to-face meeting with your colleague who’s taking the reins. You can talk through the HHN before you go, so they can ask questions and jot down their own points. Avoid being patronising; your team are knowledgeable enough to know what ‘pass invoice to Finance' means in practice. There's no need to go into intricate detail about the ‘third cupboard on the left with the squeaky drawer’ if everybody knows perfectly well all about the squeaky drawer. Be a clever planner In the weeks before, keep your diary as clear as possible and stay focused. It may feel a wrench missing Steve from Events’ birthday lunch, but avoiding social engagements or non-urgent appointments wins you back a few hours of uninterrupted work time. At 7.00pm on your last day when you’re panicked and finishing with all your holiday toiletries still to buy, you’ll be grateful for that hour. You can catch up with Steve and the gang on your return. If you’re a freelancer or consultant in the not-for-profit sector with no-one to actually hand over to, it's even more crucial to plan ahead. CJ finds that scheduling everything in advance with calendar reminders or apps like Later and Tailwind, can be helpful. Although "it does mean a lot of work beforehand to get it all done”, she also notes “it’s amazing how much technology can help to give you a little respite!” Avoid dumping-disguised-as-a-handover-task Be reasonable and conscientious, and tie up as many loose ends as you possibly can before you go. Don't be tempted to use your absence from the office as an opportunity to slip in a few projects that have been on the back burner, or to dump tricky tasks you’ve been putting off on to an unsuspecting colleague. This may cause resentment in your absence, confusion or delays to a project. Don't use OOO to get a LOL It’s tempting to set a comedy out of office message, but the best advice is to save it for the comedians. As funny as they might be to read, there's a fine line between light-hearted and inappropriate, and it's not necessarily in the same place for everyone. Getting it wrong and causing offence can reflect badly on the charity, its purpose and mission. A simple message that clearly states your return date and who to contact in your absence will do the trick, although it can be a nice touch to highlight a particular campaign your charity is running. Oh, and don’t forget your voicemail too if you receive direct calls. Set boundaries Depending on what works for you, let your direct reports and manager know how and when you can be contactable if a genuine emergency arises while you’re on the beach. Otherwise, you should trust your team and colleagues to adequately manage things in your absence, especially if you’ve put all of the above into place. Prioritise your wellbeing, family and friends during that precious break, and where possible, learn to switch off.​ If it's your turn to hold the fort... It can be tough being the stand-in. You’re managing your own workload as well as bearing the responsibility of doing a good house-sitting job. Be assertive. Even if your colleague is looking rather up to their eyes in it, ask all the questions you need before they go so you’re well informed and can maintain the proper functioning of tasks in their absence - it’s for both of your benefits. CJ Sinclair especially looks after her colleagues by cc’ing them into emails in the weeks leading up to her holiday and keeping them 100% in the picture. If the work is project-facing, she also arranges calls with clients to introduce them to the person holding the fort - so why not consider asking for the same treatment? Be proactive and schedule a meeting with the hander-over on their penultimate day to avoid a last minute panic on the final one. Politely ask that their handover notes are in good shape so that you can go through the entire document together, check your understanding and fill in any gaps. Then schedule one in the early afternoon of their first day back. Consider using Google Docs so that you can update the document with your own notes as you go along. It will save you time and allow your colleague to read through and extract the key points and actions before their return if they fancy, making their first day back easier (and yours; you’ve now just the one workload to juggle. Hurrah!). It can be hard bearing the weight of managing tasks in someone else’s absence and the risk of being overwhelmed is high. Accept that you can’t do everything and be aware of what you can reasonably do. Focus on the deadlines and priorities, and don’t fret if you didn’t even get a peek at the ‘non-urgent’ section of the HHN. These can be picked up when your colleague returns. If you’re struggling, talk to your manager and shout for help. This Harvard Business Review article has some great tips on what to do when you’re covering for colleagues - and can't keep up. When you get back... (Jet lagged! With post-holiday blues! Slightly full of dread!) It's tough coming back from a holiday. Even worse when you’ve had to come straight from airport to office, you’re desperately missing the pool/beach/mountain/all-inclusive buffet and were not at all prepared for a painful reunion with the tube. Here’s some final tips on how to restore some of that holiday-energy. • Keep your diary as clear as you can. Prioritise the meeting with your colleague who managed your work (who hopefully would have scheduled it for early afternoon) and use the morning to clear/organise your emails and get your task list up to date. The responsibility is back with you, and the chances are your colleague will be relieved to relinquish the extra load. • Be gracious and thankful for the support you received from your colleagues. If time hasn’t allowed them to complete all tasks, keep your cool and try not to be angry or concerned that things haven't been done ‘your way’. • Avoid a post-holiday grumble. You fully deserved your break and it’s always hard to come crashing back to reality when you’ve had the time of your life. However, be mindful that while you’ve been travelling they’ve been sweating it in your absence. Don’t moan about being back or repeatedly say ‘this time last week I was *add fabulous holiday thing*' and sigh, loudly. Be grateful for both a super break and a supportive team of colleagues. • Come bearing gifts. Like a bottle of that funny-coloured liquor from the local supermarket, unpronounceable sweets or some local delicacies. It doesn’t have to be expensive or purchased from somewhere impressive; a box of fudge can go a long way to say thank you. ​ So, there you go. You’ve notified people way in advance that you're jetting off. You’ve planned, scheduled, created perfect handover notes with no nasty surprises, and your team know how to track you down in an emergency (unlikely as they’re so well-informed). Now, swap sandwiches at your desk for something delicious al fresco and lose yourself in a good book rather than a report, safe in the knowledge that everything's in hand. You deserve it. Nicola Greenbrook - HR Specialist & Freelance Writer Contact Nicola More from Nicola Greenbrook: ► How to manage stress at work ► How to switch off ► Charity Careers 4: meet James Harris of Rethink Mental Illness Check out the brand new Salary Centre ...home of the Harris Hill & CharityJob 2019 Salary Report, the essential new 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. What should you be earning in the charity sector? Find out here... ► Back to the blog homepage​

We've teamed up with one of the biggest names in charity recruitment to bring you our most comprehensive guide yet to charity sector salaries, based on more than 45,000 recent UK vacancies. Find it in the Harris Hill Salary Centre, the brand new home for our growing collection of remuneration-related resources! ​

​ Welcome to the 2019 Salary Report, your definitive guide to salaries in the UK charity sector. With huge appreciation for all the enquiries we've already had about this year's release (and genuinely delighted by the demand!) we’re exceptionally pleased to bring you this brand new report. It's the 14th annual salary survey from Harris Hill, based on the thousands of charity vacancies we’ve worked on during the year: but this time that’s only half the story. To reflect the wider sector as accurately as possible we wanted to cover an even broader selection of roles, advertised by charities directly and recruiters like ourselves. So who better to ask than the experts at the UK’s largest specialist job board for not for profit, NGO, social enterprise, CIC and voluntary jobs, home to thousands of charity jobs every year? Happily they agreed, so we've been delighted to collaborate with CharityJob on this year’s report, bringing fresh perspective and insight, and a wealth of information that's helped to build our biggest, most accurate and comprehensive salary guide to date, based on no fewer than 45,000 genuine UK charity and not for profit vacancies from the past financial year. ____________________ What's new? ► In a forthcoming post we'll look at how the new approach has informed the final figures (for those who'd like to know more) and highlight some of the other key new features in this year's report. ► Look out too for the launch of a full digital version over at CharityJob, and here as part of our brand new Harris Hill Salary Centre, under construction as we speak to create a home for all things salary-related, all launching within the next few weeks! Read the new report We didn't want to keep you waiting a moment longer though, so with no further delay - except to sincerely thank the team at CharityJob (in particular content & SEO lead Stephanie Dotto and marketing manager Jade Phillips) for their tremendous help - we're delighted to bring you the full report to view or download in pdf format from the links below. ► In this year's 24-page report, you'll find candidate insights, market developments and recruitment trends, and salaries for charity and not for profit positions at all levels in: Admin & Support Events Policy & Research Advocacy Finance PR Campaigns General Fundraising Projects & Programmes Communications Human Resources Prospect Research Community Fundraising IT Supporter Services Corporate Fundraising Legacies Trust & Statutory Fundraising Data Management Major Donor Fundraising Volunteer Management Digital Marketing ...plus updates from our specialists on current rates for temporary, interim and senior executive roles. Direct Marketing Operations Click below for your preferred file size (screen resolution will suit most uses), or alternatively contact our consultants on 020 7820 7300 if you have any queries on salaries in these areas, who may also be able to send you a print copy of the booklet, subject to availability. We hope you'll find it a valuable and informative resource, and for more information you can also contact CharityJob on 020 8939 8430, our consultants on the number above or send us an email - and look out for the full digital editions coming very soon! ► Back to the Harris Hill blog homepage ► Check out the latest jobs in your field ​ ​

International affairs and advocacy expert Andreea Petre-Goncalves moved to the UK in 1997, attracted by its culture of openness and diversity. But as she tells our policy specialist Harry Marven, recent events have necessitated a major rethink - and relocation - of her family's plans for the future.​ ​ We’ve barely mentioned the ‘B’ word here at the Harris Hill blog, because we’re too busy recruiting for charities, and with such a colourful range of opinions widely available elsewhere (particularly at the puce end of the market), you probably don't need ours too. We aim to be impartial, so for example it's not for us to question that what people thought three years ago is obviously more important than what they think now. That's just not how we roll. And you'd certainly never catch us querying the wisdom of trashing your biggest trade partnerships and international standing for such undeniable benefits as…… well, we’re sure somebody will think of one eventually. But this week, as our established work in the area of Policy, Advocacy & Campaigns expands to keep up with growing demand (check out our new page here!) in what could yet be our last week in the EU (again), there's no ignoring the giant Brexit in the room. So we're very pleased to bring you an enlightening and thought-provoking read from someone who understands both the bigger picture and the personal consequences only too well... Meet Andreea Petre-Goncalves Over recent years in the UK we’ve heard a lot of statistics about EU citizens and ‘migrants’, but rather less of the real effects on people's everyday lives. To that end we're delighted to introduce international affairs and advocacy expert Andreea Petre-Goncalves, who has kindly shared her story in conversation with our resident policy specialist Harry Marven, eloquently explaining how the 2016 referendum has affected many EU citizens, why she and her family have taken the difficult decision to leave the country that's been home for over 20 years, and why she's establishing a new and potentially highly-influential NGO to step up the fight for global change. Andreea Petre-Goncalves is an international affairs and advocacy expert with two decades of experience in the non-profit, public and private sectors. She has worked in sustainability, food security, international development, public health, gender and human rights among many other topics. She has driven global policy developments, built international partnerships and connected power and knowledge brokers to promote the greater good. She believes people at all levels are driven by the same instincts, fears and desires and that the best in all of us can be harnessed through respectful and purposeful collaboration. She also believes that our future security and prosperity on our planet depend on our ability to see beyond our myriad of individual interests with a sense of common purpose.ee. Harry Marven joined Harris Hill in 2017 and is our specialist for all Policy, Public Affairs, Advocacy and Campaigns vacancies, recruiting both domestically and internationally. He’s lived and worked in both France and Germany (graduating in French and German) and has first-hand experience of the field having previously worked in social media and youth engagement for a national human rights charity. Harry is passionate about the not-for-profit sector using its profile and resources to effect positive social change and effectively represent its grassroots supporters, and understands both the rewards and what it takes to make change happen. As such he’s able to draw on a wide network of both national and internationally-based contacts. ​ ► Harry: So, to jump straight into things: you, with your family, will be leaving the UK this year. Why do you want to leave, and is it definite that you’ll be leaving? ► Andreea: Yes, my family are leaving the UK this year. It’s not been an easy decision. I arrived in the UK in 1997 and my husband in 2002. Our daughter was born here in 2014. We did not doubt this was our forever home until the 2016 Brexit referendum. That particular moment crystallised for us concerns which had been bubbling under the surface for a few years, particularly around nativist trends in the UK and what we saw as a backlash against multiculturalism. For us, this struck at the heart of why we were here in the first place. We didn’t necessarily choose the UK for economic reasons, but for cultural ones. It was precisely the UK’s culture of openness and respect for differences that appealed to us. We loved the idea of growing roots and raising a family in a country where ethnicity, culture and identity were not barriers to belonging, where the rich tapestry of human differences was embraced and cherished. We are ourselves a multicultural family, with heritage in Portugal, Romania and France, and have always seen our journey in the UK as an illustration of the richness of our wonderful, interconnected world. It was and is heart-breaking to see these values rejected so vocally in public discourse. In 2016, we suddenly became EU migrants, a distinct category that 'othered' us. It marked a sharp change of tone and hardening of attitudes towards us as a group – something we had not really seen ourselves as until then. The very word 'migrant' was rarely present in public discourse 10 years ago. Nowadays it is a frequent feature, even replacing 'refugee', alarmingly. For me it has such negative connotations. We are not an invasion, nor an infection. We are friends, colleagues, family - and until the 12th of April, whatever the UK’s final trajectory, we are your equals as fellow EU citizens. You’ve been in the UK for several decades now and have held predominantly internationally-focused jobs. Why did you come to the UK in the first place, and were there any standout factors that made you want to stay? I came to the UK aged 16 with an Open Society Foundation scholarship which shaped who I am and defined my life journey. A few scholarships later, with financial and moral support from my family and dear friends, I obtained my first degree. I embarked on a career that for many years was driven mostly by a loose sense of wanting to do good in the world. This is how I ended up working on sustainability, international development, gender, agriculture and food security. My Brussels stint, about 10 years ago, was career-defining in that it taught me how to navigate politics and the decision-making environment and be effective. Idealism and good intentions are worth so much more if you also understand the real world. Interestingly, this is something that is stubbornly ignored by the non-profit sector in the UK, where we take too much comfort in surrounding ourselves with like-minded individuals and work on the assumption that we will be heard purely because we mean well. As for the second part of your question, I touched on this a bit earlier. The UK always felt like home culturally, and for me that includes a working culture that is earnest and professional. The only aspects where I felt Europe compared favourably career-wise are work-life balance and the employer-employee dynamic, where in Europe we have a more equal, revolutionary tradition, whereas in the UK the relationship often feels more deferent and feudal. I hope for everyone’s sake that this dynamic will not be further affected by any loss of worker protections as a result of Brexit. Why did you choose to work in the charity sector, given your experience in the EU Parliament? It would have been very easy to walk straight into a well-remunerated corporate lobbying job after my stint in EU politics. That is a common-sense career path for many former political staffers and civil servants. There is absolutely nothing wrong with it, but I always knew that for me it wouldn’t be enough. I grew up in a family where politics and the good society were talked about passionately around the dinner table. My parents dedicated their entire careers to public service. I worked in the non-profit sector both before and after Brussels for the simple reason that it felt like a place where doing right by people and planet was the top priority. So, after all that time, you’re now leaving the UK to pastures new. Given that you have decided to leave, rather than having it as just an option, would you say Brexit has, in an ironic way, given you the motivation and freedom to flexibly look for a new position, wherever you settle? To play devil’s advocate: has Brexit potentially been beneficial to you and your family? Well, there’s the famous adage that every cloud has a silver lining. I don’t really think that’s true. Some things are plain stupid, pointless and thoroughly negative. There’s no bright side to climate change, war or hunger, except for the truly cynical. All we can do is learn from every hurdle, hiccup or failure. For my family, the learning in Brexit is that we are free, that our sense of belonging doesn’t come from a place but from how we feel. That’s a phrase made for Private Eye’s Pseud’s Corner right there, but it’s true. We feel like citizens of the world, which means we are at home everywhere, irrespectively of mean-spirited high-level statements to the contrary (ahem). We will always love Britain, and no one can legislate against that. ​ Two questions in one: what advice would you give to EU nationals living in the UK who are facing similar problems to the ones you have faced; and what advice would you give to UK nationals to assure EU nationals that the UK is still OK to live and work in? (although I appreciate the irony of the latter point!) Well, I don’t have a piece of advice for all EU folk in the UK, we are all different and our own individual realities shape the decisions we make. For me, the idea of becoming a sort of 'tolerated', lesser citizen with permission rather than the right to live here was more than I could accept. I know so many others like me, who have built lives and careers in the UK and find the prospect of asking for permission to continue living here profoundly offensive. However, I also understand those friends who do not feel it fair to throw away the lives they have built for themselves. They have no choice but to jump through the hoops, albeit reluctantly. As for all of our UK friends, I am sure of one thing. Our friendship and love for each other will endure whatever history throws at us. British wisdom, decency and fairness will prevail and if they don’t, you will always be welcome in our homes on the old continent. Thanks for sharing yours with us. ​ Finally, what’s next for you? I feel grateful that for us this otherwise strange time is the beginning of a new adventure, rather than just a painful rupture. We are relocating to Brussels, feeling more European than we have ever done, funnily enough. We’re clearly not immune from Brexit tribalism! Together with a brilliant friend and skilled political expert, I am setting up a new organisation to broker and catalyse powerful, impactful dialogue on the burning issues at the top of the global agenda: climate change, food system reform, protecting democracy and strengthening the rules-based international system, among others. With decades of experience at the highest levels of power and a lot of influential contacts, we are better placed than most to bring together those who can make change happen, from all sectors and walks of life. We will help key actors create solutions so that we can all enjoy the safe and sustainable future we want. The time has come for powerful action – and our new organisation will focus on doing just this. None of us can really afford to stand by and watch our existing systems fail when so many grave dangers threaten our world. We would very much like to be a voice and advocate for our UK friends in Europe and beyond, to ensure Brexit does not diminish your input when urgent global challenges require it most. Look out for Flare in the coming weeks and please reach out to us and remain connected to those who, like you, are fighting for a better world, on whichever side of the Channel we might find ourselves. Andreea Petre-Goncalves Connect with Andreea on LinkedIn We certainly will: our sincere thanks to Andreea for sharing her story with us, and we wish her the very best of luck! Look out for more insight and experience from our network in this field coming soon; meanwhile if you'd like to know more about our work and opportunities in political campaigning, advocacy, human rights and more, visit our Policy, Advocacy & Campaigns page or contact Harry Marven via email or on 020 7820 7324. More billboards from Led By Donkeys @ByDonkeys More from the Harris Hill blog text ► Don't go! Tackling talent retention in the charity sector Hiring great people is one thing, but holding on to them can be quite another amid tough competition for talent. Charity Finance Group recently asked our specialists about talent retention among charities and charity finance professionals in particular: what drives them to stay put or move on, and what kind of retention methods are working for charities? Originally published in CFG's Finance Focus magazine, here's what they had to say.​ Read more... ► Charity Careers: meet Andy Harris, director of income generation for Shelter UK How do you become a fundraising director? Why work for a charity and what's the toughest job in fundraising? Answers to these and much more in the latest Charity Careers, in which Nicola Greenbrook talks to key influencers in the charity sector, inviting them to share their career story and how they navigate the professional world. This month, Shelter UK's Andy Harris explains how his team contributes towards the charity’s invaluable work, why every donation bag tells a story, and what to do when it all gets a bit too cosy. Read more... ► Harris Hill blog homepage​