Development Officer, Annual Giving

Benefits

Additional Information

Staff - Non Union Job Category M&P - AAPS Job Profile AAPS Salaried - Development & Alumni Engagement, Level C Job Title Development Officer, Annual Giving Department Annual Giving | Development | Development & Alumni Engagement Compensation Range $7,283.75 - $10,474.08 CAD Monthly The Compensation Range is the span between the minimum and maximum base salary for a position. The midpoint of the range is approximately halfway between the minimum and the maximum and represents an employee that possesses full job knowledge, qualifications and experience for the position. In the normal course, employees will be hired, transferred or promoted between the minimum and midpoint of the salary range for a job. Posting End Date June 16, 2026 Note: Applications will be accepted until 11:59 PM on the Posting End Date. Job End Date Ongoing At UBC, we believe that attracting and sustaining a diverse workforce is key to the successful pursuit of excellence in research, innovation, and learning for all faculty, staff and students. Our commitment to employment equity helps achieve inclusion and fairness, brings rich diversity to UBC as a workplace, and creates the necessary conditions for a rewarding career. Job Summary Responsible for administering fundraising programs, including research, developing strategy, preparing proposals, stewardship and moving fundraising accounts through the donor cycle and raising an average minimum of $.75-1.5M annually; or responsible for supporting development related activities of senior university administration by managing complex relationship with multi-unit stakeholders. Participates in comprehensive plans for identifying, cultivating, soliciting, and stewarding major gift prospects and donors. Assists in developing strategies for closing gifts. Annual targets to be set by workplan goals and objectives. If position has direct donor contact, metrics are included. If no direct donor contact, annual targets to be set by workplan goals and objectives. Organizational Status Reports to: One of: Manager, Senior Associate Director, Director/Assistant Dean, or Executive Director of Development. Works with: UBC faculty and staff involved in fundraising. Contacts: Donors and outside community groups and organizations. Supervises: May supervise Development Coordinators, Development Associates and support staff. Work Performed - Works in partnership with senior management to facilitate maximum private and public sector support for the unit; - Develops and implements a plan for identifying, cultivating, soliciting, and stewarding major gift prospects and donors; - Develops and implements strategies for closing major gift solicitations and coordinates staffing for major gift solicitations; - Develops and manages a portfolio of major gift prospects (75-125) making face-to-face visits (100-125 annually) for the purpose of discovery, cultivation and solicitation strategies for major gift prospects (a major gift is defined as a donation of $50,000 or more); or is responsible for supporting development related activities of senior university administration by managing complex relationships with multi-unit stakeholders; - Develops proposals and works with donors to generate gifts for priority projects, with an expectation to make solicitations (20-25 annually) at the major gift level; or administering fundraising programs, conducting research, developing strategies and preparing proposals; - Ensures that appropriate donor recognition, acknowledgment and stewardship programs are in place; - Generates donor/prospect solicitation materials and correspondence; - Performs other related duties as required. Consequence of Error/Judgement The position is a critical point of contact for donors and university staff in relation to development activities. Incorrect interpretation or communication of university policy and procedures or lack of tact, diplomacy or sensitivity in dealing with major donors and senior administrators could potentially result in damaged relationships and credibility, leading to the potential loss of significant donations. The position shares responsibility for ensuring proper interpretation and implementation of academic and fiscal policies. If inappropriate advice is given, policies are interpreted incorrectly, or erroneous financial information is provided, the University could be in direct violation of stewardship and trusteeship obligations to donors. The nature of the work involves a high level of judgement and decision-making. The incumbent participates in decisions concerning the planning, organization and utilization of staff, providing input into staff selection and job performance reviews. Supervision Received Works independently with general direction from manager to achieve objectives. Difficult technical problems and matters non-conforming to UBC policy can be referred to manager. Supervision Given May supervise Development Coordinators, Development Associates,