University Advancement Competencies

Advancement Core Competencies

WITH DEFINITIONS OF OBSERVEABLE BEHAVIORS THAT MAY INDICATE A COMPETENCY

1. EFFECTIVE COMMUNICATION

Definition: The ability to express oneself clearly and empathetically in interactions with others in all forms of communication, i.e., verbal and written, one-on-one and group, etc.

  • Practices attentive and active listening and can accurately restate opinions of others, even when s/he disagrees
  • Shares information appropriately (knowing when and what to share at the right time)
  • Is effective in a variety of formal presentation settings, both internally and externally

2. INTERPERSONAL AWARENESS

Definition: Builds and maintains positive relationships and actively contributes as a member of working teams to achieve results.

  • Promotes and establishes trust, respect and rapport by using diplomacy and tact
  • Able to perceive, understand, and empathize with others and responds appropriately
  • Builds and maintain strong relationships by demonstrating genuine interest in the well-being and interests of others

3. PROFESSIONAL CREDIBILITY

Definition: Takes responsibility for meeting goals, objectives, obligations, and solving problems while representing the mission, vision and values of the organization.

  • Uses team/ organizational goals to set individual goals and measure performance
  • Accurately scopes tasks and projects; strives for efficiency and effectiveness in individual performance
  • Follows through on commitments
  • Assumes accountability for own mistakes and does not blame others
  • Actively seeks feedback and works for continuous self-improvement

4. CRITICAL THINKING

Definition: Demonstrated ability to obtain, analyze and evaluate information effectively in the face of ambiguity. Makes appropriate decisions based on relevant information and experience.

  • Approaches complex tasks or problems by breaking them down into their component parts and analyzing them separately while referencing the whole
  • Probes and questions skillfully to get at facts or to obtain more complete information; notices discrepancies and inconsistencies in the available information
  • Identifies the forces, events, entities and people that are affecting the situation at hand
  • Effectively copes with change and uncertainty; applies previous learning to new situations
  • Makes decisions by considering both short-term and long-term implications

5. ETHICS AND TRUST

Definition: Models and upholds the values of candor, openness, inclusiveness and honesty despite internal and external pressures. Acts consistently with Washington State ethical guidelines and organizational core values and beliefs.

  • Widely trusted
  • Maintains confidences and protects confidential information
  • Communicates in a direct and truthful manner
  • Acts in a selfless manner modeling the ethical behavior and values of the organization

6. VALUING DIVERSITY & INCLUSIVENESS

Definition: Respects, values and contributes to the UW’s commitment to inclusiveness and diversity.

  • Understands and uses concepts of diversity at work; practices and promotes cooperation, fairness and equity for all
  • Recognizes that differences are a source of strength and uses them to the benefit of projects and goals
  • Demonstrates awareness of issues of age, gender, nationality, culture, religion, ethnic background, personality, and individual lifestyles
  • Treats people with respect regardless of backgrounds, beliefs, or values that may be different from your own

7. FUNCTIONAL EXPERTISE

Definition: Applies and builds on specialized knowledge, skills and judgment to perform effectively.

  • Understands and keeps up-to-date on technical and functional aspects of one’s job continuously learning and developing deeper knowledge
  • Applies new developments in the field to improve organizational performance
  • Uses knowledge to correctly assess and address issues and situations in a timely manner

 

Advancement Frontline Fundraiser Competencies

WITH DEFINITIONS OF OBSERVEABLE BEHAVIORS THAT MAY INDICATE A COMPETENCY

1. DONOR FOCUSED

Definition: Demonstrated ability to establish, cultivate and steward strong relationships with donors and friends to build and maintain lifelong partnerships and trust with UW.

  • Successful in connecting donors with campus leadership to encourage collaboration in bringing the donor’s vision forward
  • Understands donor’s values and passions; able to connect those values and passions with giving to the University
  • Ability to put donor’s needs ahead of personal success

2. RESULTS ORIENTED

Definition: Intrinsically motivated and act decisively to achieve results.

  • Ability to make substantive contacts with donors and move them through the seven stages of the proposal processes
  • Maintain patience and persistence , especially in the face of resistance or setbacks; knows when to wait and when to act
  • Ability to recognize and act on opportunities and innovate ideas appropriately to achieve desired results

3. PLANNING & IMPLEMENTING

Definition: Ability to develop fundraising strategies and plans that integrate into the organization’s mission, priorities and goals.

  • Ability to effectively synthesize donor information and data to evaluate and prioritize potential prospects
  • Ability to document and illustrate a comprehensive cultivation strategy with realistic timelines based on the prospect pool
  • Collaboratively engages colleagues and academic partners and integrates their knowledge into the fundraising strategy

4. CONFLICT RESOLUTION

Definition: Works to resolve conflicts and differences through dialog and open communication in a timely manner. Sees every difference as an opportunity for growth and change.

  • Reads situations quickly and can identify non-constructive differences readily
  • Addresses conflict and non-constructive differences directly and is proactive in working toward timely resolutions
  • Knows who to involve in conversations at the appropriate times to address differences in opinion and/ or approach
  • Adapts to varying work situations and is flexible in approach to resolving challenges

 

Advancement Fundraiser Manager Competencies

WITH DEFINITIONS OF OBSERVEABLE BEHAVIORS THAT MAY INDICATE A COMPETENCY

1. PEOPLE BUILDER

Definition: Committed to developing others to become leaders.

  • Trusts people to perform; provides challenging assignments
  • Actively engaged in direct reports‘ (DR) career goals; collaborates in constructing and executing DR professional development plans
  • Willing to mentor and coach other colleagues who want further development

2. DRIVING RESULTS

Definition: Ability to effectively communicate objectives and guide direct reports and team members to make decisions and achieve goals.

  • Successfully energizes and inspires others; creates a culture of teamwork and cooperation
  • Establishes high standards of performance, holds others accountable
  • Shares knowledge and responsibilities
  • Encourages and rewards creativity, innovation and continuous improvement

3. ORGANIZATIONAL PLANNING

Definition: Ability to develop and manage comprehensive team goals and measure team progress while balancing short-term and long-term priorities that are consistent with the organization’s mission, priorities and goals.

  • Ability to accurately forecast future organizational trends and develop short-term and long-term team goals
  • Regularly monitors and measures individual and team progress toward goals; makes appropriate adjustments to short-range and long-range goals as external environment influences operations
  • Systematically identifies, recruits and develops employees in preparation to fill key positions to ensure the future success of the organization
  • Allocates and leverages resources effectively while structuring staffing to meet the short-term and long-term needs of the organization

4. MANAGING CONFLICT

Definition: Recognizes and addresses conflicts and disagreements in a safe and respectful environment, manages conflicts collaboratively, and builds consensus with the best interests of the organization in mind.

  • Creates awareness of broad, longer-term objectives and works to ensure that all parties share this awareness while seeking solutions
  • Identifies common ground and achieves resolution with minimum disruption in a timely manner
  • Keeps focused on facts and the reality of the situation and work toward a realistic resolution in an appropriate and effective manner
  • Actively manages employee performance problems and addresses issues in a timely manner

 

Advancement Strategic Competencies

WITH DEFINITIONS OF OBSERVEABLE BEHAVIORS THAT MAY INDICATE A COMPETENCY

1. VISIONING

Definition: Ability to anticipate emerging trends and issues and develop a clear sense of purpose and goals that focus and drive the creative energy of the organization in alignment with the organization’s mission, vision, and values.

  • Sees and creates the future desired
  • Develops and guides the organization’s long-term vision, values, strategies, and measures of success
  • Communicates the vision, values and strategies in compelling terms to promote enthusiasm and commitment

2. ORGANIZATIONAL ACUMEN

Definition: Ability to size up a situation, balance reason and the interest of others, and act in a decisive, timely and appropriate manner that is congruent with the organization’s values, goals and mission to achieve success.

  • Able to use knowledge of the organization and how it works including its strengths, weaknesses and competing interests, to affect successful outcomes
  • Keeps abreast of trends, policies and technologies that can impact the organization; able to ask the right questions and obtain the information needed to identify the best solutions
  • Understands leadership priorities, anticipates reactions, and successfully communicates with leadership to deliver results
  • Understands how advancement/ development/ fundraising works in the context of higher education

3. SELFLESSNESS

Definition: Ambition first and foremost for the organization and concern for its success rather than for one’s own personal gain.

  • Demonstrates apportioning credit to factors outside themselves when things go well
  • Takes responsibility for actions and outcomes, never blaming bad luck when things go poorly
  • Demonstrates awareness of when to let others shine; acknowledges the contributions of others to organizational success

4. PROFESSIONAL WILL/FEARLESSNESS

Definition: An inner intensity and dedication to making everything the best that it can be. Resolve and determination to make the organization great.

  • Creates superb results
  • Relies on inspired principles, not inspiring charisma, to motivate
  • Is strategically opportunistic; knows when to persist for results

5. FOCUSED ON ORGANIZATIONAL SUSTAINABILITY

Definition: An uncompromising desire to make the organization even more successful in the next generation

  • Demonstrates unwavering resolve to produce best long-term results; puts structure and processes in place that are designed to insure long-term success
  • Sets standards for building enduring great organization
  • Cultivates and mentors successors who can produce greater success in the next generation