Chief Executive Officer

Transcription

1 BIG BROTHERS BIG SISTERS SERVING KING, PIERCE & JEFFERSON COUNTIES Big Brothers Big Sisters serving King, Pierce & Jefferson Counties partners with actively involved community members to match caring adults with children, both of whom benefit from our one-to-one mentoring programs. Chief Executive Officer Salary: $100,000 - $160,000 (DOQ) Excellent Benefits Package

2 The Organization Guiding Principles Big Brothers Big Sisters serving King, Pierce & Jefferson Counties (BBBS) is committed to operating within its existing core competency: one-to-one mentoring relationships. We value diversity and inclusion. Our families, children, Board, staff and volunteers will reflect the diversity of the communities we serve. We will manage risks smartly. Child safety is our paramount concern. We will continue to stress and improve the quality of programming even as we continue to grow. We are committed to appropriate growth. We will serve as much of the need in our community as our resources will allow. Program success will be validated by quantifiable outcome-based evaluations. We will develop new funding capacity. We will develop resources that reflect our values, mission, and Brand New Thinking. We have an obligation to donors to keep them well informed and to help celebrate our program success. We will continue to elevate our organization. Our staff will be best in class. The Board of Directors will provide leadership in three key areas: Fund Development, Governance Policy, and Strategic Planning. History In 1957, Big Brothers Association of Seattle was formed to match boys from fatherless homes with positive, male mentors. In 1961 the group was officially affiliated with Big Brothers of America. Big Sisters of King County originated in 1973, focusing on at-risk girls. In 1999 the two groups combined to form Big Brothers Big Sisters of King & Pierce Counties, and in 2004 began providing service for Jefferson County as well. BBBS serving King, Pierce & Jefferson Counties is one of Big Brothers Big Sisters largest affiliate programs in the nation. BBBS carefully matches mentors and children, called Bigs and Littles, to create one-to-one mentoring relationships. Partnering with actively involved community members, BBBS nurtures positive relationships and supports children with opportunities to grow and learn. BBBS has served over 26,000 children, ages 6-18, since its inception in Currently the 12th largest agency in the country, BBBS celebrates its 50th year of service in With 1,935 matches in 2006, BBBS expects its matches to grow 15% in 2007, and 15% per year targeted. In five years the organization hopes to have met its goal of 5,000 matches.

3 Our Programs BBBS offers three types of programs to support one-to-one relationships between mentors and children: Community-based programs: Volunteers in the community, or Bigs, spend time with their Littles several times a month for an hour or more a week engaging in activities they enjoy together. From activities like visiting the zoo, to just enjoying an ice cream cone together, this program is about spending time together, as friends would. School-based programs: School-based volunteers spend time with their Littles one hour a week, every week, on the campus of the child s school. This is not a tutoring program; it is simply another opportunity for Bigs and Littles to spend time together in a scholastic environment. Research has shown that, of all children matched with a Big in school, a significant percentage improved their school performance, showed higher levels of self-confidence, and had a better overall attitude toward school. Children of Incarcerated Parents Program: There are 21,000 children in Washington with a parent in a State prison. In partnership with McNeil Island Correctional Center and the Puget Sound Education Service District, BBBS provides positive adult role models for children with incarcerated parents. The Position The Chief Executive Officer of BBBS is responsible for providing strategic and visionary leadership, setting and implementing the mission, vision, and goals of the organization. The CEO will visibly and actively work with community and business leaders to continue to create sustainable growth for BBBS while expanding internal and external relationships important to the organization. The CEO is accountable for financial management, program and personnel management, community support, and fundraising activities. The CEO will be a visible and behind the scenes leader with private and public donors, external organizations, political, business, education, and social service leaders. With a possible capital campaign in the organization s future, the CEO must be comfortable communicating with and meeting with donors and prospective donors, and working closely with the organization s campaign leadership and Vice President for Development to shape policy and drive the campaign. Ideal Candidate Profile BBBS seeks a visionary leader to continue the momentum set forth by the previous CEO to take the organization to the next level. We desire a person who is passionate about the mission and personally committed to its continued success. The ideal candidate will foster a culture of excitement and teamwork to accomplish organizational goals. We desire a person willing to invest equal parts of heart and mind in this work. He or she will be a strategic, businesssavvy individual, with demonstrated non-profit executive management experience. Volunteer and Board experience is highly desired.

4 The ideal candidate will be a charismatic and inspirational leader. Experience working with and leading a dedicated and independent staff of talented individuals is critical to the CEO s success. He/she will be an approachable leader, empowering and motivating his/her staff and leading by example. A sense of humor will be key in this fun-loving and hard-working environment. Strong trouble-shooting and problem solving skills will be required for the effective management of a creative and empowered staff in a relatively small infrastructure. Excellent communication and public speaking skills are essential to the CEO s success. As the organization s key spokesperson, the new CEO will communicate messages to the staff, Board, and community at large. A strong positive presence and the ability to communicate with diverse parties is essential, as is the ability to listen and reflect. The ideal candidate will have demonstrated success working with a dynamic and energetic Board. Acting as the chief liaison between the 35 member Board of Directors and the 47 member staff, the CEO will need to have experience tailoring effective communication between the Board and staff. In addition, the CEO will be capable of assisting in the transition of a Board evolving from hands-on management to strictly strategic and fundraising capacities. A strong sense of financial acumen and business sense is crucial for the success of the new CEO. The ideal candidate should possess proven budget management, donor development, and fundraising experience, as it will be necessary for the CEO to both establish and increase donor relations with an increasingly diversified base. BBBS has experienced tremendous growth and change over the past five years and rapid growth is expected to continue. The ideal candidate will be someone who has demonstrated his/her ability to build a stable foundation for dramatic growth. Staff morale is extremely positive and the new CEO will need to connect with the current teams and successfully onboard new leaders. Issues & Priorities Invest necessary time and effort forming relationships and building trust with the Board, Directors team, all members of the staff from executive to line, and donors. Familiarize his/herself with the culture of the organization and get up to speed on current budget and financial position. As the key spokesperson for BBBS, the CEO will need to familiarize himself/herself with and expand the network of community contacts and local stakeholder constituencies, raising the profile of the organization and advancing BBBS as one of the top ten nonprofits in the region. The new CEO will be ready and willing to take the organization, which is financially strong after years of extreme financial instability, to the next level by increasing the territory and span of outreach and growing the organization.

5 The new CEO will work with the Board and staff to develop a new strategic plan and will continue to aggressively grow the organization. With matches expected to grow annually by 15%, it is imperative that the infrastructure in both systems and human capital be positioned to meet these goals. The CEO will be committed to increasing diversity and inclusion in the Board, staff, and leadership team in order to best match the diverse community the organization targets. In conjunction with the program staff, the CEO will need to address the shortage of big brothers and eligible little sisters, particularly in diverse demographics, and help develop further strategies for increasing the number of volunteers. Recently the Board has evolved from a working Board to a fundraising Board. The new CEO will work actively with the Board Development Committee to recruit suitable trustees and support this continuing transformation. It will also be essential that the CEO help the Chair identify appropriate selections for successful committee assignments. The CEO will creatively develop and implement aggressive fundraising strategies in order to replace revenue of divested BINGO operations. Continuing fund development for the organization as a whole is crucial, and the need for more creative fundraising, individual and major donor development is a priority. Several exciting events are held each year to recruit volunteers, honor the organization s mission, and raise funds for the programs. The annual BIG Event, BBBS s premier fundraising event and one of the longeststanding auctions in Seattle, will be held in October of The new CEO will actively familiarize himself/herself with these events and the processes associated with them in order to produce highly successful results. BBBS owns the land and building that houses headquarters. However, the facility and location are not ideal. It will be imperative that the new CEO form a committee of the Board and pursue a strategy to address these needs, particularly in light of the growth plans, and review the need for a capital campaign, grants and other forms of funding for a new facility. Minimum Qualifications We seek candidates with a minimum of ten years of progressively responsible executive-level leadership experience. He/She will have a successful record of leading an organization, agency, or division of significant size. A Bachelor s degree, or equivalent experience, is required. MBA/advanced degree is desired. Significant and proven success in fundraising, donor development, and managing capital campaigns is highly desired. Big Brothers Big Sisters of King, Pierce & Jefferson Counties is an equal opportunity employer and all qualified candidates are encouraged to apply. Please send your resume and cover letter ( preferred) no later than April 2, 2007 to: 101 Stewart, Suite 1200 Seattle, WA (fax) info@waldronhr.com