8 Things To Reveal About Your Hiring Policy

There are two factors that have a big impact on a job seeker's decision to apply for a job: Pay and quality of the organization. While these are indeed important aspects, an organization's hiring policy should not be downplayed.

In his book "Managing a Nonprofit Organization," Thomas Wolf explained that most applicants want to know as much as they can about how a nonprofit hires employees. Why is this important to them? It allows them to set reasonable expectations about when they should hear back. The clearer your policies, Wolf wrote, the less chance there will be misunderstandings.

Wolf recommended that your job description should answer the following questions:

• How are employees hired and is there a formal process with public notice required?
• Are current employees given first preference for a job vacancy?
• Is there an affirmative action policy?
• Is hiring done solely on the basis of competency and qualifications?
• Is every prospective employee allowed to see a job description?
• Is there an official training period?
• Do temporary or permanent part-time employees enjoy the same rights and benefits as full-time employees?
• How often are salary ranges and job classifications reviewed and by whom?

Emails On The Run

Email is an important tool for all job seekers. It allows them to quickly communicate to employers or networking contacts instantly, and it makes sending documents easier. For all its advantages, however, it does have its downsides.

One of these issues is something that we all dread but that usually happens at least once in our lives: Sending an email to the wrong person. This is even more common in the smartphone era, when anyone with an Internet-enabled phone can send messages while on the run. Sending a personal email meant for a friend to an employer can be a potentially career-killing move. Luckily, there are ways to avoid this:

1. If at all possible, wait until you get home to send your message. While mistakes can happen on the computer, it's less likely because you will not be as rushed.
2. Double-check the "TO" line on all the emails you send.
3. Create a separate email account for all of your job search-related contacts. This is by far the best solution, as you will be eliminating any chance of sending a message meant for a personal contact.

If you do happen to send a message meant for a friend or family member to an employer, follow-up immediately with an apology. Depending on the content of the message, your chances of getting the job will not be severely reduced if you correct your error right away.

Have you ever been caught in this difficult situation? Tell us in our comment section what happened, and if you were able to still get the job despite the embarrassment.

6 Hiring Tips For Small Nonprofit

Originally posted on the Nonprofit Job Seeker

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Nonprofits need to be very wise with the money they spend if they are to remain fiscally healthy. This is especially true for small organizations which, by their definition, have smaller budgets. This means that when it comes time to hire a new employee, they need to make sure they are making the right call.

Below are six hiring tips that will help your organization make sound decisions when bringing in new workers. Following them will not guarantee you success, but they will increase the chances of striking gold.

• Don't Expect to Hire Someone Like You: Each applicant you interview will be different and, more than likely, will be nothing like you. Just because you have one philosophy of getting things done doesn't mean you have to hire someone who shares that view. In fact, it can be beneficial to hire someone with a different viewpoint, as long as the individual's skills mesh with the organization.
• Know What to Expect: Make sure you do your homework on the candidate so that there are no surprises should you decide to hire him.
• Know Your Management Style: You have to be honest with yourself about what your managing style is. If, for example, you want to hire someone who is independent, you shouldn't be the type of manager who constantly checks-in on employees.
• Avoid Deadlines: Setting a deadline to bring in a new employee is only setting yourself for failure. Set aside enough time so that when you finally find the right candidate, you are confident you made an informed decision.
• Design A Training Program: Make sure you have a written outline for how you will train your new employee. Many misunderstanding can occur simply because individuals are not properly introduced to the expectations of their new boss.
• Find a Reputable Background Check Company: It's very important that every applicant you interview is subjected to a thorough background check. Do ample research so that you find a company that is trustworthy and efficient.

4 Steps To A Successful Online Portfolio

Even in the midst of the digital age, the standard resume is still an effective device. If you are looking to add a little creativity, however, you should consider creating an online portfolio.

Online portfolios are one of the best ways to showcase your true skills to an employer. While resumes are a great initial indicator of your qualifications, a portfolio can literally show your work and accomplishments, standing you apart from other applicants.

If you are considering making a portfolio, follow the four steps below to ensure that your creativity shines through:

• Tell a Story: Consider the audience you are trying to reach and what they would want to see and know about you. The hiring manager should leave your portfolio knowing not only how you will help his organization, but also with a clear view of who you are as a person.
• Choose the Right Host: There a number of different hosts that will publish your online portfolio, all of which have different advantages depending on your design. For instance, WorkSimple is a great choice if you are looking to create a portfolio that is solely image-based.
• Give Specifics: All of the materials that are included in your online portfolio need detailed explanations of their relevance. These added details could make a real difference if other applicants fail to include them.
• Sell, Sell, Sell: Use social media to spread the word about your portfolio. Recruiters are always looking for new candidates, and will often scour sites like Twitter or LinkedIn for them.

Best Nonprofits To Work For: 2013 Edition

UPDATE: With October quickly approaching, time is running out to nominate your organization as one of the Best Nonprofits To Work For 2013. Make sure your nonprofit is recognized when the report is released by registering today!

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This year, The NonProfit Times unveiled the 2012 edition of its annual Best Nonprofits To Work For study. The report revealed the 50 nonprofits that people felt offered the best work environment, pay, and benefits, among other issues.

The top nonprofit in the 2012 edition of the study was the Wounded Warrior Project -- the second year in a row the organization has won that honor. Will it win again in 2013? Now is your chance to see if WWP will reign again, or if another nonprofit will dethrone it.

NPT, in coordination with the Best Companies Group, is inviting individuals participate in the 2013 Best Nonprofits To Work For survey. Simply go to the Best Companies Group website and register to participate. There is no cost to complete the survey online, so all we require is your time. Although you have a few months to complete the survey (the deadline is October 19), we recommend completing it as soon as possible.

Once registered, participants will receive the following information in their e-mail:

• The Employer Benefits & Policies Questionnaire (employer questionnaire);
• The Employee Engagement & Satisfaction Survey;
• Survey distribution instructions; and,
• Other supporting materials and instructions. 

As an added benefit to completing the survey, all participants will have the opportunity to purchase the Employee Feedback Report, which details the results of their specific survey. These would normally cost thousands of dollars if initiated independently.

Register today to make sure your nonprofit is represented in the 2013 study!

4 Volunteer Risks

Volunteers are great resources for nonprofits. They provide organizations with free labor for special events and other programs, allowing them to save money. Yet for all the good they do, and it's a lot, they do come with some risk.

In his book "The Idiot's Guide to Recruiting and Managing Volunteers," John L. Lipp wrote that part of the challenge of managing volunteers lies in continually balancing the risks with all the advantages. While most mistakes caused by volunteers are not done with malicious intent, having good intentions is unfortunately not a valid defense.

One of the first steps to being prepared for volunteer-related risks is to identify the problems that could arise. Lipp identified four of these, along with the level of risk it brings:

• Low Risk: A volunteer stuffing envelopes with the risk of an occasional paper cut, or a volunteer making phone calls.
• Moderate Risk: A volunteer working in a warehouse where something could fall, or a volunteer using tools to help remodel a house.
• High Risk: A volunteer who drives clients to doctor appointments, mentors a child one-on-one, or counts the cash at fundraising events alone.
• Extreme Risk: A search-and-rescue volunteer who enters unstable buildings looking for victims, or a volunteer firefighter.

Nonprofit Seeks Development Director

WildAid, a San Francisco, Calif.-based nonprofit dedicated to ending the illegal wildlife trade, is looking to hire a Development Director.

Serving as the organization's chief fundraiser and reporting to the CEO, the Development Director will implement a targeted fundraising plan which will include grant writing and the cultivation, solicitation, and stewardship of major donors to meet planned revenue benchmarks. As a global organization growing in both size and impact, WildAid is looking for a skilled professional who can coordinate and lead fundraising activities across all offices.

Should you be interested in this job, it's important for you to meet a few qualifications. Specifically, WildAid wants applicants to meet the following requirements:

• Passionate, experienced team player who is excited by the opportunity to play a pivotal role in global conservation.
• Minimum of eight years of experience in full-time fundraising.
• Strong grant writing and project management skills, as well as experience with extended donor events are desirable.
• A Bachelor’s degree or equivalent experience is required; an advanced degree is preferred.
• Experience working in a start-up or entrepreneurial environment is an asset.

Head to our career center for a full description of this nonprofit job, including instructions on how to apply.

Featured Nonprofit Job: Part Time Finance Manager

Most people think of job seekers as individuals who don't already have work, but that's not always the case. There are some individuals who have a job but desire more to earn more income. Part time jobs are very attractive for these folks and today, we are featuring one of them.

The American Pharmacists Association Foundation (APhA) is looking to hire a Part Time Finance Manager to oversee the financial management of the organization. Working 24 hours per week, the chosen candidate will provide oversight of insurance and investment policies, investment portfolios, and budget process. The Finance Manager will also be responsible for the following:

• Serve as liaison of the Foundation Board’s Finance Committee;
• Assess the Foundation’s performance against both the annual budget and long term strategic plan; and,
• Work closely with APhA's finance department to ensure required financial filings and a successful annual audit.

The ideal candidate will have a Bachelor’s degree or equivalent work experience, advance degree highly desirable. A minimum of 5 years related experience in accounting and/or financial management, experience with bank and general ledger account reconciliations, excellent oral and written communication skills, strong analytical and organization skills, ability to meet deadlines, ability to successfully interact with vendors, staff and member in a business office environment, and proficiency with automated accounting systems as MS Office applications.

If you are interested in this job, head to our career center for information on how to apply.       

6 Ways To Lose A Job

Originally posted on Nonprofit Job Seeker

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Your goal as a job seeker is to make employers like you to the extent that you are chosen instead of other qualified candidates. The idea that you would intentionally try and make a recruiter hate you seems farfetched, but that doesn't mean you don't have any habits that are unintentionally rubbing employers the wrong way.

Hiring managers have plenty of pet peeves, but below are the six that will hurt your chances the most:

• Asking Personal Questions: It's one thing to ask how long the interviewer has worked at the organization, it's another to ask personal questions about her family or life.
• Using Slang: Whether it's in your resume or cover letter, slang has no place in a professional environment. You should also avoid any abbreviations that are not well known within the industry.
• Being Overly Aggressive: Employers like to see candidates who are go-getters, but there is a line you need to be careful not to cross. For example, it's not OK to send an e-mail written in all caps just because you are frustrated over to wait to her back about your application.
• Making Up Achievements: It's never a good idea to lie about your skills or an achievement at a previous job. Even if you aren't discovered immediately, it will soon become apparent when you aren't able to do the work you claimed you could.
• Being A Pest: It's very important to follow up shortly after you submitted your job application, but be wary of how many times you contact the employer. Here's a rule of thumb: Wait at least a week before your next message.
• Being Careless: Submitting stock resumes and cover letters is a good way to make the employer believe you aren't serious about the job. Continually writing customized applications for each new job is the only way you will get noticed.

Preparing For A Group Interview

Preparing for a one-on-one job interview is tough enough. What are you supposed to do when you have to prepare for a group interview?

Job seekers are conditioned to think of an interview as a discussion with just one person. This is the case most of the time, but some nonprofits prefer to interview applicants as a group. Along with the hiring manager would be the head of the department for which the organization is hiring, along with one or two additional managers. This type of interview is advantageous for the nonprofit because it allows the people who would be working with the prospective employee to get a first-hand impression.

Group interviews can be very overwhelming. This is even more the case if you don't know it's coming so when you are asked in for an interview, ask who will be interviewing you. Knowing a group interview is coming will make it slightly less intimidating. Now you can begin to prepare:

• Check out the LinkedIn profiles of your interviewers. Find out as much as you can about them so you can form a real connection.
• Pay attention to how the group interacts with each other. Do they seem to get along? Remember, you're interviewing them as much as they are you.
• Do a roleplay interview with a couple of family friends, preferably people you don't know too well. This will enhance the illusion of the interview than if you practiced with friends.
• Keep eye contact with the rest of the group when answering a question.

Have you ever had a group interview? Did you find it harder than a regular one? Share your experiences in the comments section.

Featured Nonprofit Job: Regional Director

The PACE Center for Girls, based in Jacksonville, Fl., is looking to hire a Regional Director to help run the overall operations of all the agency's centers in Florida. Applicants may reside in any area in the state.

The Regional Director supports multiple Executive Directors (5-6) and community based Boards of Directors (5-6) in their region, serves as the Chief Executive of the region and is responsible for leadership and management development and support, board and resource development, marketing, and training needs of the assigned team members to ensure all performance goals are exceeded. The chosen candidate will also be responsible for the coordination and collaboration between PACE Centers in the region.

Other duties include:

• Coaching and training to support Executive Directors;
• Building the PACE brand both internally and externally; and,
• Serve as a member of the PACE Center for Girls, Inc. Executive Leadership Team.

This position is ideal for those individuals who have strong leadership skills and are comfortable managing large groups. If you are interested in applying, make sure you meet the following requirements:

• Minimum of 10+year direct work experience in relationship management and managing staff.
• Thorough knowledge of the characteristics and financial needs of education and social service agencies.
• Proven expertise in understanding of financial statements, program operations and policies and procedures; and be current on events and activities in the social service and education fields.
• Management level understanding of education and social service programs with at-risk populations.
• Strong presentation, negotiation, and interpersonal capability.
•  Demonstrated success at resource development and leadership coaching. Excellent verbal and written communication skills.

You can ;earn more about this job on our career center, including information on how to apply.

The Pros And Cons Of Setting A Job Search Deadline

Setting goals during your job search is hardly a new phenomenon. Whether it's applying to a certain number of jobs in a week, or making X number of new networking contacts in a day, goal-setting is a good habit for job seekers. But is it a good idea to set a deadline for getting hired?

There is something to be said for setting this kind of deadline for yourself. While it seems arbitrary, a goal of this kind can really help motivate you. There's nothing more satisfying than meeting a goal that you worked really hard to meet and, if you are in the middle of a rut, it could be just the spark you need to kick-start your job search.

On the other hand, setting a deadline to get a job is a lot of pressure to put on yourself, especially in this economy. Missing a goal can also be demoralizing, especially if you did everything you could to make it a reality. Is a little extra motivation really worth potential disappointment?

Setting a specific date to get a job is ultimately something that will do more harm than good. Setting an arbitrary date for something as important as employment is only setting yourself up for disappointment. This doesn't mean you should take your time trying to get a job. On the contrary, you should work everyday on your various job search activities to improve your chances of being hired. Just don't overwhelm yourself by setting goals for thing you can't control.

What do you think? Voice your opinion on this topic by posting in the comments section below.

Director Of Development Wanted

The Backstretch Employee Service Team (B.E.S.T.), a health and social welfare nonprofit, is looking to hire a Director of Development to help with the organization's fundraising efforts.

Reporting to the Executive Director, the Director of Development will be responsible for researching potential funding sources for B.E.S.T. from foundations, government agencies, and individual donors. The chosen candidate will also write grant applications, and assist with various projects and events. This is an ideal position for job seekers who already have significant experience in fundraising.

Speaking of qualifications, B.E.S.T. wants all applicants to know that they must meet the following requirements to be considered:

• Five years of experience in nonprofit fundraising.
• Demonstrated success at winning grants from private, public, or individual sources.
• Experience leveraging social media sites as marketing channels for individual donations and creative sources of funding.
• Excellent written and verbal communication skills.
• Bachelor's or Master's Degree in Human Services, Public Health, or related field.

Are you interested in this position? Head to our career center to read more about it, including instructions on how to apply.

5 Questions For Career Beginners

Congratulations, you graduated from college! Now comes the real hard part: Starting your career.

Individuals who are just starting their foray into a serious career have a lot going against them, especially in this competitive job market. There are jobs out there for the taking, and it will probably be tempting to take the first opportunity that comes your way. Before seriously considering the position, however, you should ask these five questions to make sure you are making the right choice:

• Does the job offer enough training? You should ask the employer about initial and ongoing training, and you should be comfortable with their response. If you don't think you will be able to do the job, you should consider looking elsewhere.
• Are there opportunities for growth? It may be your first job, but that doesn't mean you should accept a position that will stunt your career path. Being stuck in one position for a long period of time can seriously hinder your career development.
• Will there be opportunity for you to work independent of close supervision once you are finished with the proper training? You will always be reporting to a superior regardless of the job, but you should also be able to do your work without constant supervision if you are to develop as a professional.
• Are the tasks you will be assigned interesting and challenging? Satisfaction at work often comes from doing jobs that stimulate you mentally. You don't want to be in a situation that only gives you work that can be easily completed. This will only lead to boredom and, inevitably, burnout.
• Finally, will your supervisor be able to develop a relationship with you that will increase your knowledge of the organization and the industry in which you work? When you first start the job, your supervisor should give you direct feedback on your performance, and he should introduce you to the rest of the staff and acclimate you to the organizational culture.

4 Ways To Get A Job Interview

The best way to get a job interview is to have an impressive resume and cover letter, but those aren't the only things in your control. There are plenty of other techniques that will improve your chances of getting noticed by hiring managers. Below are four tips that will help you accomplish this goal:

• Contact the Employer Before Sending Your Application: Unless the job description specifically asks for no phone calls, you should contact the hiring manager before sending your resume and cover letter. The purpose of your call should be to express your interest in the job, and to give a brief elevator pitch explaining why you are qualified.
• Promise a Follow-Up: End your cover letter with a statement that shows your intention to follow-up with the employer within the next few days. This will show that you are proactive, a quality that is very attractive in potential employees. Of course, if you promise to contact them within a certain time frame, make sure you actually do.
• Have a Purpose With Your Subsequent Follow-Ups: Sometimes you will not hear back from the employer after your initial follow-up call. If you don't hear back within a few weeks of your initial message, try calling the individual again but make sure you have a purpose. For example, you could call to ask whether a timeline has been established for potential interviews.
• Keep a Contact Log: Keep track of all the individuals you have contacted. This log should include a copy of the job description, the file names of the resume and cover you used, contact dates, and the name of the hiring manager with whom you talked. 

Should You Change Accounting Software?

Bumping this post as a reminder for those who have not yet registered.

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Are you struggling with financial reporting and analysis? Are excel driven manual processes draining your accounting team’s productivity? It’s time to consider new accounting software for your nonprofit, but for what should you be looking?

In The NonProfit Times' latest webinar with Intacct Corporation, all the information you need to decide what type of accounting system your organization needs will be discussed. Speaking during the event will be Bob Blake, founder of Xanergy, and Taylor MacDonald, vice president of channels at Intaact. Both men have decades of combined experience in the accounting software industry for nonprofits, and their tips will be valuable to showing how to simplify the process of selecting new software for your organization.

Here are a few of the topics that Taylor and Bob will be touching on during the webinar:

• Determine what you need from a new accounting system. 
• Make sure the system you select maximizes financial transparency and accountability to the board.
• Find the right vendor by following these 5 best practices. 
• Take advantage of new options made possible by cloud computing. 
• Calculate the ROI you can expect from a new cloud financial management and accounting system. 

As always, it is completely free to register for this webinar, which will begin on September 26 at 2:00 PM EST. Sign up today and learn how you can get your organization on the right track when it comes to accounting.

4 Networking Pitfalls

Networking is one of the best ways to improve your chances of finding a job. If done successfully, you will have a wide range of contacts who will do what they can to find opportunities for you. There is such a thing as bad networking -- and it can do more harm to your chances than if you didn't network at all.

On the surface, it makes sense to interact only with those individuals who have the same interests and skills as you. In reality, however, these contacts are unlikely to get you to the next level. In fact, they may view you as competition. This is not to say you shouldn't have anybody in your network like this; you should just make sure to have a more diversified contact list.

Another bad networking habit is only beginning the process when you don't have a job. You should really be working to make new contacts even when you are employed. Desperation is no way to conduct a job search, and having ready-made contacts to turn to if you become unemployed will be useful. Start developing relationships today but remember, don't ask for favors right away.

Job seekers sometimes make the mistake of choosing quantity over quality. In other words, they have hundreds of contacts, but have neglected to cultivate real relationships with most of them. It's much more effective to have a handful of really good networking contacts than to have hundreds with whom you have no connection.

Finally, you should know exactly what you want when you begin your networking. You obviously want a nonprofit job, but what kind? What position are you specifically looking to obtain? If you don't know what you are looking for, how can someone else help you?

At the end of the day, networking is what you make of it. If you put a lot of time and effort into it, you will get great results. But if you don't take it seriously and make mistakes like the ones listed above, it's not likely to help you much.

Wanted: Chief Financial Officer

UPDATE: Glenelg Country School is also looking to hire a Director of Development. Check the job posting for more details.

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A quick look at the Nonprofit Job Seeker will reveal that many organizations are searching for high-level executives. This trend continues today with our latest featured nonprofit job.

The Glenelg Country School in Maryland is looking to hire a Chief Financial Officer to carry out the mission of the school in  the financial, business and operations areas. The chosen candidate will begin on July 1, 2013 and will report to the Head of School. The CFO is a member of the Head’s Senior Administrative Team, interacts closely with various committees of the Board of Trustees and is responsible for stewardship of the school’s financial and physical assets, budgeting, investments, financial planning and plant operations.

It goes without saying that this position will require applicants to have a pretty extensive resume. Here are some the qualifications for which Glenelg Country School is looking:

• MBA or CPA in related field;
• Minimum of ten years’ experience in senior leadership role in a non-profit educational setting preferably with five years as CFO or equivalent; and,
• Knowledge of fund accounting, developing and managing budgets, strategic resource allocation, financial reporting and forecasting, and facilities management.

Head over to our career center to read more about what it takes to become a Chief Financial Officer.

6 Job Search Myths

People tend to follow conventional wisdom when they approach something that is new. Take the job search, for instance. People looking for work will often get advice telling them what they should and should not do. Much of this information is spot on, but there are some statements out there that simply aren't true.

Myths exist in almost every field and are usually rooted in truth. Most of them are harmless but in the job search, they can do a lot of harm. Here are some of the most popular falsehoods out there:

• There are no jobs available: Just because the economy is bad doesn't mean there are no jobs. A quick look at our job board will show you there are lot of organizations looking to hire. It's just that it's much harder to get a job because there is so much competition.
• All good jobs are found online: While a lot of companies post their open positions online, that's not the only place you can find them. You can still find a a lot of quality jobs through traditional career networking.
• Don't bother with temp jobs: Temporary positions and internships can actually be of great help to you. In many occasions, they can even lead to full-time jobs.
• Being unemployed long-term will hurt your job prospects: This is only true if you don't spend your time wisely. Look for volunteer positions while you are out of work so there won't be big gaps in your resume.
• Take what you can get: The worst thing you can do is to settle for a job you don't really want. This can be disastrous for your future career prospects, as you will need to explain why you took a job that is below your skill level.
• Employers don't take social media seriously: This couldn't be further from the truth. Employers regularly search through candidates' social media profiles, as it gives them a better idea of who the applicant really is.

Sound Telecommuting Policies For Nonprofits

The topic of telecommuting has come up on this blog in the past as it relates to job seekers. Should they consider it when applying for work? What is the advantage of working from home as opposed to at the office? These are all questions that have been discussed in previous posts.

As big of an issue as it is for job hunters, telecommuting affects employers just as much.

Having employees work remotely can sometimes be a hassle. While technology has allowed remote workers to better interact with their co-workers, it can still be hard when an individual is not around to give instant feedback. Any nonprofit that allows telecommuting must have sound policies in place to make sure things run smoothly.

Jeff Tenenbaum, who chairs the Nonprofit Organizations Practice Group at Venable LLP, suggested several components that organizations need to include when creating telecommuting policies. These include:

• A clear definition of “telecommuting” for purposes of the telecommuting policy and any agreements between the employer and the employee;
• Easy-to-understand eligibility requirements;
• The steps of the telecommuting-approval procedure;
• Clarity that participation in the telecommuting program is a privilege and not a right, subject to revocation at any time for any lawful reason;
• Notice that abuse of telecommuting can result in disciplinary action, including termination;
• Understanding of the employer’s right to inspect the home-based work environment;
• A non-disclosure and confidentiality agreement;
• Statement of the employer’s right to change the terms of its telecommuting policy; and,
• Clear language that the telecommuting employee is expected to meet the same performance standards as on-site employees.

Featured Nonprofit Job: Raiser's Edge Database Supervisor

The worst part about vacations is having to get back to the job search after a relaxing weekend. It can be frustrating looking for work after a bit of a layoff. To help get you back in the swing of things, take a look at this just-posted featured nonprofit job from the Girl Scouts of Greater Los Angeles (GSGLA).

The organization is looking to hire a Raiser's Edge Database Supervisor to maintain the integrity of all donor records. Raiser's Edge is a donor database program designed by nonprofit software giant Blackbaud, so you must have advanced knowledge of the program if you are to be considered. Other duties performed by this position include:

• Supervising the Database Assistant to oversee the processing, acknowledgement, maintenance, and reporting of all donations and pledges.
• Providing accurate weekly, monthly, quarterly and annual donor reports with analysis for Executive Leadership Team.
• Working with the Fund Development team to create new reports and track donations against the annual revenue budget.
• Serving as the primary liaison between Fund Development and Accounting to ensure monthly reconciliations and provide support for the annual audit.
• Overseeing the processing of donations from Raiser’s Edge Interactive Net Community, other online giving portals, and the GSGLA membership database.
• Running mailing lists for all GSGLA appeals and publication mailings. Provides training and technical support for GSGLA staff as needed.

As was mentioned before, candidates must have an advanced knowledge (minimum of 5 years) of Raiser's Edge to be considered for the position. The other qualifications for the job are as follows:

• High proficiency in Microsoft Office applications, especially Excel and Word.
• Strong organizational skills and attention to detail.
• Ability to work with people at all levels of the organization and to provide Board and Executive Leadership Team with accurate and clear reporting.
• Ability to communicate effectively both orally and in writing. Excellent customer service skills and ability to work well and cooperatively under deadlines.
• Bachelor's degree in Computer Science or Information Technology preferred.

If you meet all of the above requirements and are interested in the job, head to our career center to read more information and apply.

The NonProfit Times' September Issue Is Now Online

I'd like to take a break from the job search for a moment to announce to our readers that the September 1 issue of The NonProfit Times is now online for your reading pleasure.

The September 1 edition of NPT focuses a number of major issues in the nonprofit sector today, from professional development to management concerns. Let's take a look at the articles and columns that appear in this issue:

Special Report

• Professional Development/Continuing Education: This month's special report focuses on the different levels of difficulty that come with pursuing continuing education in the nonprofit sector.

Articles

• Mergers Keep Doors Open, Refocuses Management: It’s unclear precisely how many charities have closed as a direct result of the recession or whether they’ve merged with other nonprofits. At the very least, industry analysts say, there’s much more discussion about mergers and strategic alliances or partnerships these days.
• Musical Chairs At Komen, Brinker Stays And Goes: A media firestorm regarding pink powerhouse Susan G. Komen for the Cure defunding of Planned Parenthood, and its eventual reversal, started this past February and put the organization in the spotlight for reasons unrelated to its usual marketing prowess.
• With Election Around The Corner, Charities Must Tread Carefully: Guest authors Janice M. Ryan and Ronald M. Jacobs present an in-depth guide of what 501(c)(3)s can legally do in terms of political advocacy.

Columns

• Stage One Is Denial: Our editor-in-chief Paul Clolery thinks Nancy Brinker needs to leave the organization, rather than just switching roles.
• Time, Task And Turf: Frequent NPT contributor Thomas A. McLaughlin shares the three areas that are most likely to shape board member behavior.

Head over to the NPT website to view these articles and, if you have a digital subscription, view the whole issue.