Chief Executive Officer Salary - Big Brothers Big Sisters of Puget

BIG BROTHERS BIG SISTERS OF PUGET SOUND
Big Brothers Big Sisters of Puget Sound 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—$165,000 (DOQ)
Excellent Benefits Package
BIG BROTHERS BIG SISTERS OF PUGET SOUND
Guiding Principles
Big Brothers Big Sisters of Puget Sound (BBBSPS),
serving King, Pierce, Kitsap, Jefferson & Clallam
Counties, 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.
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We will manage risks smartly.
History
In 1957, Big Brothers Association of Seattle was
Child safety is our paramount concern.
formed to match boys from fatherless homes
with positive, male mentors. In 1961 the group
We will continue to stress and improve the was officially affiliated with Big Brothers of
quality of programming even as we
America. Big Sisters of King County originated
continue to grow.
in 1973, focusing on at-risk girls. In 1999 the
two groups combined to form Big Brothers Big
We are committed to sound financial
Sisters of King & Pierce Counties, and in 2004
management, with appropriate growth in began providing service for Pierce County as
programming when possible. We will serve well. In 2007, the organization was rebranded
as much of the need in our community as
as Big Brothers Big Sisters of Puget Sound
can be done with short and long-term fiscal (BBBSPS), and in 2009, BBBSPS acquired related
responsibility.
programs from a Tacoma-based non-profit
called Read 2 Me. BBBSPS is one of Big Brothers
Program success will be validated by
Big Sisters’ largest affiliate programs in the naquantifiable outcome-based evaluations. tion.
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We will develop new funding capacity.
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Resources that are "brand right" and
reflect our values and mission.
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We have an obligation to donors to keep
them well informed and to help celebrate
our program success.
BBBSPS carefully matches mentors and children, called Bigs and Littles, to create one-toone mentoring relationships. Partnering with
actively involved community members, BBBSPS
nurtures positive relationships and supports
children with opportunities to grow and learn.
Currently the 12th largest agency in the country,
BBBS celebrated its 50th year of service in 2007.
• We will continue to elevate our
In 2008, BBBSPS had about 2,500 mentoring
organization.
matches. The desire is to increase the number
of matches when finances will responsibly al• Our staff will be "best in class."
low. A previous goal of 5,000 matches by 2012
had been set in 2007, but due to the economic
The Board of Directors will provide leadership downturn of late 2009, this goal has been
shelved in favor of stabilization of programs,
in three key areas: Fund Development,
expenses and revenues.
Governance Policy, and Strategic Planning.
BIG BROTHERS BIG SISTERS OF PUGET SOUND
Our Programs
BBBS offers three main types of programs to
support one-to-one relationships between
mentors and children:
The Position
The Chief Executive Officer of BBBSPS is responsible for providing strategic and visionary leadership, setting and implementing the mission,
vision, and goals of the organization. The CEO
Community-based programs: Volunteers in will visibly and actively work with community
the community, or “Bigs”, spend time with their and business leaders to continue to create sustainable growth for BBBSPS while expanding
“Littles” several times a month for an hour or
more a week engaging in activities they enjoy internal and external relationships important to
together. From activities like visiting the zoo, to the organization. The CEO is accountable for
financial management, program management,
just enjoying an ice cream cone together, this
personnel management, community support,
program is about spending time together, as
and fundraising activities.
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 selfconfidence, and had a better overall attitude
toward school. The programs acquired from
Tacoma’s former Read 2 Me fall under this
category.
The CEO will be the chief liaison with public and
private donors, external organizations, political,
business, education, and social service leaders.
Issues and Priorities
• The CEO will invest necessary time and effort
forming relationships and building trust with
the Board, leadership team, all members of
the staff from executive to line, and donors
(including individuals, companies, foundations, and government organizations). The
CEO will familiarize him/herself with the culture of the organization and get up to speed
on current budget and financial position.
Children of Incarcerated Parents Program:
• As the key spokesperson for BBBS, the CEO
There are 21,000 children in Washington with a
will need to familiarize himself/herself with
parent in a State prison. In partnership with
and expand the network of community conMcNeil Island Correctional Center and the
tacts and local stakeholder constituencies,
Puget Sound Education Service District, BBBSPS
while advancing the organization as one of
provides positive adult role models for children
the top ten non-profits in the region.
with incarcerated parents.
• The CEO will be able to effectively monitor
Other programs have been piloted in the past
current economic conditions and make adtwo years, such as those focused on Latino
justments to assure that the financial health
youths or aiming to get Littles more physically
of the organization is maintained. The CEO
active, and are still in development.
will be ready and willing to take the organization to the next level by increasing the territory and span of outreach and growing the
organization when appropriate, according to
fiscal stability and strength.
BIG BROTHERS BIG SISTERS OF PUGET SOUND
Issues and Priorities
• The CEO will review and revise the organization’s
strategic plan to account for the economic
downturn of 2009. It is imperative that the
infrastructure in both systems and human
capital be positioned to be at a sustainable level
for successful short and long-term operations.
• 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 need for big brothers
and eligible little sisters, particularly in diverse
demographics, and help develop further
strategies for increasing the number of
volunteers.
• The Board is currently evolving from a “working
Ideal Candidate
BBBS seeks a visionary leader 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, business-savvy individual, with demonstrated business and nonprofit executive management experience.
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.
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
Excellent communication and public speaking
identify appropriate selections for successful
skills are essential to the CEO’s success. As the
committee assignments.
organization’s key spokesperson, the new CEO
• The CEO will creatively develop and implement will communicate messages to the staff, Board,
and community at large. A strong positive presaggressive fundraising strategies. Continuing
ence and the ability to communicate with difund development for the organization as a
whole is crucial, and the need for more creative verse parties are essential, as is the ability to
listen and reflect. The ideal candidate will have
fundraising, individual and major donor
demonstrated success working with a dynamic
development, and grant funding is a priority.
and energetic Board, and will have previous
• Several exciting events are held each year to success reporting directly to a Board Chair. Actrecruit volunteers, honor the organization’s ing as the chief liaison between the 30 member
mission, and raise funds for the programs. The Board of Directors and the 57 member staff, the
largest is the annual “BIG Event”, BBBSPS’s CEO will need to have experience tailoring efpremier fundraising event and one of the fective communication between the Board and
longest-standing auctions in Seattle. The CEO staff. In addition, the CEO will be capable of aswill actively familiarize himself/herself with these sisting in the transition of a Board evolving
events and the processes associated with them from hands-on management to strictly strategic
and fundraising capacities.
in order to produce highly successful results.
BIG BROTHERS BIG SISTERS OF PUGET SOUND
Ideal Candidate
A strong sense of financial acumen and business
sense is crucial for the success of the new CEO.
The organization has not been immune to the
current economic challenges and a financial
vigilance is an immediate need. 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
dramatic change over the past five years. The
ideal candidate will be someone who has
demonstrated his/her ability to build a stable
foundation even in the face of growth and
change. Staff morale is extremely important and
the new CEO will need to connect with the
current teams and successfully build new leaders.
To Apply
Big Brothers Big Sisters of Puget Sound is an
equal opportunity employer and all qualified
candidates are encouraged to apply. Please
send your resume and cover letter (email preferred) no later than October 28, 2009 to Lisa
Serving as a Big is not required but would be Stavros ([email protected]).
preferred. Professional or personal experience in
child-mentoring programs or related activities
will be helpful to quickly understand the core
mission.
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 is
highly desired.