CASE discourages commission-based compensation for all fundraising employees of member institutions. It is recommended that all fundraising staff work for a salary, retainer, or fee, not a commission. Compensation should be predetermined and not based on a percentage of funds raised.
This recommendation is based on the following beliefs:
Approved in 1991 and reaffirmed in 2005
The Principles of Practice for Fundraising Professionals at Educational Institutions indicates that in addition to not accepting external compensation for the receipt of a gift or information leading to a gift, individuals will:
Approved in 2005
Supplemental compensation, often described as a bonus, is a form of additional, performance-based compensation beyond base salary designed to motivate and recognize positive employee performance and/or the achievement of specific goals. Those goals may be expressed in qualitative or quantitative forms and may focus on the achievement of certain thresholds or benchmarks.
When making compensation decisions, CASE urges institutions to consider underlying principles, including the importance of adherence to the institution's mission, values and strategic goals; the importance of relationship building with constituents; and the value placed on collaborative teamwork.
While CASE strongly opposes paying fundraisers a commission, we recognize that some forms of supplemental compensation may be appropriate and represent sound management practice.
CASE offers the following guidelines regarding supplemental compensation programs to be applied to all institutional staff members or teams engaged in fundraising, including institutional leaders and fundraising professionals.
Note that these guidelines should be considered within the context of an institution's existing compensation policies and are not intended to preclude or substitute for those policies.
Supplemental compensation programs should:
Approved in 2010
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