7 Steps to campaign end reporting success

By Maureen Procopio

The University of Oregon just wrapped up a historic campaign. Telling the story of our $3.24 billion campaign through data has been a blast! Knowing how all the data puzzle pieces fit together was exhilarating. The building blocks for all of this were data, stories, and partnerships.

Here are 7 steps to have in place for nimble campaign end reporting. Depending on where your advancement team is on the digital transformation continuum, reporting, analytics, communication, and staffing are all relevant considerations as you think about all of these ideas. Then check out how we did with our honest assessment.

Step 1: Assemble a small campaign end reporting team

Campaign storytelling requires campaign data and donor information to come together to create compelling narratives. Campaign end reporting teams include: the campaign strategists and directors accessing data from analytics and reporting colleagues; they are the stewardship and principal gifts directors collating and collecting years of donor experiences and stories. Communications partners must weave this information together for compelling, inspiring campaign storytelling.

Campaign fundraising data and donor information are two buckets of information collection and analysis and must be effectively funneled to the communications partners. Consider this:

  • Assign a campaign fundraising data lead who knows the data inside and out.
  • Assign a donor story/information lead who knows the big gifts, impact stories, and narratives.
  • These leads must funnel the right information to the communications team to create the collateral for press releases, social media content, interview notes, and website updates.
  • These leads work to validate the data and information in draft documents.
  • Communications partners coordinate rollout plans and timelines with stakeholders.

Step 2: Establish the communications and rollout timeline

Set up a timeline with an “order of operations” that includes stakeholder groups and by-whens, such as:

  • what reports need to be run when;
  • who needs to know what by when;
  • what emails should be sent by what date.

Ideally, all of this would be in a workflow/project management software with assigned staff. Consider the timing of campaign press releases with units and DOs wanting to communicate with their donors and alumni. Where does your alumni association fit in? Partner along the way with this well-connected, dynamic team.

Step 3: Determine campaign data points for storytelling

Invite stakeholders into the discussion about what campaign data points will be important to convey to your audiences. Don’t make it too complicated and keep new analytics to a minimum. Start with the data sources that already exist.

Define with your stakeholders who your audiences are. The data will be different for boards, deans, staff, etc. The ideal scenario is to establish a common dataset that serves as many audiences as possible.

Pro Tip: Create a common dataset for all the data that you’ll need for campaign-end reporting.

  • Test it out for a few months before your campaign end date.
  • Stick to the data points that you have reported on for years. Everyone is used to these, they’re familiar.
  • Include new data points and analysis as questions arise and consult with others about how they’ll serve the campaign storytelling.
  • Keep new analytics to a minimum.
  • The common dataset should be accessible to your entire campaign reporting team.
  • Build charts and interpretations that are accessible and easy to roll out to colleagues.

Use the comprehensive campaign reporting framework to inform your unit campaign reporting framework. The big campaign picture should inform the unit pictures.

  • Similar data points for unit campaign reporting allow for cohesive storytelling.
  • Prepare data requests in tandem at the unit level.
  • The common dataset is a framework that’s updated at the unit level.

Step 4: Seek feedback to create the most effective information packets

Your goal is to create information packets that help them understand how their area performed in the campaign. So ask some colleagues, What do you want to know? What do you need to know? Invite colleagues to be sounding boards and testers for an effective rollout of campaign information. This feedback is especially useful when gaining insights into how the information will be used, which feeds into the most effective way to package data and information.

Partner with development assistants, stewardship (unit and central), prospect management, communications, and colleagues interacting with an advisory board. You might just learn information that causes you to head back to steps 1, 2 or 3.

If you create it in a silo, you may as well keep it in a silo.

Step 5: Streamline unit campaign information packets

Approach unit campaign reporting in a streamlined and unified process. Once you have your feedback from stakeholders and partners, be transparent about what units and stakeholders can expect: packets of data and reports prepared for them; a level of self-service options that they can conduct on their own; as well as ad hoc analysis as needed.

Pro Tip: For unit campaign reporting, we called this the “90-10” approach, where 90% of unit campaign reporting was delivered to the units as a streamlined and uniform approach. All units received the same reporting packet tailored with their data, reports, and slide deck, and we expected that it met 90% of their needs. There was an expectation that units would use self-serve reporting and analysis for additional data points beyond what was delivered. This approach helped units hit the ground running, and saved a lot of time for the campaign reporting team.

Some units may not meet their campaign dollar goal. As mentioned in the “how’d we do” section below, there’s an opportunity to help provide storytelling for both sets of units.

Step 6: Implement a thoughtful rollout plan

Implement a transparent communication process for your stakeholders and colleagues to keep informed. Communicate to colleagues regarding campaign end reporting telling them what they can expect, by when, how it will be shared, and what to do if they have questions. Do this a month ahead of the campaign end date, then a week ahead of the delivery date.

Pro Tip: Asking DOs for their donor and gift stories along the way may alleviate the mad dash for communications “call for stories” post-campaign.

Where will you store and share reporting?  Establish file sharing processes well ahead of time. Using OneDrive or shared file systems removes the confusion of multiple versions of documents. Don’t overlook file security and donor privacy.

Pro Tip:  Create a OneNote document guide that walks your users through packet contents, FAQs, expectations and next steps, self-serve reporting instructions, and who to contact for help.

Step 7: Activate your plan and expect the unexpected

It’s time to place your faith in your plan. Remind partners and stakeholders of the timelines, deliverables, and expectations. Activate the plan and expect unexpected and ad hoc requests. For us, we received several unexpected data requests. Fortunately, these were all easy to answer as a result of our common dataset.

Pro Tip: Alert colleagues that they must not share totals (grand total or unit totals) before the public release. You don’t want anyone to spill the beans before the big reveal, including the president.

We implemented a clear decision-making protocol to handle unexpected requests for campaign data before we were ready to go public. Because of our protocol, we weren’t confused or uncertain about what to do.

As we geared up for the public announcement, be ready for press organizations asking for fact-checking and backup data. Carve out time, be responsive, and be patient.

How did we do? An honest assessment

The bulk of the feedback from the reporting roll-out was supportive and constructive, with ideas for future and ongoing applications. Here are a few things that didn’t go perfectly:

  • The timing of our press release was delayed placing the public rollout on hold. We did not keep colleagues updated on the delay, causing some confusion about when they could update their stakeholders and share reports.
  • The campaign packets were geared more so for units who hit their dollar goals, therefore helping to convey those success stories. A few units did not meet their campaign dollar goals. Units not hitting their dollar goals have a different, yet equally compelling story to tell. The unit campaign reporting packets could have been proactive in helping both sets of units tell different stories.
  • We used OneDrive file sharing, but the accessibility glitched along the way for some colleagues.
  • A unit director decided to not use the campaign packets and so used their shadow dataset instead. (note: apparently shadow datasets continue to exist)

 

Preplanning means a stress-free campaign end

Campaign end reporting and storytelling is one of the best campaign phases. It’s a blip of time not recognized on that timeline the campaign consultant gives you when an organization starts a campaign. Implementing these steps will give you confidence in this reporting phase. Make this your favorite campaign phase, and one that is mostly stress-free with planning, preparation, and partnering. It will result in compelling storytelling and memorable narratives.

By Maureen Procopio
Senior Director, Campaign Strategy and Institutional Benchmarking
University of Oregon Advancement
541-346-2061

Feasibility Studies are a Team Sport

By Maureen Procopio

Congratulate Ginger on her new position at the University of Oregon!  So says my LinkedIn email announcing another DO on a new, awesome job adventure. This got me to thinking: 1) There are jobs during the pandemic. 2) Organizations are hiring. 3) Ginger likely vacated another job which leaves another institution with an opening…which they may or may not refill.

According to GG+A’s June 8, 2020, weekly COVID-19 impact survey, 72% of advancement offices implemented budget cuts and controls, and 63% put hiring freezes into place. Regardless, shops will continue to hire when the absence of a person in a role will adversely affect the institution, but we must do this smartly.

Which brings me to what I’m proposing today: Combine internal data analysis with the perspective of your talent management team to make data-informed position decisions. In partnership with the UO’s Senior Director of Strategic Talent Management, Chelsey Megli, we began analyzing a unit’s performance data before they decided to refill a position.

The feasibility study asks, Is it feasible to hire? At what level can we support this unit? Our partnership is about layering the talent management side of advancement, with the prospect data and fundraising metrics side of advancement, and bringing this to stakeholders.

Providing feasibility studies in partnership with talent management is very rewarding, where data-informed decision making is actionable. Let’s walk through how this looks.

Discretion, impartiality, curiosity

The data represent years of hard work and deep relationships. The outcomes could reveal unexpected insights regarding the unit or personnel. These should be treated discreetly and respectfully. The analyst should approach the insights curiously and without conclusions. Ask questions instead of passing judgments. The analysis should be impartial to allow those with the vested interest to have all the information they need to make the right decisions.

The parties involved

As potential openings emerge, a partnership among the talent management director (or HR director), the data or business analyst, and the unit head is the basis of a great feasibility team.

  • The talent management director will give the talent perspective regarding the resource and budgetary landscape. They’re taking into account several information sources including internal and external talent, leadership opinions, and will want the decision-makers to balance all of these perspectives. They will be close partners with the analysts.
  • The analyst takes on a diplomatic role providing neutral, data-informed reports. They have access to and understanding of: prospect and proposal data, contributions (fundraising) totals, and the campaign (if relevant). They should bounce interpretations of data off of the talent management partner early and often. Critical thinking is key here.
  • The unit head has a “vested interest” in filling the position. This person may struggle with impartiality because they’re aiming for quickly refilling the role or perhaps wanting to fill the role at a preconceived level. Conversely, this person may be the requesting party and could be a ready partner who is open-minded to receiving the analysis.

Some scenarios

Here are two feasibility studies and outcomes.

A professional school on campus had a director of development position opening. The expectation was to hire an assistant director of development.
  • From the donor data, we saw 96% of giving residing at the lowest levels of the giving pyramid, resulting in recommendations for engagement and pipeline building opportunities
  • Very few gifts and prospects resided at the higher levels of the pyramid (major and principal giving levels).
  • Additionally, we discovered declining enrollment numbers for 10 consecutive years, which resulted in declining alumni and therefore declining donors at all levels. This will affect current and future pipeline growth.
  • With that analysis, our feasibility team recognized an opportunity for elevating a current team member and validating the hiring of an assistant director of development.
  • The data we used included: donor counts by range (5 years), total giving by range (5 years), prospect and potential counts, as well as our institution’s IPEDs enrollment trends data.
A cultural program was deciding how to fill two open development program positions.
  • We used proposal outcomes data to understand the team performance with the number of solicitations funded and declined, as well as the dollars raised by these development officers. What was found was that the biggest gifts were received by non-unit DOs.
  • Further, we found that deferred solicitations were not showing up as we would have expected. This could help shape potential future deferred giving conversations.
  • After diving into the data, we recognized a dearth in grant dollars, causing us to ask what this meant. We were surprised by this because the prior position emphasized grant writing.
  • Campaign projection scenarios were created to illustrate different ways to achieve the unit goal.
  • With these insights, the feasibility team was able to make recommendations to the unit lead.
  • The data we used included prospect and proposal data, as well as fundraising totals for the campaign.

The recommendations

Consider providing a menu of potential scenarios and recommendations for future steps. Solutions are not the end-game… finding insights are. You can do this effectively in charts and bursts of information.

Layout strategic approaches with tactical partnerships. Your analysis may find not only insights for a talent-related decision, but also impacts for improved unit effectiveness. If you believe there’s stakeholder appetite, go that extra mile to identify strategies and partnerships to work with these insights. Clearly state the unanswered questions and your future recommendations. Don’t leave anyone guessing.

When and why you’re using the report

The analyst will partner with the talent management director to present the findings and recommendations. Whereas the analyst plays the neutral and objective party, the role of the talent management director adds the right interpretation and flavor for the unit head to create a menu of options to move forward with data-informed scenarios. The meeting should be a dialog with questions, and contextual explanations and offers of additional analysis. Future uses of the report include:

  • Packaging your case for your budget manager and HR director.
  • Making the case to hire the position with your VP, AVP, dean, provost, and other stakeholders.
  • Starting conversations about organizational changes in your team or unit.
  • The talent management director can use the analysis to inform conversations with prospective candidates or search firms.
  • Once hired, the analysis can be implemented as a tool for onboarding.

Smaller shops and non-higher ed

This approach fits our large advancement shop. Smaller shops or non-higher ed may not need to dive as deeply into your data. Brainstorm with your analyst the questions that will provide insights into and direction for the stakeholders in your staffing decisions. Some ideas that may inform your hiring and/or resource investments:

  • What is the age of your donor population by giving range?
  • What regions are your gifts predominantly flowing from?
  • If you are in a campaign, calculate different scenarios for achieving the goal. What type of hiring would it take for each scenario?

Wrap up

Feasibility studies are a way to use data to impact organizational decision making. Hindsight is 20-20, and we can use that to be informed in our future decisions. In looking at the data and the personnel we’re able to make data-informed recommendations on future-state staffing for that team. My partnership with talent management has provided many insights and allowed for data-informed strategic decision making. So go for it! Be a team player with TM!

I want to hear from my TM colleagues. How have you partnered with your data analysts to inform your own strategies?

By Maureen Procopio
Senior Director, Campaign Strategy and Institutional Benchmarking
University of Oregon Advancement
541-346-2061

Who’s Ginger?

The Difference Makers

By Maureen Procopio

Elevating campuses to their next level of greatness in research, student success, and programmatic innovation in the new-normal (post-pandemic) will require building a critical mass of donor relationships, the segment of donors who we’re in a relationship with that we can count on in good times and bad.

The pandemic crisis has caused an outpouring of support for campuses. The mid-pyramid donor segment has been the difference maker at this time. They have stepped up as a giving segment to make critical and targeted impacts.

More than just dollars

Are dollars the only indicator of success for campaigns? Prior to the pandemic, I researched the public campaign goals of twenty institutions investigating whether any had set non-dollar goals. While all celebrated progress toward their public dollar goals, only three referenced a public engagement goal, and just one publicly touted their first-time donor count. Dollars matter and so do relationships. Attaching an engagement goal to campaigns implies that relationships are also an important outcome for a fundraising campaign. Building a stable foundation of relationships can set institutions up for stability in times of crisis.

The difference makers

During the pandemic, donors at all levels have responded to calls for campus crisis funding and needs, but early indications suggest that the mid-pyramid segment has been the difference makers.

Their giving in critical mass resulted in rapid change, by aiding our students in crisis. Additionally, as we met the immediate needs of our students, we also have been evaluating the longer-term needs of infrastructure in the new normal: research, science, technology, and sustaining student success in a post-pandemic era. This transformation will require our loyal, principal gift-level donors to step up for our institutions.

To survive the next crisis, institutions should have a strong and deep base of relationships at the ready to immediately activate. How do you embrace the newly-emerged difference makers and build relationships with this segment? To emerge from that crisis, institutions must rely on their principal gift donors. Combined with the difference makers, the change can be transformative.

Next steps and calls to action

In partnership with your advancement leadership and campaign strategist, consider these questions with prospect research and analytics, as well as talent management and/or financial services.

  1. Assess staffing and resource investment: What’s your staff and resource investment in the different donor segments?
  2. Assess metrics and KPIs: Do your metrics or key performance indicators incentivize engagement and relationship building?
  3. Prepare your pyramid to identify your different segments based on relationships: Do you have ways to measure the strength-of-relationship for a donor segment? Such as an engagement score?
    1. Does it make sense to create pyramid scenarios that represent transformational change and crisis mode?
    2. Can you emerge a segment of “difference makers”?
  4. Attach importance to engagement: What are your non-dollar campaign goals? Are they publicly stated?

Answering these questions can help you understand the balance your organization places between growing the critical mass parts of the pipeline and the transformational giving at the top of the pyramid.

I welcome questions and thoughts on how we can continue to think through this.

By Maureen Procopio
Senior Director, Campaign Strategy and Institutional Benchmarking
University of Oregon Advancement
541-346-2061