A L O O K I N T O N O T- F O R - P R O F I T C A M P S B E C O M I N G M O R E P R O F E S S I O N A L A N D P R O F I C I E N T F U N D R A I S E R S
YOU GOTTA HAVE HOPE…AND COPE©!
Presented by: Bob Demont, CFREPete Hare, Ex. Dir., Keewaydin Fdn.
91st Annual Conference
March 30, 2012; 9:00am-10:15amManchester, NH
4 LESSONS LEARNED BY THIS COUNSELOR
Lesson #1: Camp Does Make a Lasting Difference in the Lives of Campers…AND Counselors!
“CHIEF” & “PEG”
“Chief” Dave and Peg Mason, Camp Agawam Directors (1957-1986)
ALFRED G. "WABOOS" HARE(1914-2011)
Keewaydin Director (1945-2000)
“COACH”
“Coach” Bob Demont and campers in the Summer of 1974.
Main Idea Alumni Staff: Karl and BJ
FORMER CAMPERS, NOW STAFF
Lesson #2: “Ask for Money, You Will Get Advice. Ask for Advice, You Will Get Money.”
Lesson #3: Fund Raising Can Sustain a Camp for a Generation
ACA-NE Presentation (2006):
4 TRADITIONAL CRITERIA FOR CAMPAIGN SUCCESS
(2006 SURVEY OF 29 CAMPS)
1. A Compelling and Urgent Case/ Need/ Opportunity
2. Sufficient Donor Prospects
3. Strong Leadership
4. Investment in Staffing
KEEWAYDIN FOUNDATION’S DIRECTOR AND BOARD TOOK THE PLUNGE AND…
• Raised $14.7M, Awareness, Advocates, Loyalty and 90+ Volunteer Leaders,
• Up From $1.9M Raised on Last Campaign,
• Maintained Annual Giving in the Greatest Recession since 1929, and
• All For “Just a Camp.”
OTHER CHALLENGES
• Merging 4 Camps Into Fdn.
• Fdn. Exec Also Camp Director
• Lost Alumni from Songa
• Canadian/LA Philanthropy
• Social Media Questions
Buildings + 20%
Scholarships: $8M
Programs/Equip.
Renovations
HOW KEEWAYDIN CAMPAIGN DIFFERED FROM 29 OTHERS SURVEYED IN 2006
Staffing:
Board Giving:
Directors’ Time:
Top 10 Gifts:
Volunteers:
Conducted Study?
29 Camps Keewaydin
50% Added Staff Added 2 Staff/Counselors
10-30%
40% + $4M Match
20-30%
30% + 3 Other Directors
50% 60% (28 $1M+ Prospects)
20 Average 90+
Half Did Yes: 55+55 More
OTHER KEEWAYDIN STRENGTHS
• 100 Yrs. of Service (1893)
• Good Product/ Diversity of
Programs:4
• Common Values: “Help the Other
Fellow”
• “Leave It Better”
OTHER KEEWAYDIN STRENGTHS
• Quality Staffmen/ Tenure/$1M+!
• Volunteer StaffmenProgram
• Parent Referrals
• Alumni Testimonials/ Passion/
Programs
KEEWAYDIN ORGANIZATION CHART 1.0
Board of DirectorsAnne Adler, Chair
Fred Reimers, Chair
Campaign CounselDemont & Associates Campaign Chair(s)
Stuart Fraser
Camp DirectorPeter Hare
Campaign Cabinet
Advance GiftsAll Gift Lev els
Hap Brakeley, Chair
Staff Tri-Chairs:Sandy ChiversBruce IngersollPriscilla Leng
Objective: $8,000,000
Board, Cabinet, Staff, and Selected Friends
Face-to-FaceProspects: 40-50Volunteers: 8-10
Planning: 7/07-10/07Solicit: 11/07-11/08
Complete: 11/08
CAMPAIGN SUPPORT COMMITTEES
SOLICITING DIVISIONS
Prospect Review& Evaluation(Anonymous) Campaign Treasurer
William Roberts
CommunicationsAdvisory Committee
Awareness CommitteeAnne Adler, Co-Chair
Tony Schulte, Co-Chair
Leadership Gifts($50,000+)
Molly FrankOwen Gutfreund
Peter Matt,Tri-Chairs
Objective: $5,500,000 - $6,500,000
Alumni, Parents, FoundationsCorporationsFace-to-Face
Prospects: 268Volunteers: 36
Planning: 12/07 – 11/08Solicit: 11/08 – 12/10
Complete: 12/10
Major Gifts($10,000 - $49,999)
Edward BiddleJed Herrmann
Tom & Amy VorenbergMajor Gifts Chair(s)
Objective: $500,000- $1,000,000
Alumni, Parents, FoundationsCorporationsFace-to-Face
Prospects: 336Volunteers: 35 - 45
Planning: 6/09-9/09Solicit: 10/09-12/10
Complete: 12/10
Director of Development
Thomas Oxholm/Keith Wilkerson
Capital Projects Treasurer
Matt Pierce, Chair
Ogima Chairs Jill and Peter
Kraus
KEEWAYDIN LEADERSHIP GIFTS ($50K+) ORGANIZATION CHART
Owen Molly Peter Peter Owen Owen Molly Molly Molly Molly Molly Owen Owen
Dunmore VC Tup Ensminger/K.
Sponaugle
Dun. Parent VC B. DeLaMater
Tem Parent VC Bob Wilson
S. Klinck VT E. Wertz PA L. Conrad NY C. Bingham NY B. Swift ON
D. Bourdelais NH G. Kephart DC T. Kellogg PA D. Whiteman TX B. Freeman W. Matt OH G. McCutcheon ON
S. Schuster VA K. Von Kohorn CT
L. Pardo VZ
B. Mather NY D. Coolidge IL J. Angelo, NY G. Atterbury PA E. Silbert DC C. Borntraeger PA R. Hersey NC B. Ballard OH J. Brogan PA C. Hallock NY S./C. Cook NYL. Miller VT D. Coolidge MA R. Brown NY J. Fuchs PA T. Eakin DC J. Gutfreund CA J. Ottley VA P. Holmes OH E. Coppola TX D. Atkin NY J. McCutcheon ONJ. Steiner NY A. Smadbeck MA R. Lamb MD T. Oliphant AZ J. Whitaker CA R. Penske PA G. Meinig PA W. Lafave OH P. Dube NY M. McCutcheon ON
N. Stillwell MA C. Fenster CA J. Hanley DC G. Heller CA S. Lamade NY P. Meinig OK A. Manice NY R. Capelli ONH. White MA M. Campbell PA D. Hinsley NY M./L. Thomas GA M. Stitzer CT D. Topolinsky OND. Payne MA D. Campbell PA J. Springate IL C. Goodman MS S. Whitridge CT B. McKeil ON
R. Hersey NC J./O. Neill MS
12/1/2009 LGM
Staff Direction: Ogima Gifts, Bob Demont Leadership Gifts, ______Lauren Moye Staff Support: Director of Development, Tom Oxholm
Office Manager, Theresa MacCallum
Vol. Prospects
Dunmore VC J. Gelb/T. Schulte
S. Butler NY
Vol. Prospects
R. Beinecke NY
J. Bartels NY
W. Gluck CA
Dunmore VC H. Fenster/P.
Jacobs
M. Davison GA
Dunmore VC Ty Burton
Temagami VC M. Morton F. & C. Hunt T. Forbes
R. Zeidman
Vol. Prospects
Parent VC T. Robertson
Vol. Prospects
Peter Matt, Co-Chairs
Ogima GiftsPeter & Jill Kraus, Co-
Chairs
J. Angelo CA J. McPhee G. MA
M. Dickson NC
Vol. ProspectsB. Eisner CA
Vol. Prospects
Leadership GiftsMolly Frank,
Owen Gutfreund &
Vol. Prospects Vol. Prospects
R. McNeil PA
R. McPhee NY
Vol. Prospects
C. Kireker VT
Dunmore VC W.& B. King P. Smith
Dunmore VC D. Adler
Dunmore VC J. Klinck/M. Pierce
J.. Mayer LA
R. Jeffrey OH
Vol. Prospects Vol. Prospects Vol. Prospects
J. Reimers SC
Temagami VC T. & L. Lyell/J. Schneider
Temagami VC H. Cleminshaw
J. Frazier
Vol. Prospects
D. Greenfield
J Graves MS
R. Alberts VT
S. Blecher NY
R. Wiesenthal NY
$50K +
$1M +
THE GIFT OF THE GREAT RECESSION FOR KEEWAYDIN AND OTHERS TAKING THE PLUNGE:
Volunteers Were More Willing to do Anything, except Soliciting! Like:
Still, They Ultimately Raised More Money Because They & Their Prospects Were Better Prepared For The ASK!
- have conversations - take prospects on trips- make personal contact - actively listen to prospects’ stories- get camper referrals - be donor centric vs. campaign centric- ask for advice - do thank-a-thons!
Lesson #4: “A Strong Culture of Philanthropy” Can Sustain a Camp for a Century.
CULTURE OF PHILANTHROPY DEFINED
• Practices (Best)
• Attitudes
• Values
• Goals
COPE© CULTURE OF PHILANTHROPY EVALUATION
• Based Upon 22 Best Practices
• Developed From 32 Years of Experience
• With 1000’s of Not-For-Profits (All Kinds)
• Evaluated Here by Board & Staff of 7 NE Camps
7 CAMPS INCLUDED IN COPE© ANALYSIS
• Camp Agawam• Aloha Foundation• Chewonki• Farm & Wilderness• Keewaydin• Camp Onaway• Camp Pasquaney
KEEWAYDIN’S OVERALL COPE© RESULTS
Keewaydin Average Overall Score Potential
Philanthropic support is considered an important revenue source for the organization.
• Annual Giving & Endowment Income
• 5-10%+ of Budget
• Beyond Dollars
• Integration With Constituent Relations
• The 20% KF Campership Comparative
2
Keeway
din
CAMP A
VERAGE
Overa
ll Sco
re P
otentia
l0.00
0.50
1.00
1.50
2.00
2.50
3.00
3.50
4.00
4.50
5.00 4.50 4.56
5.00
2. Revenue Source
• Do You Have A Plan?
• Fundraising Or Philanthropy?
• “Standing Still Is Falling Behind”
• Not Just An Anniversary Activity
• KF: 100th Anniversary• 4 Camps = 1 Organization
Philanthropy plays a prominent role in the strategic plan for the organization.1
0.00
0.50
1.00
1.50
2.00
2.50
3.00
3.50
4.00
4.50
5.00 4.554.31
5.00
1. Strategic Plan
• Campaigns Focus All Players
• URGENCY = Now, Not Later
• 3-5 Years Is Typical Target
• Priorities Tend To Change
• KF:• Dining Hall?• Contiguous Land?• Island?
The Board and administrative staff have a clear vision for the organization and understand both the top priorities and the urgency to secure funding for them. 4
0.00
1.00
2.00
3.00
4.00
5.00
6.00
7.00
8.00
9.00
10.008.45 8.18
10.00
4. Clear Vision
• Fulltime -> Reports to E.D.
• Alumni/Events/AF/CC
• Board Collaborates With Camp Directors
• Attends Board meetings
• Development Committee?
0.00
0.50
1.00
1.50
2.00
2.50
3.00
3.50
4.00
4.50
5.004.27
3.68
5.00
5. Development Pro on Staff
An experienced Development Professional is on staff, reports directly to the Executive Director, and plays an active role in Board discussions.5
Selected Board and staff members make personal visits to steward and solicit the top 30 prospects/supporters each year.
• Dartmouth College Study of $1M Donors
• You Can Not Thank Enough
• Who Asks is Matters!
• Remember: 95% of $’s Come From 5% of Donors
• KF In 4 Year Campaign Mode
9
0.00
2.00
4.00
6.00
8.00
10.00
12.00
14.00
16.00
6.82 6.77
15.00
9. Personal Visits
Development staff and the Executive Director have written goals relating to philanthropy with metrics based upon measurable and comprehensive outcomes, not simply upon dollars raised.
• Number of Contacts
• E-newsletter Open Rate
• Participation Rates
• New Dollars/Donors
• Legacy Society Members
• Campaign Infused New SOP
21
0.00
0.50
1.00
1.50
2.00
2.50
3.00
3.50
4.00
4.50
5.00
2.232.03
5.00
21. Philanthropic Written Goals
The average tenure of the last three chief or chief de facto development officers exceeds four years.
• Industry Average is 2.5 Yrs.
• Staff Move Before & After Campaigns
• It is All About Trust, Knowledge & Relationships!
• Do You Value the Position & Philanthropy?
• KF DOD Left Near End of Campaign
6
0.00
0.50
1.00
1.50
2.00
2.50
3.00
3.50
4.00
4.50
5.00
1.45
2.05
5.00
6. Development Pro Tenure
Retention rate for all annual donors consistently exceeds an average of 80% in the past 3 years and exceeds 90% from five-figure donors in the same time frame.
• Not Many Camps Know!
• Tracking Young Alumni
• Knowing the Decision Makers
• Maintaining Accurate Records
• KF: Good on 5-Figure Donors
20
0.00
0.50
1.00
1.50
2.00
2.50
3.00
3.50
4.00
4.50
5.00
0.95 0.96
5.00
20. Donor Retention
KEEWAYDIN’S OVERALL AVERAGE
120-140. Outstanding!100-119. Very Good!80-99.
Average!60-79. Below Average!Below 60. Failing!
0.00
20.00
40.00
60.00
80.00
100.00
120.00
140.00
89.14 90.35
140.00
Overall Comparative
BEST APPLICATIONS OF COPE©
• To Achieve Shared Vision of Board/Staff
• As Part of Internal Assessment of Preparedness for Major Campaign
• To Educate Board and Staff
• To Establish Current and Future Benchmarks
• To Affirm What Doing Well/Identify What Could Be Better
3 CAUTIONS ABOUT TAKING THE COPE© PLUNGE
1. Limited Past Fund Raising Success Does Not Necessarily Mean Low Score
2. Outward Appearances Can Be Deceiving
3. No One Has a Corner On or Has Fully Arrived on COPE©.
DISCUSSION
HAVE YOUR CAMP TAKE COPE©
• To apply for a COPE© Pro Bono Service • Go Online to:
www.DemontAssociates.com, under ‘Demont Philanthropy’ and download application (due June 1, 2012)