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CENTRAL COAST VNA AND HOSPICE INC.
DIRECTOR OF DEVELOPMENT

Click on the link below for the full opportunity description:

THIS POSITION IS LOCATED IN MONTEREY, CA AND WILL REQUIRE THE SUCCESSFUL CANDIDATE TO BE IN OFFICE WHEN NOT VISITING THE DONOR OFFFSITE

POSITION OVERVIEW

The Director of Development (DoD) is responsible for implementing the strategic vision of CCVNA through developing and executing fundraising plans and securing individual, corporate, and foundation support, and public and private grants. The DoD is responsible for all functions of the development department, including formulation and implementation of fundraising goals, optimizing complete and accurate donor records, and assuring timely acknowledgment of gifts and donor recognition. 

The DoD will manage the growth and sustainability of new donors, grants, and gifts. This role will collaborate with internal departments to meet regulatory tracking and reporting requirements for funds received. The DoD will collaborate with the CEO and the Board of Directors to build an effective development committee and ensure volunteers are being supported and deployed appropriately.

For more information, please visit https://ccvna.com

YOU ARE A/AN:

  • Enthusiastic, outgoing fundraising leader who delights in building sustained relationships with donors, volunteers and friends

  • Bold and curious, you will drive your department to exceed their goals using well-executed strategy and a holistic, multi-channel approach to fundraising

  • Successful fundraiser who embraces the opportunity to become an integral member of the community in service of long-term relationship building and collaborates in thoughtful partnership with other departments

SALARY/BENEFITS

  • Salary range is $120,000-$125,000

  • Benefits include:

    • Medical, Dental, Vision (employer pays 100% of employee premiums for dental and vision. Employee medical premium $35 per month)

    • 403(b) retirement fund fully vested on day one, employer contribution 3% after one year of service and 1,000 hours

    • Life/AD&D Insurance

    • PTO: Full time employees earn up to a maximum of 200 hours of vacation time annually

    • Sick Time: Full time employees earn the equivalent of 40 hours sick leave annually, with a maximum bank of 80 hours

    • Additional programs including HSA, FSA and Legal Shield

  • The opportunity to provide crucial home health care support and wellness to Monterey, San Benito, Santa

Cruz and South Santa Clara counties

To learn more about the impact of Central Coast VNA & Hospice Inc, please click on the links below:

VNA & Hospice - Every Moment Matters

VNA & Hospice 70 Year Celebration Video

VNA & Hospice - Loving Stories Told by Patients & Families

EQUITY STATEMENT

VNA (the Company) is an Equal Opportunity Employer and does not discriminate on the basis of actual or perceived race, color, national origin, ancestry, sex and gender (which includes pregnancy, childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or breastfeeding), gender identity, and gender expression (including transgender individuals who are transitioning, have transitioned, or are perceived to be transitioning to the gender with which they identify), religious creed, disability (mental and physical) including HIV and AIDS, medical condition (cancer and genetic characteristics ), genetic information, age, marital status (including registered domestic partner status), sexual orientation, military and veteran status, civil air patrol status, or any other characteristic protected by federal, state or local law. Our leadership team is dedicated to this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities and general treatment during employment.

The Company will endeavor to make a reasonable accommodation to the known physical or mental limitations of qualified employees with disabilities unless the accommodation would impose an undue hardship on the operation of our business. If you need assistance to perform your job duties because of a physical or mental condition, please let Human Resources know.

The Company will endeavor to accommodate the sincere religious beliefs of its employees to the extent such accommodation does not pose an undue hardship on our Company's operations. If you wish to request such an accommodation, please speak to Human Resources.

Any employees with questions or concerns about equal employment opportunities in the workplace are encouraged to bring these issues to the attention of Human Resources or the Compliance Director. Questions or concerns involving the CEO should be directed to the Board Chairperson. The Company will immediately undertake an effective, thorough and objective investigation in an attempt to resolve the situation.

The Company will not allow any form of retaliation against individuals who raise issues of equal employment opportunity. To ensure our workplace is free of artificial barriers, violation of this policy will lead to discipline, up to and including discharge.

It is the Company's policy to prohibit intentional and unintentional harassment and discrimination of any individual by another person on the basis of any protected classification under applicable federal, state, or local law, including, but not limited to actual or perceived race, color, national origin, ancestry, sex (which includes pregnancy, childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or breastfeeding), gender, gender identity, and gender expression, religious creed, disability (mental and physical) including HIV and AIDS), medical condition (cancer and genetic characteristics ), genetic information, age, marital status, sexual orientation, military and veteran status and denial of family and medical care leave

Note that there is a wide range of what could be considered inappropriate behavior under this policy even though such behavior may not be considered illegal. For this reason, a violation of this policy may lead to disciplinary action whether or not it violates the law.

If you believe you have been subjected to any form of unlawful discrimination, provide a written complaint to your supervisor or Human Resources. Your complaint should be specific and should include the names of the individuals involved and names of any witnesses. The Company will immediately undertake an effective, thorough investigation and attempt to resolve the situation. If the Company determines that unlawful discrimination has occurred, effective remedial action will be taken commensurate with the severity of the offense. Appropriate action also will be taken to deter any future discrimination. The Company will not retaliate against you for filing a complaint and will not knowingly permit retaliation by management employees or your co-workers.