The KSU Foundation is a private, not-for-profit entity established for the benefit of Kansas State University. Consequently, employees of the foundation are not state of Kansas employees.
Approximately 45 percent of our staff serves in administrative professional positions (accounting, information systems, internal operations, human resources, etc. ). Approximately 35 percent are major gift fundraisers (college- or constituent-based development officers, planned giving officers, corporate and foundation gift officers and development administrators), and the remaining 20 percent serve in professional service roles in support of our development efforts (communications professionals, event coordinators, donor relations specialists, annual giving staff and development associates).
The answer to this question largely depends upon where you are in your career. If you are a recent college graduate interested in development, a good place to start your career would be in a development associate position. It’s a great way to get to know what development work is like. Advancement opportunities exist with growth of staff or with turnover. If you have been in the workforce for a longer period of time, we analyze the work experience and transferable skills you bring that are relevant to a development position. Major gift fundraising for higher education is unique, and finding a good match for a constituency is a key to the success of the individual and of the development program.
Once hired, the foundation offers a comprehensive orientation program to new employees. This process offers an overview of each of the functions of the foundation and how they relate to one another. Job training is a combination of hands-on training with various areas of the foundation, reviewing development periodicals and procedures and informal mentoring. Successful employees take the initiative to grow in their knowledge of development by watching others and learning about the priorities of the university.
We hire the most suitable employees through a selection process that includes:
1. Cooperatively assessing staffing needs. 2. Ensuring an effective internal interview and skills assessment process. 3. Increasing company visibility in the employment marketplace. 4. Identifying the best and most cost-effective recruitment sources. 5. Conducting thorough reference checks.
To learn more, read our hiring policy.
We retain our valued employees by:
1. Assuring effective leadership qualities in our supervisors. 2. Providing competitive wages and benefit programs. 3. Furnishing technical, interpersonal and career development training and coaching. 4. Conducting exit interviews and supplying relevant feedback to management. 5. Enhancing two-way communication between employees and management.