MARK KOENIG

Assistant Vice-President, Advancement Services

Oregon State University

DAN PETERSON

Associate Director, Advancement

Foster School of Business, University of Washington

WHAT IS A DISCOVERY

OFFICER AND HOW DO I

GET A GOOD ONE?

2

DISCOVERY

PROGRAMS

Alumni Relations

Major Gift

Annual Giving

Electronic

Volunteer

Hybrid

HYBRID DISCOVERY

Discovery Pool

Major Gift

Officers

Discovery Officers

Volunteers

Tech

4

STAFFING

Is a discovery officer

warranted or not?

Potential pool of prospects

prospects

Building Capacity:

Doubling the Pipeline

2,765

251 130

6,300

720336

11,772

1,562

686

0

1000

2000

3000

4000

5000

6000

7000

8000

9000

10000

11000

12000

13000

Major Leadership Principal

We are here

Where we need to be

How we are going to get there

Managed Prospects & Qualified Leads *

Major Gifts = $25k—$1M / Leadership Gifts = $1M—$5M / Principal Gifts =

$5M+

*Annual Gifts not included

Determining Outcomes:

The Pipeline

Early

Engagement

Digital &

Social Media

Communications

Annual

Giving

Mid-level

Giving

Major Giving Planned

GivingUltimate Gift

7

STAFFING

Is a discovery officer

warranted or not?

Potential pool of

prospects

Cost of discovery

8

METRICS

Fundamental goal

Specific metrics

Expected return on

discovery

Return of discovery

2015 2016 2017 2018 2019 Totals

New Frontier 5yr 1000 1750 2000 2250 2250 8500

Qualified MGO 1000 1000 1000 1000 1000 5000

Qualified DiscO #1 0 250 250 250 250 1000

Qualified DiscO #2 0 250 250 250 250 1000

Qualified DiscO #3 0 250 250 250 250 750

Qualified DiscO #4 0 0 250 250 250 750

Qualified DiscO #5 0 0 0 250 250 500

10

METRICS

Fundamental goal

Specific metrics

Expected return on

discovery

Other considerations

11

METRICS

Fundamental goal

Specific metrics

Expected return on

discovery

Other considerations

PEOPLE

ASSETS

PLANS

PASSION

ADVISORS

“DISCOVERYOF

INFORMATION”

P

A

P

P

A

12

COMPETENCIES

What type of

individual are you

looking for?

Position specific

competencies

Industries to consider

hiring from

13

ONBOARDING

Introductory internal

meetings

Utilizing central

advancement

resources

On-going training

Discovery to MGO

14

KEY

TAKEAWAYS

Determine what kind

of discovery program

works for your

institution

Hire the right people-

cognizant of key

competencies

Use of technology to

maximize output

QUESTIONS

OR

COMMENTS

?

THANK

YOU

!

MARK KOENIG

DAN PETERSON

Mark.Koenig@OregonState.edu

linkedin.com/in/markckoenig

Djpete@uw.edu

linkedin.com/in/djpeterson1