New Door Ventures' Enterprises Development, Annual Giving Officer Salary

Development, Annual Giving Officer Salary at New Door Ventures' Enterprises BETA

How much does a New Door Ventures' Enterprises Development, Annual Giving Officer make?

As of March 2025, the average annual salary for a Development, Annual Giving Officer at New Door Ventures' Enterprises is $170,713, which translates to approximately $82 per hour. Salaries for Development, Annual Giving Officer at New Door Ventures' Enterprises typically range from $140,804 to $209,649, reflecting the diverse roles within the company.

It's essential to understand that salaries can vary significantly based on factors such as geographic location, departmental budget, and individual qualifications. Key determinants include years of experience, specific skill sets, educational background, and relevant certifications. For a more tailored salary estimate, consider these variables when evaluating compensation for this role.

DISCLAIMER: The salary range presented here is an estimation that has been derived from our proprietary algorithm. It should be noted that this range does not originate from the company's factual payroll records or survey data.

New Door Ventures' enterprises Overview

Website:
newdoor.org
Size:
50 - 100 Employees
Revenue:
$5M - $10M
Industry:
Edu., Gov't. & Nonprofit

New Door Ventures has been serving youth in San Francisco since 2002, and has exclusively focused on 16-24 year-olds who face barriers to employment and education, such as homelessness, poverty, and involvement in the justice or foster care systems, since 2005. In the past 12 years, New Door has served more than 4,000 youth, and its flagship employment program has employed more than 1,400 youth. The employment program consists of a paid job internship, skill building workshops, intensive case management, and educational supports, all totaling to more than 250 hours. Paid jobs are provided by New Door through its two wholly-owned social enterprises, Ashbury Images and Pedal Revolution, and more than 60 local businesses serving as Ally Employment Partners. On average, nearly 90 percent of graduates are still working next jobs and/or pursuing further education six months after program completion. Having developed and refined its programs in San Francisco, New Door set geographic expansion as a key priority in its 2016-2020 strategic plan. The decision to start in Alameda County was determined following rigorous landscape analysis by Threllfall Consulting, and a planning study sponsored by the Walter S. Johnson Foundation. Deciding factors included the large numbers of young people disconnected from employment and education, community needs, and the potential organizations and businesses willing to partner with New Door to make a difference in the region. An event celebrating the launch will take place this spring.

See similar companies related to New Door Ventures' Enterprises

What Skills Does a person Need at New Door Ventures' Enterprises?

At New Door Ventures' Enterprises, specify the abilities and skills that a person needs in order to carry out the specified job duties. Each competency has five to ten behavioral assertions that can be observed, each with a corresponding performance level (from one to five) that is required for a particular job.

  1. Assisted Living: Assisted living exemplifies the shift from "care as service" to "care as business" in the broader health care arena predicted more than three decades ago. A consumer-driven industry, assisted living offers a wide range of options, levels of care, and diversity of services (Lockhart, 2009) and is subject to state rather than federal regulatory oversight. "Assisted living" means depends on both the state and provider in question: variations in state regulatory definitions are significant and provider variables include everything from philosophy, geographic location and auspice, to organizational size and structure.
  2. Leadership: Knowledge of and ability to employ effective strategies that motivate and guide other members within our business to achieve optimum results.
  3. Fundraising: Fundraising or fund-raising (also known as "development" or "advancement") is the process of seeking and gathering voluntary financial contributions by engaging individuals, businesses, charitable foundations, or governmental agencies. Although fundraising typically refers to efforts to gather money for non-profit organizations, it is sometimes used to refer to the identification and solicitation of investors or other sources of capital for for-profit enterprises. Traditionally, fundraising consisted mostly of asking for donations on the street or at people's doors, and this is experiencing very strong growth in the form of face-to-face fundraising, but new forms of fundraising, such as online fundraising, have emerged in recent years, though these are often based on older methods such as grassroots fundraising.
  4. Customer Service: Customer service is the provision of service to customers before, during and after a purchase. The perception of success of such interactions is dependent on employees "who can adjust themselves to the personality of the guest". Customer service concerns the priority an organization assigns to customer service relative to components such as product innovation and pricing. In this sense, an organization that values good customer service may spend more money in training employees than the average organization or may proactively interview customers for feedback. From the point of view of an overall sales process engineering effort, customer service plays an important role in an organization's ability to generate income and revenue. From that perspective, customer service should be included as part of an overall approach to systematic improvement. One good customer service experience can change the entire perception a customer holds towards the organization.
  5. Planning: An act or process of making or carrying out plans. Establishment of goals, policies, and procedures for a social or economic unit city planning business planning.

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Check more jobs information at New Door Ventures' Enterprises

Job Title Average New Door Ventures' Enterprises Salary Hourly Rate
2 Director, Business Partnerships $214,543 $103
3 Sales & Marketing Specialist $81,492 $39
4 Staff Accountant $65,200 $31
5 Digital Marketing Assistant $50,102 $24
6 Director, People Operations $171,391 $82
7 Manager, Business Partnerships $143,282 $69
8 Outreach Coordinator $58,261 $28
9 Peer Support Specialist $47,107 $23
10 Artist $57,481 $28
11 Business Development Manager $143,282 $69
12 Director, Finance And Administration $207,216 $100

Hourly Pay at New Door Ventures' Enterprises

The average hourly pay at New Door Ventures' Enterprises for a Development, Annual Giving Officer is $82 per hour. The location, department, and job description all have an impact on the typical compensation for New Door Ventures' Enterprises positions. The pay range and total remuneration for the job title are shown in the table below. New Door Ventures' Enterprises may pay a varying wage for a given position based on experience, talents, and education.
How accurate does $170,713 look to you?

FAQ about Salary and Jobs at New Door Ventures' Enterprises

1. How much does New Door Ventures' Enterprises pay per hour?
The average hourly pay is $82. The salary for each employee depends on several factors, including the level of experience, work performance, certifications and skills.
2. What is the highest salary at New Door Ventures' Enterprises?
According to the data, the highest approximate salary is about $209,649 per year. Salaries are usually determined by comparing other employees’ salaries in similar positions in the same region and industry.
3. What is the lowest pay at New Door Ventures' Enterprises?
According to the data, the lowest estimated salary is about $140,804 per year. Pay levels are mainly influenced by market forces, supply and demand, and social structures.
4. What steps can an employee take to increase their salary?
There are various ways to increase the wage. Level of education: An employee may receive a higher salary and get a promotion if they obtain advanced degrees. Experience in management: an employee with supervisory experience can increase the likelihood to earn more.