This collection includes examples of succession planning guides, toolkits and other materials to help plan and prepare for employee transitions.

Major gift officers in university advancement voluntarily leave their positions for similar roles at other institutions at an alarmingly high rate—once every 18 months, on average. But workplace compassion can help retain fundraisers, according to research. Here’s how advancement leaders can create positive change to increase team members’ satisfaction and retain talented gift officers. 

Spurred by the pandemic, millions of people have quit or changed jobs in 2020 and 2021. How has the “Great Resignation” impacted higher education? It’s led many advancement professionals to consider work-life balance, workplace flexibility, pay, and stability. Now, institutions are realizing the pre-pandemic status quo needs a serious overhaul if they are going to stem the tide of people leaving the sector.

Disability inclusion at work is about more than hiring people with disabilities. An inclusive workplace offers employees with disabilities an equal opportunity to succeed, to learn, to be compensated fairly, and to advance.

Organizations can focus their efforts to equip managers to lead in an inclusive way that drives sustained impact, change, and results in changing times.  

In too many organizations, advancement is lagging on diversity, equity, and inclusion when it should be leading—and leading proactively. To build inclusive cultures and achieve real success in DEI objectives, advancement teams have to move from awareness to assessment to understanding. It's action with accountability. In this book excerpt, Angelique Grant and Ronald J. Schiller share key steps for leaders to do that.

The Advancement Resource Catalog is the Library's database of 15,000+ item records (including articles, books, and white papers) available online 24 hours a day, seven days a week. 

Healthy accountability is at the core of successful advancement enterprises, but establishing and nurturing a culture of positive accountability can be difficult. Leaders have to be willing to have difficult conversations and find a way to promote performance metrics that empowers employees, avoids micromanagement and leverages an institution’s strategic goals and mission. Team members need to feel like they can rely on their peers and have difficult, even vulnerable, conversations. And individuals must have a clear understanding of expectations and the confidence that all employees are being held to the same standard. 

For members seeking information on a variety of advancement topics, the CASE Library’s Advancement Resource Catalog provides a central stop for resources on topics including campaign planning, engaging non-traditional alumni, and the latest research in the world of advancement.

Minority Advancement Institute panel explores priorities and problems.