First, determine that you need a development office and that your board has agreed that this is a necessary step in the life of your organization.

Develop a realistic job description for the staff person or persons you will be hiring.

For help in developing the position description you can contact other nonprofits of similar size and ask them if they would be willing to share theirs, or try the Resource Center at AFP – www.afpnet.org.

Avoid the urge to ask how soon the development officer will be raising his or her salary. Remember that building relationships takes time and results will vary according to the history of fundraising within your organization.

Appoint a Development Committee of the board; development is not just the job of the development staff – board and volunteers, as well as other members of the organization's staff need to be involved.

Setting goals for a first time effort is difficult. Set some goals that are non monetary, i.e. number of personal visits to donors made per month, number of increased gifts from past donors (if you have past donors), etc. Many organizations set their development officers up for failure with unrealistic demands or expectations.

Be sure to provide the development office with the tools it needs to succeed – a donor software system, adequate hardware, library resources, etc.

Invest in the professional development of the staff; membership in the Association of Fundraising Professionals (AFP) is a good way to get the resources, education and training the staff will need.

Be sure to have the chief development officer report directly to the CEO, whose role in development is critical.

Introduce the development officer to the ENTIRE staff of your organization so everyone knows what development is all about and how they can help the development officer in assuring that your organization is financially sound.