Two surveys went out earlier this year: one asked how the chapter is doing with programming, communications, and what you want to learn next; the other asked a timely & relevant question as many of us wade through fiscal year-end: how are we all doing compensation-wise?

Who's here?

Twenty-one respondents were in North Carolina, seven in South Carolina, and nine outside the Carolinas entirely—including some representation from quite a ways off who joined specifically for the webinars—glad to have you!

Higher education is by far our largest sector represented (over half), then healthcare, with environmental and wildlife organizations, museums, animal welfare, social services, religious institutions, and public broadcasting rounding things out. Most of us work remotely or hybrid nowadays.

The one where we feel pretty good about what we're doing

Asked to describe the chapter in a few words, you gave us: supportive, intentional, energizing, impactful, friendly community, and ROBUST in all caps. Thanks! Now let's talk about money.

What prospect development careers pay in the Carolinas

About 50% of respondents landed between $60,000 and $90,000; 25% came in at $60,000–$70,000 and 25% reported $100,000 or more. Around 20% land below $60,000, with 1/4 of those below $50,000.

Experience matters in a tangible way. Respondents with one to two years in the field universally reported $50,000–$60,000; the three-to-five-year cohort clustered at $60,000–$70,000, though it stretched from under $50,000 up to $90,000. Directors and managers were most likely to clear $100,000—over 50% did. But a minority of director/manager responses reported $60,000–$70,000, so the title isn't a guarantee. Analysts were tightly clustered at $60,000–$70,000; coordinators all came in under $70,000; "researcher" is the most broad title for compensation, ranging from $50,000 to the $120,000–$130,000 range.

What you want to learn next

Most responses said they felt strong in the work we were hired for, and much less confident in the analytics-and-strategy side that job descriptions may tend to drift towards: one response named it directly, asking for help "moving to being seen as a Partner rather than Support Staff." Hopefully we can help!

Fall conference: No consensus

Asked whether you'd prefer the October virtual conference as one week of daily sessions or a month of weekly ones, you split almost exactly down the middle. A few of you went off-menu and suggested two weeks or a single half-day. We'll figure it out : )

Volunteering

About 1/3 of you expressed interest, concentrated around committee and board service, event support, speaking, and contributing to this very blog you are currently reading. Several also offered specifics like mentorship, hosting Road Trip Grant recipients, or connecting the chapter to vendors. Thanks!

Common Topics

Four themes surfaced again and again in the open comments: genuine appreciation for the chapter's community and culture; interest in mentorship and peer learning; requests for shared resources—including an idea bank of "this worked for me," a member contact list, and a directory of tools and reading; and support tailored to small shops and newer professionals. Those people asking for small-shop support: we need more info from you! You're underrepresented in these results and we'd like to fix that, so let us know.

Thank you to everyone who filled these out, especially the salary survey: sharing something private for the benefit of colleagues they may never meet is altruistic vulnerability at its best. We appreciate you!

Look for new info & opportunities based on our findings in the days to come!