Chief Growth Officer, Center for First-generation
Position: Chief Growth Officer, the Center for
First-generation Student Success
Location: Remote or NASPA Washington, D.C.
Reporting Relationship: The Chief Growth Officer
will report directly to the President, Dr. Kevin Kruger
Website: http://www.naspa.org http://www.firstgen.naspa.org
The Center for First-generation
Student Success (Center) inspires, connects, and empowers those who
want first-generation students to thrive in college—and beyond.
First-generation students face unique challenges and barriers to
success. First-generation student graduation rates are
significantly lower than their peers, student debt is often higher,
and demands on their time more complicated. With appropriate
support and clear options for first- generation student success,
contributions to a highly educated workforce, economic stability,
and generational impact are attainable.
The Center is the higher
education community’s premier partner in the advancement of first-
generation student success. The first-generation student population
at institutions across the US is already significant—and it’s
33% of undergrad students identify as first-generation. More
than ever before, higher education professionals are striving to
meet the unique needs of this student population. Yet the rise in
first- generation student programs and supports on college campuses
hasn’t translated into better outcomes.
78% of senior higher ed administrators recognize the need to
serve first-gen students, yet 86% of practitioners and
administrators believe significant improvement in first-generation
support is necessary. The Center’s systemic approach advances
institutional efforts to close gaps between first-generation
students and their peers while fostering an asset and
evidence-based culture of support. Ultimately, we create avenues
for improved outcomes and experiences for first- generation
students leading to economic mobility, community contribution,
generational change, and a highly educated workforce. Advancing
first-generation student success is a commitment to a strong
HOW THE CENTER WORKS
Established in June
2017 as an initiative of NASPA and The Suder Foundation, the Center
for First-generation Student Success drives innovation and advocacy
as the premier source of evidence-based practices, professional
development, and knowledge creation for the higher education
community to advance the success of first-generation students. As
college and university leaders and practitioners are actively
seeking avenues to best meet the specific needs of first-generation
students, the Center for First-generation Student Success leads
scholarly discussion, information sharing, networking, and program
development and aligns with four
priority areas for success.
The key initiative within the Center’s Innovative and Scalable
Approaches strategic priority, First Scholars, provides
institutions of higher education with the tools, resources, and
guidance to radically transform the first-generation student
experience, advance academic and co-curricular outcomes, and take
necessary steps toward a more inclusive institutional structure.
First Scholars provides a framework of actionable outcomes
supported through diagnostic tools providing critical institutional
insight, a host of customized solutions and turnkey toolkits,
robust data reporting, and the guidance of experts across the
experience. The First Scholars Network, composed of institutions of
higher education, serves as the backbone for this national scaling
model. First Scholars is designed to allow institutions the
flexibility to shape their experience to meet institutional needs
while also aligning with the key evidence-based outcomes imperative
to advancing the success of first-generation students.
The comprehensive approach of the Center includes:
Programs and Services
- First Scholars: an ecosystem of frameworks, tools, resources,
and expert guidance propelling Network institutions to
transformational change and holistic student success.
- First-gen Forward: the first national recognition program for
institutions with a demonstrated commitment to first-generation
- CatalystFIRST: a one-stop resource for institutions or
organizations to find first- generation student success experts for
events or speaking engagements.
- Center Online Learning: monthly virtual professional
development offerings featuring evidence-based practice, emerging
scholarship, and discussion of trending topics.
Research & Policy
promotes research that examines supports and barriers for
first-generation students and institutional approaches to first-
generation programming. We are home to the Journal of
First-generation Student Success, the first academic peer-reviewed
journal with a specific focus on first-generation student
experiences and outcomes. We also produce our own original
research, including two acclaimed landscape studies and fact sheets
with national data about first-generation students. The Center is
also actively engaged with advancing public policy related to
dismantling barriers for first-generation students and curates a
monthly #AdvocateFirstgen campaign to raise awareness.
The Center offers
multiple opportunities for professional development, knowledge
sharing, and networking. Signature events
- First-Generation College Celebration: co-hosted with the
Council for Opportunity in Education, this annual November event
reaches an audience of millions and brings together college and
university campuses from around the nation to celebrate and
recognize their first-generation students.
- First-generation Student Success Conference: each year,
hundreds of scholars, leaders, philanthropic partners, and
advocates who care about first-generation student success come
together to learn, network, and share experiences from the
NASPA is the leading
association for the advancement, health, and sustainability of the
student affairs profession. We serve the diverse needs of our
community, from vice presidents of student affairs to undergraduate
student leaders considering a career in the field. Founded in 1919,
NASPA includes more than 15,000 members in all 50 states, 29
countries, and 8 U.S. Territories. Guided by the principles of
integrity, innovation, inclusion, and inquiry, we are dedicated to
empowering our members to realize their full potential and to
cultivating student success in collaboration with our institutional
members, who represent every sector of higher education. NASPA
centers justice, equity, diversity, and inclusion in our work; read
more about our commitment
All NASPA employees
are strongly encouraged to follow the
CDC guidance on vaccination, including becoming
fully-vaccinated and staying up-to-date as eligible.
In certain circumstances, NASPA may require testing for all
staff regardless of vaccination status. All employees may flex
their schedules for time taken to get a COVID test for any reason.
Supervisors are encouraged to allow maximum flexibility for
employees to take time to get a COVID test for any reason.
Masks must be worn per local, state, tribal, and federal
guidance, including the CDC, with the most stringent level of
guidance followed. Regardless of guidance, all employees must have
masks available should masking be requested by other employees,
members, or external constituents. In certain settings, NASPA may
require or strongly recommend that employees wear masks.
The Chief Growth Officer
is a new role and will serve as a critical member of the leadership
team, cultivating current relationships and building new strategies
to expand and deepen the Center’s capacity to transform the
experience for first-gen students. The new leader must leverage
their exceptional communication, strategy, and
relationship-building skills--as well as a commitment to the
Center’s core values--to build the growth operation.
Developing an authentic relationship with the co-founding and
investors, Eric and Deborah Suder, the CGO will be an ambassador
for the history and future of the Center’s work. The CGO will drive
new revenue growth to support strategic initiatives as the Center
continues to scale, innovate, and increase public engagement in
support of its vision. The successful leader must be fully
committed to the Center’s mission and translating that mission in
donor-specific ways that inspire meaningful engagement and support.
The CGO will have the exciting opportunity to recruit staff, build
and implement the new fund development strategy, and lead scaling
During year one, it is expected that the CGO will generate at
least a dozen new conversations for the Center. Through year two
and three, the new leader should be consistently leveraging and
catalyzing seven-figure funding commitments. Additionally, the CGO
will play a key leadership role with the expectation that the
Center will spin off to a separate 501 c3 through a shared services
agreement with NASPA in the coming years.
The CGO will be
responsible for all aspects of the Center’s comprehensive
fundraising program that supports its work, as well as long-term
growth, scale, and sustainability. The CGO will apply a
philanthropic lens to the Center’s strategic planning.
The CGO is classified as a full-time exempt employee. Exempt
employees by definition are exempt from overtime compensation
requirements of the federal Fair Labor Standards Act, and are
required to work as the job demands on a no time limit basis.
Specific responsibilities include:
- Partner with leadership of NASPA and the Center to ensure
strategic priorities are established and developed to ensure
long-term growth and program viability.
- Execute and own the comprehensive strategy that will cultivate
and steward the financial resources from corporations, foundations,
and individuals needed to advance the work.
- Partner with philanthropic advisors to enrich and develop
- Identify innovative ways to grow and diversify partnerships and
revenue uniting a diverse and passionate movement in support of the
institutions and students served by the Center.
- Define and measure success through analysis of revenue streams
and relationships to optimize fundraising year over year.
- Keep abreast of trends in the educational sector and
philanthropy both within and outside the sector.
Organizational Leadership and
- Work collaboratively with the senior leadership team in NASPA,
the Center and The Suder Foundation (co-founders of the Center),
providing input to decisions on issues of Center-wide
- Champion the Center’s mission, core values, and commitment to
diversity, equity, access, and inclusion.
- Build on new growth initiatives that serve the Center’s mission
leveraging the new strategic and growth plan conducted by the
- Create and implement strategies to constantly improve the
organization’s growth processes to maximize scale and impact.
- Assess the staffing needs and recruit new development
- Contribute to the development and maintenance of a diverse,
inclusive, solutions- oriented, high-trust team and organizational
- Provide mentorship to junior colleagues across
- Play a key role as an ambassador for the Center’s work by
representing the organization and liaising with key external
- Seek strategic partnerships or cohorts to accelerate brand and
- In partnership with NASPA and Center marketing teams, identify,
communicate, and add value to a unique brand that allows the Center
to tell its narrative and results broadly.
Center seeks an individual that is highly motivated, self-directed,
and passionate about scaling the work of the Center to make a
measurable difference for the students served. The ideal candidate
will complement and collaborate with other senior leaders while
creating new external relationships and establishing partnerships
that are closely aligned to Center needs. A bias towards action and
skill in communication and relationship-building skills will be
beneficial as it is imperative for the Center’s growth.
The successful candidate will embody many of the following
- Demonstrated experience in a senior position, ideally in a high
growth organization, with a proven track record of effectively
growing fund development and/or revenue generation.
- Experience with and/or an ability to engage a wide range of
stakeholders including thought partners and philanthropic
- Demonstrated commitment to access and equity.
- Persuasive, credible, and clear communicator with stellar
- Entrepreneurial spirit with a sense of urgency
- An unwavering commitment to quality and excellence.
- Sound judgment and high emotional intelligence.
- Highest integrity.
COMMITMENT TO NON-DISCRIMINATION
provides equal employment opportunity for all applicants and
employees. NASPA does not discriminate on the basis of race; color,
national origin; religion; sex; age; gender identity or expression,
affectional or sexual orientation, veteran status, disability,
marital status; personal appearance; family responsibilities;
genetic information; educational status; political affiliation;
unemployment status; place of residence or business; source of
income; caste; matriculation; credit information; status as a
survivor or family member of a survivor of domestic violence, a
sexual offense, or stalking; reproductive health decision making;
or any other basis protected by law in any of its policies,
employment practices, or in any context in the workplace. When
necessary, NASPA also makes reasonable accommodations for employees
The target salary for this
position is $250,000. NASPA has provided a compensation expectation
that represents its good faith estimate of base pay for the
position at the time of posting. There could also be the
opportunity for an incentive component of the salary package. NASPA
may ultimately pay more or less than the target compensation. The
salary package offered to the selected candidate will be determined
based on factors such as the qualifications of the selected
candidate, internal salary equity considerations, and available
market information at the time of hiring, but not based on a
candidate’s protected status.
BA, ideally with an MEd, MBA,
MPA, or related advanced degree. However, as research demonstrates
that education requirements can be a deterrent for qualified
candidates to apply and can perpetuate gender and racial
disparities, we encourage all candidates with the professional
experiences and leadership qualities outlined in this position
specification to apply.
KORN FERRY CONTACTS
The position will
remain open until filled and materials will be reviewed on a
rolling basis. Nominations and applications are welcomed at your
earliest convenience. NASPA invites all nominations and
applications for the position of Chief Growth Officer. Please send
your resume to Angie.VanGorder@KornFerry.com