Candidates can’t and shouldn’t try to run their campaign alone.
This lesson will help you decide who you need on your campaign team based on the office you are running for, how many people to bring on board, how to structure their responsibilities, and if they will be paid or volunteers.
When forming your campaign team first consider:
- What office are you seeking?
- How much money will you raise?
- What are your personal skill sets?
A candidate’s time is a campaign’s most important resource. There is no one perfect way to set up a campaign team, no rules about how many people to bring on board, or how to structure their responsibilities, but here are some key best-practices to keep you sane and set you up for success.
TIP: Money shouldn’t be the only factor in determining the size and type of campaign team you have. There are volunteers that can support your campaign in a variety of capacities as well.
- Campaign Manager- Oversees all operations
- Finance Director- Fundraising and reporting management
- Communications Director- Communication strategy and media relations
- Digital Director- Manages your online presence
- Field Director- Coordinates field efforts and volunteers
- Compliance/Legal Advisor- Guides you through the regulations
- Research Director- Investigates and organizes research on policy, opposing candidates, and their own candidate
- Consultants– The odds and ends
TIP: Depending on the office you’re running for, you probably don’t need all of these. Roles should be delegated based on skill set, time commitments, and your relationship with that person.
Use the Building Your Campaign Team Candidate Tip Sheet as a guideline on what candidates should and should not do themselves and outlines roles of key campaign staff.
The Mapping Your Skills worksheet is a great tool for identifying specific strengths, interests and knowledge gaps of individuals already committed to helping with your campaign and to pinpoint the skills you need to prioritize when adding additional staff.