TITLE Resource Development Specialist
CLASSIFICATION NUMBER 2480
IMMEDIATE SUPERVISOR Dean, College of Health and Human Services
MAJOR ADMINISTRATOR Provost
The Resource Development Specialist – CHHS is responsible for assisting the Dean in acquiring additional external resources needed to accomplish the mission and goals of the college. The Resource Development Specialist assists the Dean in working with alumni and supporters of the college and coordinates college activities with the University Foundation and Alumni Activities. The Resource Development Specialist manages college program and event budgets, coordinates activities and stewardship events for college donors, friends, and alumni, and coordinates the communication and publication of related activities and events. The Resource Development Specialist assists the Dean, department heads, faculty, and staff in the college in identifying external funding opportunities, facilitating interdisciplinary collaboration, assisting with the preparation of proposals, and other aspects necessary for obtaining external funding to support college teaching, research, and service programs.
MINIMUM ACCEPTABLE QUALIFICATONS
Education: A bachelor’s degree is required; coursework in communications, business management, and/or health preferred.
Experience: Four years of administrative support experience which includes managing projects or complex processes is required. Experience in successful event planning, constituent relations, volunteer management, alumni relations, and/or development in higher education is required.
Skills: Excellent written and verbal communication skills are required. A demonstrated ability to organize, motivate, and lead others is required. Effective interpersonal skills that project a strongly positive image of the college through personal interaction with donors, alumni, and friends is required. Computer literacy, particularly in word processing, spreadsheets, and the utilization of databases is required. Experience writing and editing reports is required. The ability to make sound decisions by applying policies and procedures and using available resources is required. The ability to analyze information and research a variety of sources (including online sources) to identify and resolve problems or issues is required. The ability to work independently and with limited supervision is required. The ability to manage multiple projects and meet tight deadlines is required. The ability to follow detailed instructions is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
Effort: Occasionally required to lift and move boxes of materials and equipment weighting 25 – 50 pounds is required.
Other: The job frequently requires travel and attendance at evening and weekend activities, meetings, events, seminars, and workshops. A valid Missouri driver’s license is required. May require working evenings and weekends in order to meet deadlines.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Develops, implements, and supervises college fundraising events, donor recognition events, and donor, friends, and alumni programs and campaigns to meet short- and long-range goals and objectives of the college.
2. Recruits, trains, and coordinates volunteers for fundraising events and programs.
3. Contributes articles for and assists in the development of publications for donors, friends, and alumni and assists in website development and updates.
4. Serves on campus committees as assigned.
5. Encourages continued participation by donors in the University’s giving programs.
6. Develops collaborative opportunities with external organizations by working with University administrators, faculty, and staff.
7. Supports the development of proposals for the college by assisting faculty and staff in writing, reviewing, editing, and meeting agency guidelines for all types of college teaching, research, and services proposals for external funding.
8. Facilitates interdisciplinary collaboration and promotes an understanding of the professional benefits of obtaining external funding by identifying funding opportunities that best match the interests of faculty and staff.
9. Working with the Office of Sponsored Research and Programs and under the direction of the Dean, helps to assure the proper application of policies and regulations regarding the submission of external grant proposals, compliance protocols, and acceptance of external grants and contracts by reviewing submissions from faculty, staff, and students.
10. Assists in the preparation and analysis of regularly scheduled and special reports regarding externally-funded college grant and research activities.
11. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
12. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses as required by the Dean.
13. Contributes to the success of the college and Missouri State University by performing all other duties as assigned.
The Resource Development Specialist – CHHS is supervised by the Dean.
OFFICE OF HUMAN RESOURCES
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 3 - 1500 Points: Entry-level knowledge of the principles, concepts, practices, and methods of an administrative, managerial, technical, or professional specialty. Knowledge permits employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in professional or technical areas including accounting or auditing, financial management, business administration, human resources, law, engineering, science, or medicine, while gaining familiarity with the University's policies and goals, business practices, and/or accounting systems. This level of knowledge permits the employee to schedule and carry out the steps of a limited operation or project, or to complete stages of a multi-phase project. Alternatively, knowledge at this level might also permit the employee to carry out recurring tasks and routine assignments requiring moderate experience in specific areas within higher education. Knowledge at this level is typically acquired through a combination of formal education and/or training and experience that includes a requirement for a college degree in a specific technical or professional specialty. Knowledge requirements may also include a limited amount of related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with a moderate level of additional related work experience or a non-specific Master's degree requirement with some related work experience.
Factor 2: Supervisory Responsibility
Level 2 - 130 Points: Regular, but limited, supervision, training, or directing the work assignments of (a) small numbers of student, part-time or temporary workers, or (b) one or more permanent, full-time employees. The nature of supervision is largely confined to scheduling work and assigning tasks. Supervision at this level typically does not include a full range of supervisory responsibilities, and supervisory duties typically do not consume a large portion of the work day.
Factor 3: Interactions with Others
Level 3 - 250 Points: The purpose of interactions is to advise or counsel others to solve recurring and structured problems, and/or to plan or coordinate work efforts with other employees who are working toward common goals in situations where relationships are generally cooperative. Interactions are moderately structured and routine and may involve employees in different functions, students, and/or the general public. These types of interactions require normal interpersonal skills.
Factor 4: Job Controls and Guidelines
Level 2 - 250 Points: The employee carries out a group of procedures using the general methods and desired results indicated by the supervisor. Typically, standard operating procedures, handbooks, and/or reference manuals exist for most procedures, but the employee must select from the most appropriate of several guidelines and make minor adjustments to methods. Unforeseen situations are normally referred to others for resolution. Assignments are related in function and objective, but processes, procedures, or software varies from one assignment to another. Based on the assignment, the employee uses diverse, but conventional, methods, techniques, or approaches. Employees in jobs at this level may perform work that is moderately complex, but normally performed within a fairly narrow and specific functional area.
Factor 5: Managerial Responsibility
Level 3 - 850 Points: Work involves providing significant support services to others both within and outside of the department that substantially influences decision-making processes. Work activities are complex and others rely on the accuracy and reliability of the information, analysis, or advice to make decisions. Work activities have a direct, but shared, impact on further processes or services, affect the overall efficiency and image of the department, and may have material impact on costs or service quality within the cost center. Incumbents may be responsible for identifying areas of need and for developing proposals that request funding to fulfill those needs.