TITLE Director of Annual Funds
CLASSIFICATION NUMBER 1776
IMMEDIATE SUPERVISOR Executive Director of Development
The Director of Annual Funds is responsible for all aspects of the University’s annual fund-raising campaigns, including the Missouri State Phone Campaign, Campus Campaign, direct mail appeals, The Performance Society, Senior Class Gift Campaign, the collegiate license plate program, and other annual fund projects. The Director of Annual Funds works in collaboration with other directors in support of annual fund projects, specifically relating to The Bears Fund, The Founders Club, capital projects, and collegiate license plate gifts, advises the Missouri State University Foundation Board on the status of annual fund campaigns, works with list management, develops Annual Funds web pages, directs thank-you and acknowledgment programs to recognize donors’ participation in fund campaigns, and contributes to publications – the annual report, e-newsletter, and the Missouri State Magazine.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor's degree is required.
Experience: Requires a minimum of two years full-time professional staff experience in fund development, preferably for a university.
Skills: Must be organized, detail-oriented, and committed to follow-through; must enjoy interacting with people and be a skilled motivator. Effective oral and written communication skills are required. Excellent management, organizational, staff supervision, and effective interpersonal skills are required. Computer experience with hands-on knowledge of word processing is required; familiarity with Excel and FrontPage is preferred. Experience in writing for fund development (except for grant proposal writing) is preferred. Experience with list management and web page development and maintenance is preferred. Supervisory experience is preferred; supervisory experience in an automated call center would be viewed positively.
Effort: Occasionally required to lift and move boxes of materials and equipment weighing twenty-five to fifty pounds.
Other: The scope of the job requires occasional travel and attendance at evening and/or weekend activities, meetings, events, seminars and workshops and may require monitoring or management of Missouri State Phone Campaign periodically on evenings and weekends.
1. Plans, executes, and ensures achievement of established goals for all annual funds campaigns, which presently include direct marketing, several phone campaigns, specialized campaigns on behalf of specific programs or departments, Campus Campaign, The Performance Society, Senior Class Gift, Parents Campaign, Lapsed Scholarship, address label mailing, direct mail efforts with deans and development officers, the collegiate license plate campaign, and other campaign efforts as needed.
2. Works specifically with the Missouri State Phone Campaign by overseeing and supervising daily operations performed by professional, support, and student staff members, performing strategic planning and budgeting, organizing resources, materials, and reminders, managing pledge confirmation and fulfillment, donor recognition, acknowledgments, and thank you phone campaigns, performing list management needs by working with large database tables, spreadsheets, mail merges, and other computer functions, and performing scripting and reporting functions related to the Phone Campaign.
3. Serves as primary motivator of staff in the Annual Funds area by displaying exceptional interpersonal and management skills.
4. Works closely with senior development staff to identify and refer likely major gift donors.
5. Works closely with alumni relations staff to communicate with alumni regarding annual funds, giving opportunities, and recognition of donors and assists with event promotion as needed.
6. Budgets annual financial resources with a long-term view in mind in order to cover current program needs, while planning for future equipment replacement or one-time special projects.
7. Communicates fund-raising plans and results as appropriate to the Missouri State University Foundation Board of Directors, Foundation and University publications, administrative staff, the Juanita K. Hammons Hall for the Performing Arts Advisory Committee, and other advisory committees and groups as appropriate.
8. Responsibilities may include occasional planning and organizing special events and soliciting individual major gifts.
9. 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 Executive Director of Development.
10. Contributes to the overall success of Development and Alumni Relations by performing all other duties and responsibilities as assigned.
The Director of Annual Funds is supervised by the Executive Director of Development and supervises the Assistant Director of Annual Funds, a Graduate Assistant, administrative support staff, and part-time student employees.
REVISED MAY 2007
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 3 - 270 Points: Supervision of a limited number of (a) operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a very small number of professional employees, or an equivalent combination of (a) and (b). The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is generally responsible for training, planning, and directing the work of permanent employees, and provides major input into hiring decisions. Supervisory responsibilities consume moderate amounts of work time and may include general work planning tasks.
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 3 - 500 Points: The employee operates under general supervision expressed in terms of program goals and objectives, priorities, and deadlines. Administrative supervision is given through statements of overall program or project objectives and available resources. Administrative guidelines are relatively comprehensive and the employee need only to fill in gaps in interpretation and adapt established methods to perform recurring activities. In unforeseen situations, the employee must interpret inadequate or incomplete guidelines, develop plans, and initiate new methods to complete assignments based on those interpretations. Assignments are normally related in function, but the work requires many different processes and methods applied to an established administrative or professional field. Problems are typically the result of unusual circumstances, variations in approach, or incomplete or conflicting data. The employee must interpret and refine methods to complete assignments. Characteristic jobs at this level may involve directing single-purpose programs or performing complex, but precedented, technical or professional work.
Factor 5: Managerial Responsibility
Level 4 - 1500 Points: Work involves the primary accountability for a smaller department, program, or process. Work activities involve managerial decisions that directly affect the efficiency, costs, reputation, and service quality of the department, program, or process. Work affects a limited range of professional projects or administrative activities of the University. Work activities have a direct and substantial impact on the department. While work activities do have some effect on the efficiency and reputation of the cost center, departments, programs, or processes at this level represent a relatively minor function within the cost center. Employees in jobs at this level may have responsibility for developing budgets, distributing budgeted funds, and exercising the primary control over a relatively small budget.