1772 Assistant Director of Athletics - External Affairs
POSITION IDENTIFICATION
TITLE Assistant Director of Athletics - External Affairs
CLASSIFICATION NUMBER 1772
GRADE 46
IMMEDIATE SUPERVISORS Director of Athletics and Executive Director of Development
MAJOR ADMINISTRATOR President
GENERAL FUNCTION
The Assistant Director of Athletics – External Affairs assists with major donor activities including solicitations, gifts-in-kind, annual funds, ticket campaigns, promotional activities including game sponsorships, group sales, signage, program advertising, and special projects as assigned by the Director of Athletics and the Director of Development and Alumni Relations.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor's degree is required, preferably in marketing, public relations, journalism, communications, or a related field.
Experience: At least five years experience of successful professional experience is required, preferably in higher education development or demonstrated comparable successful track record in a related career.
Skills: Effective oral and written communications skills are required. Management skills such as goal setting and staff supervision, as well as good organizational skills are required. Computer literacy, particularly in word processing and using databases, is required.
Effort: Occasionally required to lift and carry boxes of materials and equipment weighing 25-50 pounds.
Other: Scope of the job frequently requires travel and attendance at evening and/or weekend activities, meetings, events, seminars and workshops.
1. At the direction of the Director of Athletics and/or the Executive Director of Development, cultivates and solicits prospective donors and cultivates current donors for major or special gifts by conducting the background reading and informal research needed to successfully complete projects assigned, thus meeting the needs of various constituencies.
2. Enhances the ability of the University to meet fund-raising goals by having a complete understanding of gift programs such as endowment gifts, athletic gifts, the Nationwide Phone Campaign and other giving opportunities available through the Missouri State University Foundation, possessing a knowledge of the recognition provided in various gifting level clubs, and establishing the goals and assuming responsibility for The Bears Fund.
3. Facilitates charitable giving by donors, thus alleviating potential problems which discourage giving, by maintaining currency and proficiency on technical and tax code matters affecting donors and charitable giving, and suggesting options which may best meet both the donors' and the University's desires.
4. Assumes primary responsibility for the Auction Benefiting Athletics by preparing correspondence and the catalog, acquiring and acknowledging items to be auctioned , managing volunteers, and planning and staffing the event.
5. Assumes primary responsibility for marketing and promoting intercollegiate athletics programs by overseeing and delegating marketing and promotion activities such as game sponsorships, group sales, ticket sales campaigns, signage, program advertising, web sales, video board sales, and the licensing program.
6. Facilitates good donor relations by assisting with planning, organizing and supervising various University-sponsored events keyed to fund-raising and gift recognition, representing the Department of Intercollegiate Athletics and the Office of Development and Alumni Relations at functions and meetings as assigned, and working with donors and potential donors, alumni, students, friends and various constituencies of the University to strengthen their ties to Missouri State University.
7. Facilitates the achievement of established goals for the Department of Intercollegiate Athletics and the Office of Development and Alumni Relations by developing and maintaining cordial and professional working relationships with University administrative, support, professional and departmental staffs, and appropriate off-campus constituencies.
8. Assures donor confidentiality as well as the confidentiality of projects and strategies undertaken by the Department of Intercollegiate Athletics and the Office of Development and Alumni Relations by conducting all personal contacts and communications with donors in a professional manner.
9. Communicates the status of current fund-raising activities to both the public and senior administrators, stimulates interest in gift giving by preparing written materials including proposals, contact reports, brochures, gift acknowledgments, articles, administrative reports, and contributing to the Honor Roll of Donors and alumni publications.
10. Creates opportunities for interaction between the University and alumni and potential donors, thereby enhancing the potential for giving, by representing the University at a wide variety of functions where there is a large concentration of alumni and/or potential donors.
11. Participates as a fully productive member of the professional staff by adhering to all University policies and procedures and the internal policies and procedures of the Office of Development and Alumni Relations and the Department of Intercollegiate Athletics.
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 required by the Director of Development and Alumni Relations and/or the Director of Athletics.
13. Contributes to the overall success of the Department of Intercollegiate Athletics and the Office of Development and Alumni Relations by assuming primary responsibility for special projects as assigned and performing all other duties and responsibilities as assigned.
The Assistant Director of Athletics – External Affairs is supervised by the Director of Athletics and the Executive Director of Development and supervises the Director, Corporate Relations and Marketing, Graduate Assistants, and administrative support employees.
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 4 - 470 Points: Supervision of (a) a moderate number of operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a small number of professional employees who exercise limited supervision of others, or (c) large numbers of student workers or graduate assistants, or some equivalent combination of the above. The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is responsible for training, planning, and directing the work of permanent employees, and generally controls hiring decisions. Supervisory responsibilities consume moderate amounts of work time and may include general work planning tasks.
Factor 3: Interactions with Others
Level 4 - 500 Points: Interactions with others are somewhat unstructured. The purpose may be to influence or motivate others, to obtain information, or to control situations and resolve problems. Interactions may be with individuals or groups of co-workers, students, or the general public, may be moderately unstructured, and may involve persons who hold differing goals and objectives. Individuals at this level often act as a liaison between groups with a focus on solving particular unstructured problems. Interactions at this level require considerable interpersonal skill and the ability to resolve conflict.
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 5 - 2350 Points: Work involves primary accountability for a larger 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, influences internal or external operations, or impacts students, faculty, and/or staff. Work activities have a direct and significant impact on the department. Work activities also have a significant effect on the efficiency and reputation of the cost center and represent a relatively major function within the cost center. At this level would be jobs in which the incumbent may have responsibility for developing budgets, distributing budgeted funds, and exercising primary control over a moderately-sized budget.