1237 Director of Development, WP
TITLE Director of Development, WP
CLASSIFICATION NUMBER 1237
IMMEDIATE SUPERVISOR Chancellor, West Plains Campus
MAJOR ADMINISTRATOR Chancellor, West Plains Campus
The Director of Development is responsible for the development, implementation, and supervision of fund raising, alumni relations programs, and grant development for the West Plains Campus and service area. The Director is responsible for constituent fundraising, alumni relations, donor relations, annual funds, major and planned gifts, prospect research, and development administration systems relative to the West Plains campus and its service area. The Director is responsible for oversight of identification of funding opportunities, developing competitive proposals, and other aspects necessary for obtaining external funding. The Director manages multiple budgets, consults with current and prospective donors regarding applicable technical and gift planning matters, directs campaign activities of the campus, and supervises the publication and distribution of various alumni and development publications. The Director assists the Chancellor of the West Plains campus in the planning, coordination and execution of donor recognition events.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: Bachelor’s degree required. Master’s degree is preferred.
Experience: A record of successful fund raising and development experience is required, preferably in higher education.
Skills: Excellent written and oral communication skills are required. A proven record of success and experience in major gift fund raising is required. The ability to project a strong positive image of the campus through personal interaction with donors, alumni and friends is required. Demonstrated organizational skills including planning, setting deadlines, and evaluating progress is required. A demonstrated ability to organize, motivate and lead staff and volunteers is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required. Computer literacy, particularly in word processing and use of data bases is preferred.
Effort: Occasionally required to lift and move boxes of materials and equipment weighing 25-50 pounds.
Other: The job frequently requires travel and attendance at evening and weekend activities, meetings, events, seminars, and workshops.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Provides leadership for the Development Office and guides the programs undertaken by the office through development and implementation of strategies to meet short and long range goals and objectives in the area of development for the West Plains campus. Manages multiple budgets, supervises and motivates professional, support, volunteer and student staff members, ensuring their work activities are integrated with the campus long range plan and master plan visioning guide.
2. Provides leadership for the grant development specialist on all aspects of the grant development process for the West Plains campus and works the Office of Sponsored Research and Programs on the Springfield campus to ensure the grant development specialist is in compliance with all applicable laws and federal regulations relating to external funding.
3. Enhances the opportunities available to faculty, staff and students by developing and implementing fund raising programs for major and capital giving to the campus and its service area.
4. 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. Suggests options for donors to present to their financial and planning professionals, options that best meet both the donor’s and university’s desires.
5. Coordinates West Plains development activities with the Missouri State System development office on a routine basis.
6. Encourages continued interaction of alumni with the campus to develop and enhance programs fostering alumni involvement with the campus and supervises alumni activities planned on behalf of the campus.
7. Supervises staff working on prospect research.
8. Ensures the accuracy of records and availability of computer systems as they relate to alumni and gifts. Ensures appropriate acknowledgement of gifts to the Foundation.
9. Identifies a stable pool of gift prospects by cultivating and soliciting prospective and current donors for potential gifts.
10. Creates opportunities for interaction between campus personnel, alumni and potential donors, thereby enhancing the potential for giving. Represents the campus at a wide variety of functions where there is a large concentration of alumni and/or potential donors.
11. Ensures that special events reach targeted constituencies, fulfill their goals, meet operational guidelines, and enhance rapport between the campus and the Foundation by conducting special events for alumni and donors as well as other functions which benefit the campus.
12. Encourages continued participation by donors in the University’s giving programs.
13. Ensures that West Plains alumni and donor publications provide a positive image of the campus and are synchronized with short and long range goals of the campus by supervising the publication and distribution of said publications.
14. Serves on campus and system-wide committees as assigned.
15. Facilitates a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
16. 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 directed by the supervisor.
17. Contributes to the success of Missouri State University West Plains by performing all other duties and responsibilities as assigned.
The Director of Development for the West Plains campus is supervised by the Chancellor of the West Plains campus and supervises staff assigned to the Office of Development.
OFFICE OF HUMAN RESOURCES
REVISED OCTOBER 2012
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 4 - 850 Points: The employee operates under administrative supervision and makes decisions based on broadly-stated University objectives and available resources. Administrative guidelines are expressed in terms of project or program outcomes and deadlines with few comprehensive guidelines. Decisions are based on inadequate guidelines that require considerable interpretation and force the employee to plan all phases of the assignment. Assignments may be unrelated in function and the work requires many different processes and methods and a great deal of analysis to identify the nature and extent of problems. The work may require the employee to develop new methods and to deal with many variables, including some that are unclear or conflicting. Characteristic jobs at this level may involve directing large and/or complex programs, projects, or departments in which the work cuts across functional lines or requires dealing with unprecedented issues.
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.