TITLE Director of Marketing and Promotions
CLASSIFICATION NUMBER 1455
IMMEDIATE SUPERVISOR Executive Director, Juanita K. Hammons Hall for the Performing Arts, Hammons Student Center, and Plaster Student Center
The primary job duty of the Director of Marketing and Promotions is the planning, development, and implementation of the marketing, advertising, promotional, and public relations efforts for the Juanita K. Hammons Hall for the Performing Arts. The Director of Marketing and Promotions oversees the securing of in-kind support for performances present by the Hall through media underwriting partnerships.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor's degree with an emphasis in Marketing, Communications, or an Arts discipline is required. A Master's degree in similar disciplines is preferred.
Experience: Five years of professional employment in marketing, the arts, and/or a related field is required. A thorough knowledge of promotions, advertising, print and electronic media, print production, and audience development are required. An understanding of the performing arts is preferred.
Skills: Management skills, particularly in handling multiple tasks simultaneously, are required. Excellent oral and written communications skills and interpersonal skills are required. Supervisory skills are required. Computer literacy, specifically word processing, is required. Brochure development, statistical analysis, and copywriting skills are preferred.
Other: The scope of the job frequently requires attendance at evening and/or weekend activities, performances, lectures, and/or rehearsals.
1. Ensures productive and maximum utilization of the facilities of the Juanita K. Hammons Hall for the Performing Arts by planning and directing annual and seasonal marketing and advertising campaigns targeted towards selling subscriptions, group sales, and individual tickets, planning and implementing comprehensive, long-range marketing and advertising goals for the Hall, developing and initiating publicity and public relations campaigns, marketing plans, and related materials for the Hall and its various programs that inform the students and community about the programs sponsored by the Hall.
2. Promotes the program of scheduled performances for the Hall by initiating and monitoring public information for all events, coordinating advertising through the preparation and placement of various media advertisements (electronic and print), serving as copywriter and editor for a wide range of printed promotional materials, and overseeing the preparation of printed programs.
3. Secures significant in-kind funding support for the Hall from media partners by overseeing the preparation of proposals for media underwriting.
4. Oversees creation and production of promotional materials by working with University Publications designers on major season print pieces, supervising an in-house graphics designer to produce newspaper and other print ad pieces and support materials for various Hall operations, and overseeing the creation and maintenance of the Hall’s website.
5. 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 Executive Director.
6. Contributes to the overall success of the Juanita K. Hammons Hall for the Performing Arts by performing all other duties and responsibilities as assigned.
The Director of Marketing and Promotions is supervised by Executive Director of the Juanita K. Hammons Hall for the Performing Arts, Hammons Student Center, and Plaster Student Center, a Graduate Assistant, and student employees, and makes recommendations which are given particular weight regarding the hiring, firing, advancement, promotion, and other changes of status of those supervised.
OFFICE OF HUMAN RESOURCES
REVISED MAY 2007
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 4 - 2300 Points: Knowledge of the principles, concepts, practices, methods and techniques of an administrative, managerial, or professional field such as accounting or auditing, financial management, business administration, human resources, engineering, social sciences, communications, education, law, or medicine. Knowledge permits the employee to complete assignments by applying established methods to recurring types of projects/problems susceptible to well-documented precedents or to schedule, plan, and carry out precedented projects. Alternatively, knowledge at this level might also permit the employee to carry out precedented projects requiring considerable 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 along with significant related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with substantial work experience or a non-specific Master's degree requirement with substantial work experience. Knowledge requirements generally also include a significant amount of related work experience and may include administrative or supervisory 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 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.