1457 Director of Development and Sales
TITLE Director of Development and Sales
CLASSIFICATION NUMBER 1457
IMMEDIATE SUPERVISOR Executive Director, Athletic and Entertainment Facilities
MAJOR ADMINISTRATOR President
The primary job duty of the Director of Development and Sales is to call on potential underwriters and advertisers in order to obtain advertising contracts and partnership agreements for underwriting shows. The Director of Development and Sales prepares and presents partnership agreements (underwriting proposals), negotiates different levels of services based on various levels of underwriting support, delivers mementos to purchasers of advertising, manages donor recognition, and plans and implements donor relations efforts as part of the community relations and marketing plan. The Director of Development and Sales oversees the Performance Society, the annual fund through the Missouri State University Foundation dedicated to the growth and development of Juanita K. Hammons Hall for the Performing Arts.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor’s degree is required; a Bachelor’s degree in Mass Media, Communications, Public Relations, or an arts-related field is preferred.
Experience: One year of experience with marketing, development activities, event planning, and/or sales is required.
Skills: Strong oral and written communication skills are required. Excellent interpersonal skills are required. Organizational skills, particularly in planning and executing underwriting, patron, and advertising campaigns are 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 the use of databases, word processing, and Power Point is strongly preferred.
Other: A valid Missouri driver’s license is required. The scope of the job occasionally requires working beyond an eight hour work day to complete special projects. Travel from the Springfield area may be required to call on some prospects.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Seeks underwriting support from businesses and individuals of performances at Juanita K. Hammons Hall for the Performing Arts by using current lists of donors and new business leads generated from research or contact within the community through civic organizations, managing the Performance Society list of donors, developing and targeting new donors through direct mailings and personal calls, maintaining website information regarding giving opportunities, and organizing donor appreciation events such as private Performance Society receptions and the Preview Party and distributing mementos to donors.
2. Generates advertising sales by pursuing new advertising leads, making cold calls to possible advertisers, developing a database of advertisers, maintaining relationships with advertising agencies, approving advertising copy, and communicating with advertisers about prior approval and receipt of finished ad products.
3. Secures funding support for the Juanita K. Hammons Hall for the Performing Arts from foundations, governmental grants, and corporate sponsors by performing research and preparing grant applications, representing Juanita K. Hammons Hall for the Performing Arts at workshops and town hall meetings sponsored by Missouri Arts Council and the Mid-America Arts Alliance, maintaining effective working relationships with representatives from granting agencies, and coordinating with the Business Manager and Office of Sponsored Research and Programs to process and implement grant proposals.
4. Actively grows endowments through donor relations and special fundraising events, such as Wall of honor engravings, the Children’s Ticket Fund Holiday Drive, and the Bid for Kids Silent Auction at the annual Preview Party.
5. Raises the profile of Juanita K. Hammons Hall for the Performing Arts and develops new donors and advertisers by involvement in local civic organizations, developing community relations efforts, and overseeing meetings of the advisory committee, managing the membership, and directing nominations for memberships and officers within the committee.
6. Occasionally represents the Executive Director, Athletic and Entertainment Facilities by managing events at Juanita K. Hammons Hall for the Performing Arts.
7. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
8. 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, Athletic and Entertainment Facilities.
9. Contributes to the overall success of the Juanita K. Hammons Hall for the Performing Arts by performing all other duties as assigned.
The Director of Development and Sales is supervised by the Executive Director, Athletic and Entertainment Facilities and supervises student interns and/or other employees as assigned.
OFFICE OF HUMAN RESOURCES
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 2 - 900 Points: Entry-level professional knowledge of the principles, concepts, practices, and methods of non-technical administrative and managerial functions. Knowledge permits the employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in areas including communications, social sciences, art and design, education, and related functions while gaining in 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 to complete stages of a multi-phase project. 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 an unspecified field or a specific background in a non-technical area. Knowledge requirements may also include a limited amount of 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 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 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.