TITLE Director of Sponsorships
CLASSIFICATION NUMBER 7614
CLASSIFICATION Professional Nonexempt
IMMEDIATE SUPERVISOR Executive Director, Development
MAJOR ADMINISTRATOR VicePresident for University Advancement
The Director of Sponsorships secures corporate and individual sponsorships for various events hosted or supported by University Advancement as well as sponsorships and underwriting support for Juanita K. Hammons Hall for the Performing Arts. Working with the Executive Director of Development, the Director of Sponsorships develops a strategy to attract and maintain sponsorship gifts, including cash sponsorships, corporate sponsorships, and in-kind sponsorships. The Director of Sponsorships works with the Executive Director of Development to create and implement sponsorship objectives and manages execution and fulfillment of sponsorship agreements. The Director of Sponsorships works in coordination with the Development team on other projects as assigned.
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 verbal 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. Secures funds or other resources from businesses and individuals related to sponsorship opportunities.
2. Manages, sustains, and nurtures existing relationships, engages new sponsorship donors, and pursues new sponsorship opportunities.
3. Creates, drafts, and updates sponsorship documents.
4. Initiates and cultivates relationships and solicits potential sponsors.
5. Creates sponsorship reports.
6. Working with the Director of Prospect Research, develops a pipeline of sponsorship prospects.
7. Oversees the fulfillment of sponsorship commitments.
8. Oversees the fulfillment of event commitments to sponsors.
9. Works collaboratively in a team environment with a spirit of cooperation and remains open to all levels of work and support for the University.
10. Contributes to a work environment that encourages knowledge of, respect for, and the development of skills to engage with those of other cultures or backgrounds.
11. 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.
The Director of Sponsorships is supervised by the Executive Director of Development.
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.