2136 Advertising Manager, Standard

POSITION IDENTIFICATION

TITLE Advertising Manager, Standard

CLASSIFICATION NUMBER 2136

GRADE 42

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Faculty Advisor to the Standard

MAJOR ADMINISTRATOR Department Head, Media, Journalism, and Film

GENERAL FUNCTION

The primary duty of the Advertising Manager is to plan, implement, and manage a comprehensive advertising and marketing program for the Standard resulting in sufficient funds to support a publication that is printed twice a week. The Advertising Manager is responsible for sales, ad design, and promotional operations.

Continuation of the position is contingent upon adequate sales revenue.

MINIMUM REQUIRED QUALIFICATIONS

Education: A high school diploma or the equivalent is required; a bachelor’s degree in advertising, marketing, or a related field is preferred. A bachelor’s degree in other fields will be considered if combined with substantial professional experience in advertising sales.

Experience: A minimum of one year in advertising sales is required. Newspaper advertising sales experience and familiarity with newspaper business practices are preferred. Experience with student publications is preferred.

Skills: A working knowledge of computer applications such as word processing, desktop publishing, and graphic design software is required. A working knowledge of QuarkXPress is preferred. Demonstrated competence in sales techniques, advertising layout and design, copywriting, editing, and advertising business procedures is required. Effective management skills and the ability to work with students are required.

Other: Frequent local travel is required.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Assures an effective student workforce for the sales, advertising design, and marketing efforts of the Standard by recruiting, training, advising, and supervising student staff and acting as a motivator and professional role model.

2. Manages the advertising and marketing efforts of the Standard by developing and updating account and prospect lists; developing and implementing annual advertising sales, marketing, and revenue goals, plans, and procedures; and organizing the sales staff by assigning clients and setting sales goals and quotas.

3. Provides good customer service to advertisers by ensuring that contracts are prepared promptly and properly, proofreading all display and classified ads, acting as a contact person for national advertising companies, processing all national advertising insertion orders and making arrangements with the printer, maintaining contact with major clients, and resolving all customer inquiries and complaints.

4. Ensures effective daily operation of sales, marketing, and advertising design efforts by implementing detailed procedures for selling and producing ads, establishing and enforcing deadlines for ad sales and production, developing and enforcing an efficient production schedule for ads, and, in conjunction with the faculty advisor, editor, and the business manager, developing and updating the advertisement rate card.

5. Organize and provide information by maintaining records on local and national ad sales organized by the week and by the advertising representative.

6. Cultivates understanding and maintenance of good relations among the news editorial, advertising, business, and circulation departments of the newspaper by working with the editor and business manager.

7. 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 faculty advisor.

8. Helps to ensure the continued success of the Standard by performing all other duties assigned by the faculty advisor.

SUPERVISION

The Advertising Manager is supervised by the faculty advisor and supervises student sales, advertising design, and marketing staff.

OFFICE OF HUMAN RESOURCES

REVISED JANUARY 2010

JOB FAMILY 4

Factor 1: Professional Knowledge, Skill, and Technical Mastery

Level 0 - 300 Points: Entry-level general knowledge of processes, methods, and procedures that can be obtained through on-the-job training in one or more simple work processes. Knowledge permits the employee to complete less demanding, related, and recurring assignments that can be quickly mastered and/or to assist experienced coworkers. Knowledge and skill at this level are typically acquired through on-the-job training and a combination of high school diploma and previous work experience or some college course work or vocational training.

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 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.