5089 Manager, Corporate Support
TITLE Manager, Corporate Support
CLASSIFICATION NUMBER 5089
The Manager, Corporate Support oversees the operation of the corporate support area of KSMU and OPT which bring in significant external revenue for the two stations. Responsibilities include setting goals and benchmarks for corporate support, producing monthly financial reports tracking sales for the stations, soliciting and servicing corporate support accounts for KSMU and OPT, and ensuring Federal Communications Commission (FCC) regulations regarding underwriting are met.
Education: A Bachelor's degree in Mass Media, Communications, Public Relations, or a related field is required; a Master’s degree is preferred.
Experience: Three years of experience with marketing, sales, and/or development activities is required; experience with higher education and/or public broadcasting marketing and/or development activities is preferred. Supervisory experience is preferred.
Skills: Strong oral and written communication skills are required. Excellent interpersonal skills are required. Organizational skills, particularly in planning and executing integrated marketing and/or fund-raising campaigns, are required. Computer literacy, particularly in the use of word processing, database, and presentation software is required. A demonstrated ability to work in a fast-paced environment is required.
Effort: Must be able to lift and carry material weighing five to twenty-five pounds.
License: A valid Missouri driver's license is required.
1. Oversees corporate support packaging, rate structure, and inventory analysis and uses Arbitron and Nielson rating information to design strategic marketing plans to help local and area companies and other organizations reach their goals.
2. Ensures compliance with FCC guidelines regarding underwriting.
3. Manages station public service initiatives including weekly campus and community spots and trades with nonprofit organizations.
4. Supports KSMU and OPT membership activities, including on-air fundraisers, by obtaining challenge grants, serving on the planning committee for KSMU and OPT fundraisers such as the Friday Night TV Dinner, and obtaining corporate sponsorships and higher-level merchandise donations.
5. Generates corporate support by directing the activities of Corporate Support Representatives and Graduate Assistants, developing, maintaining, and utilizing an account list of new and existing accounts, and working with businesses, advertising agencies, and non-profit entities to secure revenues.
6. Collects, manages, and uses research data effectively to obtain external funding and generates increased commitments for funding by organizing and utilizing underwriting data.
7. Supervises the preparation of the quarterly Issues/Program listing for KSMU and OPT as required by the FCC, supervises the development and maintenance of corporate support elements of the web sites, and compiles the annual Corporation for Public Broadcasting (CPB) report on OPT underwriting.
8. Represents KSMU and OPT at community events including Springfield Ad Club luncheons.
9. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses and conferences, and attending training and/or courses required by the Director of Broadcast Services.
10. Contributes to the overall success of Broadcast Services by performing all other duties and responsibilities as assigned.
The Manager, Corporate Support is supervised by the General Manager of KSMU and OPT and supervises Corporate Support Representatives, student interns, and student employees.
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 3 - 270 Points: Supervision of a limited number of (a) operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a very small number of professional employees, or an equivalent combination of (a) and (b). The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is generally responsible for training, planning, and directing the work of permanent employees, and provides major input into 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 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.