TITLE Membership Manager, Radio and TV
CLASSIFICATION NUMBER 5114
IMMEDIATE SUPERVISOR General Manager, KSMU and Ozarks Public Television
MAJOR ADMINISTRATOR Director of Broadcast Services
The Membership Manager, Radio and TV is responsible for the overall development of the annual plan for revenue generation for KSMU and Ozarks Public Television through individual and major giving. The Membership Manager, Radio and TV develops annual strategies to raise funds for both radio and TV through on-air pledge drives, direct mail, and telemarketing campaigns as well as acquires and maintains relationships with major donors. The Membership Manager directs targeted fundraising appeals in order to develop higher renewal rates, increased levels of giving, and overall growth of the membership roster. The Membership Manager evaluates the success of the membership program throughout the year and makes necessary adjustments to meet goals.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A high school diploma or the equivalent is required; a Bachelor's degree is preferred.
Experience: Two years experience in organizing and implementing fund-raising activities is required. Experience working in Public Radio or Television membership campaigns is preferred.
Skills: Excellent oral and written communication skills are required. Excellent organizational skills are required. The ability to use word processing, spreadsheet, and database applications, including the ability to learn new applications, is required. Familiarity with specialized membership software is preferred.
Other: Must be able to lift and carry objects up to thirty pounds.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Raises funds and meets financial goals for the support of Broadcast Services units by setting and achieving monthly fundraising goals through membership pledges and renewals, managing monthly processing such as timely renewal mailings, pledge billing, monthly installment reminders, and targeted direct mail appeals throughout the year, and evaluating membership revenue monthly and making adjustments in strategy in order to reach the overall membership goal.
2. Ensures that pledge drives run smoothly and meet goals by coordinating live and pre-taped pledge broadcasts, assisting with the selection of pledge programming, motivating on-air talent with pitch ideas and statistics, planning and scheduling shifts for volunteers, on-air talent, and hosts, overseeing premium selection, ordering and fulfillment, pledge billing, thank-you letters to donors, and directing membership staff to accurately acquire and maintain donor information.
3. Monitors and evaluates the effectiveness of various aspects of membership pledge campaigns by identifying the top pledge-generating programs, the number and total amount of pledges, supervising premium fulfillment, monitoring credit card percentage rate fulfillment, comparing the current pledge drive results to prior years’ results, providing data for Corporation for Public Broadcasting (CPB) system reporting, Public Broadcasting Service (PBS) pledge data reporting, and Development Exchange, Inc. (DEI) and fundraising projections for pledge programming based on historical analysis and research of national giving for pledge programs.
4. Encourages a high membership response rate by writing effective letters and implementing campaigns targeted towards renewals, additional gifts, and lapsed members, ensuring that reminders are sent, overseeing telemarketing campaigns for renewals, additional gift requests, and lapsed re-join requests, analyzing the response rates for direct mail and telemarketing campaigns, and providing national trend comparisons from other stations representative of our market size.
5. Works with the Production Department to improve the on-air look and sound in an effort to increase viewer awareness of the need for financial support.
6. Manages quarterly contacts with major donors and oversees recognition of new major donors.
7. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development seminars, and attending training and/or courses as directed by the the General Manager of Radio and TV.
8. Helps to ensure the continued success of Broadcast Services units by performing all other duties as assigned.
The Membership Manager is supervised by the General Manager of KSMU and Ozarks Public Television and supervises membership staff and volunteers.
OFFICE OF HUMAN RESOURCES
REVISED JUNE 2007
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 1 - 500 Points: Knowledge of principles, processes, methods, and procedures associated with a limited range of healthcare, technical, scientific, administrative support, communications, or social science program objectives or common problems. Knowledge permits the employee to complete routine medical and healthcare procedures, common administrative support tasks, operate basic equipment and instruments, carry out a variety of interrelated tasks and recurring assignments, assist individuals, answer common questions, and/or elicit information from a variety of sources. Professional knowledge, skill, and technical mastery at this level are typically acquired through a combination of formal education and/or training and experience beyond a high school diploma.
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 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.