Missouri State University

1765 Executive Director of Alumni Relations

POSITION IDENTIFICATION

TITLE Executive Director of Alumni Relations

CLASSIFICATION NUMBER 1765

GRADE 46

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Vice President for University Advancement

MAJOR ADMINISTRATOR President

GENERAL FUNCTION

The Executive Director of Alumni Relations is responsible for developing and implementing a comprehensive program of activities designed to inform alumni and keep them involved with the University, serves as chairperson for the Homecoming Committee, plans class reunions and implements special events to recognize outstanding alumni, coordinates the alumni chapter network which spans the globe and keeps alumni informed and involved, and serves as advisor to the student alumni association – Recruiting Emerging Alumni Leaders (R.E.A.L.) Bears - and as the Class Notes Editor for the alumni magazine.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Bachelor's degree is required.

Experience: At least three years successful experience in alumni relations, which includes an acknowledged work history showing creative productivity, is required, however, experience in public relations or a related field in which the candidate can demonstrate a successful track record may be substituted.

Skills:  Strong oral and written communication skills are required, with public speaking skills preferred.  Excellent interpersonal skills are required.  Demonstrated ability in motivating volunteers is 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 word processing and using databases, is preferred.

Effort: Occasionally required to lift and carry boxes of materials and equipment weighing twenty-five to fifty pounds.

Other: The scope of the job frequently requires travel and attendance at evening and/or weekend activities, meetings, events, seminars and workshops.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Develops a comprehensive program designed to cultivate the involvement of alumni with the University by establishing viable goals and objectives for alumni involvement, working closely with the Board of Directors of the Missouri State University Alumni Association to produce strategies, implementing and supervising the action plans, and evaluating progress towards achievement of the goals and objectives.

2. Assures the involvement of alumni with the University by coordinating the alumni events chapter network and providing support to their activities, and coordinating promotional events that involve alumni and friends with Missouri State University.

3. Ensures that the needs of all the University's constituencies are met during Homecoming, by serving as chairperson of the Homecoming Committee, which develops and implements a series of events for students, alumni and the community, by planning and organizing reunions on an annual basis for the Golden Bears, selected classes, groups, and organizations.

4. Promotes the immediate involvement of graduating seniors in the Alumni Association by providing information to the fall, spring and summer graduating classes and communicating the advantages of their involvement.

5. Facilitates alumni contact with their alma mater and fellow alumni by serving as class notes editor of the alumni magazine, managing information received on a daily basis from alumni, and preparing the information for publication.

6. Assures the production of a quality periodical which serves a specific University constituency by working closely with the editor of the alumni magazine regarding content, proof-reading rough drafts and final copy, and supervising distribution to all alumni and friends of the University.

7. Encourages volunteerism by serving as a role model, motivating volunteers to participate in a wide variety of University projects, and reaffirming the importance which volunteerism has to the success of the projects, and the value of volunteerism to the University and the volunteers themselves.

8. Ensures that the Alumni Association Awards Program reflects positively on the University and recognizes outstanding alumni by researching the records of prospective candidates, preparing background materials for consideration by the Selection Committee, coordinating with selectees for their participation in recognition ceremonies, and planning and supervising all activities and events scheduled to recognize the honorees on an annual basis.

9. Assures the accuracy of a data base which contains approximately 100,000 University alumni records, in order to publicize various alumni and development activities, by working closely with the Director of Advancement Services regarding maintenance of current alumni information.

10. Facilitates student involvement with the Alumni Association prior to graduation by serving as the R.E.A.L. Bears advisor, planning and coordinating activities which encourage student involvement.

11. Fosters good relationships with various constituencies of the University by responding to inquiries, both verbal and written, directed to the Alumni Association regarding a variety of issues and concerns including the status or location of graduates, affiliation procedures and policies, upcoming alumni activities and events, or other associated matters.

12. Works with the New Media Specialist in Web and New Media on social media, websites, and online marketing campaigns for alumni relations.

13. Manages funds by planning, developing and exercising approval authority for expenditures in two separate budgets, the Office of Alumni Relations and the Homecoming Committee.

14. Promotes a positive image and encourages the involvement and association of alumni with the University by assuming primary responsibility for the Missouri State University Alumni Association Travel Program, which provides a unique travel service to alumni and friends through planning, arranging, scheduling, and escorting tours around the globe.

15. Facilitates a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.

16. 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 directed by the supervisor.

17. Contributes to the overall success of the Office of Development and Alumni Relations by working on special projects and performing all other duties and responsibilities as assigned by the Vice President for University Advancement.

SUPERVISION

The Executive Director of Alumni Relations reports to the Vice President for University Advancement and supervises the Assistant Directors of Alumni Activities, secretarial staff, and a graduate assistant.

OFFICE OF HUMAN RESOURCES

REVISED FEBRUARY 2013

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 4 - 470 Points: Supervision of (a) a moderate number of operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a small number of professional employees who exercise limited supervision of others, or (c) large numbers of student workers or graduate assistants, or some equivalent combination of the above. The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is responsible for training, planning, and directing the work of permanent employees, and generally controls 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 4 - 850 Points: The employee operates under administrative supervision and makes decisions based on broadly-stated University objectives and available resources. Administrative guidelines are expressed in terms of project or program outcomes and deadlines with few comprehensive guidelines. Decisions are based on inadequate guidelines that require considerable interpretation and force the employee to plan all phases of the assignment. Assignments may be unrelated in function and the work requires many different processes and methods and a great deal of analysis to identify the nature and extent of problems. The work may require the employee to develop new methods and to deal with many variables, including some that are unclear or conflicting. Characteristic jobs at this level may involve directing large and/or complex programs, projects, or departments in which the work cuts across functional lines or requires dealing with unprecedented issues.

Factor 5: Managerial Responsibility

Level 5 - 2350 Points: Work involves primary accountability for a larger department, program, or process. Work activities involve managerial decisions that directly affect the efficiency, costs, reputation, and service quality of the department, program, or process. Work affects a limited range of professional projects or administrative activities of the University, influences internal or external operations, or impacts students, faculty, and/or staff. Work activities have a direct and significant impact on the department. Work activities also have a significant effect on the efficiency and reputation of the cost center and represent a relatively major function within the cost center. At this level would be jobs in which the incumbent may have responsibility for developing budgets, distributing budgeted funds, and exercising primary control over a moderately-sized budget.