Missouri State University

1236 Assistant Director of Development West Plains

POSITION IDENTIFICATION

TITLE Assistant Director of Development, West Plains

CLASSIFICATION NUMBER 1236

GRADE 42

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Director of Development, West Plains Campus

MAJOR ADMINISTRATOR Chancellor, West Plains Campus

GENERAL FUNCTION

The Assistant Director of Development is responsible for assisting the Director of Development in developing, implementing, and supervising fundraising and alumni programs for the West Plains Campus and service area.  The Assistant Director will be responsible for event planning, constituent relations, volunteer management, alumni relations, and fundraising development.  The Assistant Director manages program and event budgets, coordinates activities and stewardship events for donors, friends and alumni, and coordinates the communication and publication of related activities and events.  The Assistant Director assists the Director in fundraising campaigns and donor recognition events. 

MINIMUM ACCEPTABLE QUALIFICATIONS

Education:  Bachelor’s degree is preferred.  Associates degree required. 

Experience: A record of one to three years of successful event planning, constituent relations, volunteer management, alumni relations, and/or development in higher education is preferred.

Skills: Excellent written and oral communications skills; demonstrated ability to organize, motivate, and lead volunteers; strong interpersonal skills that project a strong positive image of the campus through personal interaction with donors , alumni and friends; demonstrated organizational skills including planning, setting deadlines, and evaluating progress 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, spreadsheets, and use of data bases is preferred.

Effort: Occasionally required to lift and move boxes of materials and equipment weighing 25 – 50 pounds.

Other: The job frequently requires travel and attendance at evening and weekend activities, meetings, events, seminars, and workshops.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Develops, implements, and supervises fundraising events, donor recognition events, and donor, friends and alumni programs and campaigns to meet short and long range goals and objectives in the area of development for the West Plains campus and service area. 

2. Recruit, train, and coordinate volunteers for fundraising events and programs.

3. Recruit and advise members of the Student Alumni Association.

4. Contribute articles and assist in the development of publications for donor, friends, and alumni, and assist in web site development and updates. 

5. Coordinate donor recognition events.

6. Serves on campus committees as assigned.

7. Assists the director in coordinating fundraising campaigns.

8. Encourages continued participation by donors in the University’s giving programs.

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

10. 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 Director of Devlopment.

11. Contributes to the success of Missouri State University West Plains by performing all other duties and responsibilities as assigned.

SUPERVISION

The Assistant Director of Development for the West Plains campus is supervised by the Director of Development.

OFFICE OF HUMAN RESOURCES

REVISED JANUARY 2013

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 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 2 - 250 Points: The employee carries out a group of procedures using the general methods and desired results indicated by the supervisor. Typically, standard operating procedures, handbooks, and/or reference manuals exist for most procedures, but the employee must select from the most appropriate of several guidelines and make minor adjustments to methods. Unforeseen situations are normally referred to others for resolution. Assignments are related in function and objective, but processes, procedures, or software varies from one assignment to another. Based on the assignment, the employee uses diverse, but conventional, methods, techniques, or approaches. Employees in jobs at this level may perform work that is moderately complex, but normally performed within a fairly narrow and specific functional area.

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.