TITLE Director of Donor Relations
CLASSIFICATION NUMBER 1785
IMMEDIATE SUPERVISOR Executive Director of Development
MAJOR ADMINISTRATOR Vice President for University Advancement
The Director of Donor Relations holds the primary responsibility for managing scholarship and endowment gifts and all aspects of The Founders Club, including organizing and managing the events. The Director of Donor Relations serves as constituent fundraising liaison to several university areas and prepares written materials, including primary responsibility for the preparation of The Foundation Annual Report and donor recognition signage.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor's degree is required.
Experience: At least three years of successful professional experience is required, preferably in higher education development and/or a demonstrated record of success in a related career field.
Skills: Exceptional interpersonal skills with all age groups are required. Strong oral and written communication skills are required. Organizational skills, particularly planning, managing deadlines, and evaluating progress are required. The position is paperwork-intensive and requires skills in proofreading and editing, attention to detail and follow-through. Computer literacy, particularly in word processing, using Internet resources, and using databases is required.
Effort: Lifting and moving boxes of materials and equipment weighing twenty-five to fifty pounds is occasionally required.
Other: The scope of the job requires occasional attendance at evening and/or weekend activities, meetings, events, seminars and workshops, etc.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Supports the overall long-term financial strength of University programs by visiting with donors and prospective donors about a variety of gift possibilities, particularly scholarships.
2. Prepares Foundation Annual Reportby writing, editing, proofreading, and coordinating with the Publications Office and other writers.
3. Facilitates donor gift planning by remaining current in areas of gift possibilities available through the Missouri State University Foundation and the current laws and regulations governing such gifts.
4. Assures good donor relations by assuming primary responsibility for working closely with scholarship and endowment gift donors and preparing all associated paperwork which facilitates scholarship and endowment giving including the collection of agreements and other documentation to manage and administer the terms and provisions of individual donations.
5. Enhances good donor relations by assuming primary responsibility for The Founders Club, including the annual goal of adding new members and managing donor correspondence, reminders, acknowledgments, list maintenance, lists for publications, all club events and arrangements, donor mementos, materials, parking passes, and anything relating to that particular donor segment.
6. Provides support to the Office of Development and Alumni Relations and constituent fundraisers by handling internal paperwork and follow-up for major and planned/deferred gifts acquired by self and other members of the professional development staff, assuming primary responsibility for donor recognition by preparing and ordering signage, proclamations, etc., and assuming primary responsibility for special projects and all other duties as assigned and completing them in a timely, thorough and professional manner.
7. Serves as constituent fundraising liaison as assigned to university programs, colleges, or other campuses (at present, liaison assignments include Jordan Valley Innovation Center, Administrative Services, Continuing Education, and the Graduate College) by keeping regular appointments with constituency leadership and performing prospect research and follow-up as deemed appropriate.
8. Enhances the ability of the university to meet fund-raising goals by having a complete understanding of current capital projects as well as endowment gifts, athletics gifts, the Missouri State University Phone Campaign, and giving programs available through the Missouri State University Foundation and possessing a knowledge of the advantages of membership in various gift recognition clubs.
9. Manages a rated prospect list as part of the moves management system.
10. Communicates the status of current fund-raising activities to both the public and senior administrators and stimulates interest in gift giving by preparing written materials including proposals, contact reports, brochures, gift acknowledgments, articles, administrative reports, as well as contributing to the Missouri State alumni magazine.
11. Facilitates good donor relations by representing the Office of Development and Alumni Relations at functions and meetings as assigned and working with donors and potential donors, alumni, students, friends, and various constituencies of the University to strengthen their ties to Missouri State University.
12. Prepares for professional and donor encounters by establishing and maintaining professional competency and currency in the field of university development work through professional reading, developing professional contacts with colleagues, attending professional development courses, attending training and/or courses required by the Executive Director of Development, and maintaining appropriate professional memberships in organizations such as CASE and AFP.
13. Assures donor confidentiality as well as the confidentiality of the projects undertaken by the Office of Development and Alumni Relations by conducting all personal contacts and communications with donors in a professional manner.
14. Facilitates and supports the accomplishment of established goals for the Office of Development and Alumni Relations by developing and maintaining cordial and professional working relationships with University administrative, support, and professional departmental staff and appropriate off-campus constituencies.
15. Participates as a fully productive member of the professional staff by adhering to all University policies and procedures and the internal policies and procedures of the Office of Development and Alumni Relations.
16. Contributes to the overall success of the Office of Development and Alumni Relations by performing all other duties as assigned.
The Director of Donor Relations is supervised by the Executive Director of Development and supervises clerical support staff and student workers.
OFFICE OF HUMAN RESOURCES
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 4 - 1500 Points: Work involves the primary accountability for a smaller 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. Work activities have a direct and substantial impact on the department. While work activities do have some effect on the efficiency and reputation of the cost center, departments, programs, or processes at this level represent a relatively minor function within the cost center. Employees in jobs at this level may have responsibility for developing budgets, distributing budgeted funds, and exercising the primary control over a relatively small budget.