1771 Director of Corporate Relations and Marketing

Skills: Demonstrated oral and written communications skills and organizational skills are 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 evening and/or weekend activities, meetings, events, seminars and workshops.

1. Increases the revenues generated from revenue-producing sports by selling advertising for game programs; selling game day corporate sponsorships, signage, season ticket sales; coordinating and planning the successful implementation of group sales ticket program and single ticket sales programs; developing and coordinating the game program ad sales campaign, and developing, implementing, and coordinating the sale of advertising space on the Missouri State University Athletics website.

2. Ensures that activities and events scheduled during home games run smoothly and promote a positive image of the University and its intercollegiate athletics program by leading game day administration, including game day promotions and contests.

3. Increases the revenues generated from private sources by assisting with fund raising activities from The Bears Fund, Missouri State University Athletic Endowments, the Auction Benefiting Athletics, and other private sources and coordinating billing associated with fund raising activities.

4. Expands the region's awareness of intercollegiate athletics by assisting in the planning and successful implementation of Bears on Tour events and other promotional events as assigned.

5. Expands University students' awareness of intercollegiate athletics by planning and coordinating student marketing efforts for all sports.

6. Promotes the University and its athletics programs and generates revenue by issuing licensing agreements and coordinating the billing and collection of marketing and licensing contracts and agreements.

7. 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 Assistant Director of Athletics – External Affairs.

8. Contributes to the overall success of the Department of Intercollegiate Athletics by performing all other duties and responsibilities as assigned.

The Director of Corporate Relations and Marketing is supervised by the Assistant Director of Athletics – External Affairs and supervises the Assistant Directors of Corporate Relations and Marketing, Graduate Assistants, and student workers.

OFFICE OF HUMAN RESOURCES

REVISED JULY 2007

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.