TITLE Assistant Director of Athletics Development
CLASSIFICATION NUMBER 1774
IMMEDIATE SUPERVISOR Senior Director of Athletics Development
MAJOR ADMINISTRATOR Vice President of University Advancement
The Assistant Director of Athletics Development oversees the day-to-day operations of The Bears Fund and assists in the development and implementation of plans to increase the revenues generated by the intercollegiate athletics program through fundraising, donations, ticket sales, and underwriting of specific events and/or sports seasons. The Assistant Director of Athletics Development assists with events related to the promotion of athletics and the development and implementation of fundraising activities for intercollegiate athletics.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor's degree is required, preferably in Marketing, Public Relations, Journalism, Communications or a related area.
Experience: At least one year of experience in a responsible position in sales, promotions, public relations, communications or a related field is required. Experience in any of these fields at the college/university level is preferred.
Skills: Demonstrated oral and written communications skills and organizational skills are 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 evening and/or weekend activities, meetings, events, seminars and workshops.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Oversees the day-to-day operations of The Bears Fund including annual giving, management of benefits, annual seat assessments, ticket allocations for season tickets as well as other games, administration of the priority points system, and supervision of special events.
2. Develops, plans, and implements all cultivation and solicitation activities pertaining to The Bears Fund.
3. Assists in generating revenue through the sale of season tickets with annual seat assessments for men’s and women’s basketball.
4. Increases the revenues generated from private sources by assisting with fund raising activities from The Bears Fund, Missouri State University Athletic Endowments, the Bears Varsity club and other private sources.
5. Abides by and complies with National Collegiate Athletic Association (NCAA) and Missouri Valley Conference rules, academic standards, requirements, and policies of the University, and all guidelines and policies of the Athletics department and reports any concerns of compromise or violation of rules, standards, guidelines or policies to the Director of Athletics or the Associate Director of Athletics for Compliance.
6. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
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 Senior Director of Athletics Development.
8. Contributes to the overall success of the Department of Intercollegiate Athletics by performing all other duties and responsibilities as assigned.
The Director of Athletics Development is supervised by the Senior Director of Athletics Development and supervises student workers.
OFFICE OF HUMAN RESOURCES
REVISED NOVEMBER 2012
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 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 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.