TITLE University Marketing Specialist
CLASSIFICATION NUMBER 1741
IMMEDIATE SUPERVISOR Vice President for Marketing and Communications
MAJOR ADMINISTRATOR President
The primary job duty of the University Marketing Specialist is the implementation of the marketing, advertising, promotional, and public relations efforts on behalf of the University. The University Marketing Specialist oversees and participates in a wide range of activities, from print advertising to special events. The University Marketing Specialist serves as the “Voice of the Bears” for radio broadcasts.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor's degree with an emphasis in Marketing, Communications, or an Arts discipline is required. A Master's degree in similar disciplines is preferred.
Experience: Two years of professional employment in marketing, promotions, advertising, and/or a related field and at least three years of experience in play-by-play sports broadcasting are required. Knowledge of promotions, advertising, print and electronic media, print production, and audience development is required.
Skills: The job requires the ability to handle multiple tasks simultaneously. Excellent oral and written communications skills and interpersonal skills are required. Computer literacy, specifically word processing, is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required. Knowledge of publication production and new media are preferred.
Other: A high-quality broadcast voice is required. The scope of the job frequently requires attendance at evening and/or weekend activities, as well as travel. The job may require lifting materials up to fifty pounds.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Completes regular communications, advertising, public relations plans, special events, publications, etc. to ensure maximum promotion of the University, achieve the University’s student recruitment goals, attract faculty and staff, increase private gifts, generate income for various programs, and build relationships with various constituent groups.
2. Writes scripts for and produces materials for video streaming, advertisements, PSAs, and special projects.
3. Serves as emcee for various special events, including scholarship banquets, community events, football and men’s basketball post-season banquets, Missouri State Athletics Hall of Fame Banquet, etc.
4. Works with the University’s Office of Publications to assist with the creation and production of appropriate promotional materials.
5. Works cooperatively with the Office of University Communications, the Office of Web and New Media, the Athletic Communications Office, and Athletics Development to produce high-quality audio and video productions, streaming video for web use, prerecorded materials for use at Plaster Sports Complex, JQH Arena, and other venues.
6. Provides play-by-play announcing for all football, all men’s basketball, and other sports as required to serve as the “Voice of the Bears.”
7. 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.
8. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
9. 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 Vice President for Marketing and Communications.
10. Contributes to the overall success of the University by performing all other duties and responsibilities as assigned.
The University Marketing Specialist is supervised by Vice President for Marketing and Communications, works closely with other Marketing and Communication staff members, and supervises a Graduate Assistant, and/or student employees.
OFFICE OF HUMAN RESOURCES
REVISED DECEMBER 2014
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 4 - 2300 Points: Knowledge of the principles, concepts, practices, methods and techniques of an administrative, managerial, or professional field such as accounting or auditing, financial management, business administration, human resources, engineering, social sciences, communications, education, law, or medicine. Knowledge permits the employee to complete assignments by applying established methods to recurring types of projects/problems susceptible to well-documented precedents or to schedule, plan, and carry out precedented projects. Alternatively, knowledge at this level might also permit the employee to carry out precedented projects requiring considerable 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 along with significant related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with substantial work experience or a non-specific Master's degree requirement with substantial work experience. Knowledge requirements generally also include a significant amount of related work experience and may include administrative or supervisory 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.