1768 Assistant Director, Alumni Engagement


TITLE Assistant Director, Alumni Engagement




IMMEDIATE SUPERVISOR Executive Director, Alumni Relations

MAJOR ADMINISTRATOR Vice President for University Advancement


The Assistant Director, Alumni Engagement facilitates alumni engagement and volunteerism through effective event management, communication, and relationship-building. The Assistant Director, Alumni Engagement engages alumni in assigned regional alumni networks, coordinates and manages on-campus and online alumni events and activities, and manages the Advancement Division’s communication calendar.


Education: A Bachelor's degree is required.

Experience: A minimum of two years of professional experience coordinating special events is required. Experience working with volunteers in a professional capacity is required. Experience developing promotional materials for publications and events is preferred.

Skills: Exceptional interpersonal, verbal, and written communication skills are required; excellent public speaking skills are required. Writing, editing, and proofreading skills are required. The ability to effectively manage multiple projects and work assignments from a variety of staff and volunteers is required. Demonstrated ability to work effectively with volunteers is required. A high degree of accuracy and detail in achieving goals and meeting deadlines is required. Must be a self-starter committed to follow through. Computer literacy, particularly in word processing and using internet resources and databases 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 and comfort with the use of online engagement tools is strongly preferred.

Effort: This position organizes events and frequently transports boxes of promotional materials, event supplies, and media equipment.

Other: The scope of the job requires travel and attendance at evening and/or weekend activities, meetings, alumni events, athletics-related events, seminars and workshops. Must be bondable.


1. Recruits and collaborates with volunteer leadership in assigned regions to plan and implement alumni activities, events, and projects that engage and involve alumni with the University and the alumni association.

2. Manages event planning and logistics for on-campus events like Homecoming, reunions, banquets, and meetings, as well as a variety of assigned regional and promotional events.

3. Assists with negotiations for venue contracts, books space, arranges food and beverage, orders supplies and audiovisual equipment, makes travel arrangements, and arranges for signs, décor, and other items to meet the quality expectations of the alumni association.

4. Collaborates with the New Media Specialist on digital strategy and online updates for alumni communications and events.

5. Maintains the Advancement Division’s communication calendar and coordinates the production of communications sent to alumni.

6. Collaborates with the Board of Directors of the Missouri State University Alumni Association in achieving the goals and objectives set to develop alumni engagement with the University.

7. Directs the work of a graduate assistant in the completion of duties and responsibilities.

8. Contributes to the growth and effectiveness of the Missouri State University Alumni Association by researching and implementing new programs and projects as directed.

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 required by the Executive Director of Alumni Relations.

11. Contributes to the overall success of the Office of Alumni Relations by seeking to improve the event planning and implementation process, working on special projects, and performing all other essential duties and responsibilities as assigned by the Executive Director of Alumni Relations.


The Assistant Director, Alumni Engagement reports to the Executive Director of Alumni Relations.




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 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.