POSITION IDENTIFICATION
TITLE Director of Marketing and Promotions - Athletics
CLASSIFICATION NUMBER 1769
GRADE 42
CLASSIFICATION Exempt
IMMEDIATE SUPERVISOR Director of Athletics
MAJOR ADMINISTRATOR President
GENERAL FUNCTION
The Director of Marketing and Promotions - Athletics develops and implements plans
to increase ticket sales, promotes athletics, coordinates media, implements in-game
promotions, and manages community relations efforts. The Director of Marketing and
Promotions - Athletics assists with events that relate to the marketing and promotion
of athletics. The Director of Marketing and Promotions – Athletics coordinates the
billing and collection of all advertising and marketing related agreements.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor’s degree is required, preferably in Marketing, Public Relations,
Communications, or a related area.
Experience: At least one year of experience in a responsible position in marketing,
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 verbal and written communication 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 promotional material and/or
media equipment weighing twenty pounds or more.
Other: The scope of the job frequently requires travel and working at evening and/or
weekend activities and attendance at meetings, events, seminars, and workshops.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Works with ticket operations to assist with implementing plans to meet season and
group ticket sales goals as well as single game plans.
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 in-game entertainment, including on field promotions and contests, script
writing, and music.
3. Expands the region’s awareness of intercollegiate athletics by assisting in the
planning and successful implementation of media plans and other promotional events
as assigned.
4. Expands student awareness of intercollegiate athletics by planning and coordinating
student marketing efforts for all sports, which may include coordinating Cheer Groups.
5. Develops and strengthens relationships between the community and the University
by developing, implementing, and coordinating events and activities, such as the Kids
Club.
6. Serves as the Athletics department liaison between internal and external constituents
such as Learfield, University Marketing and Communications, and student spirit groups
(Traditions Council and Maroon Madness).
7. Develops and implements a consistent and aggressive approach to marketing the athletics
programs that includes advertising, direct mail, and promotional and ticket campaigns
in order to increase awareness, attendance, and revenue.
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 Director of Athletics.
10. Contributes to the overall success of the Department of Intercollegiate Athletics
by performing all other duties as assigned.
SUPERVISION
The Director of Marketing and Promotions – Athletics is supervised by the Director
of Athletics and supervises graduate assistants and student workers.
OFFICE OF HUMAN RESOURCES
MARCH 2015
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 2.0 - 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 2.0 - 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 4.0 - 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 3.0 - 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 3.0 - 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.
