POSITION IDENTIFICATION
TITLE Director, Community Support
CLASSIFICATION NUMBER 5089
GRADE 44
CLASSIFICATION Exempt
IMMEDIATE SUPERVISOR Assistant General Manager, KSMU and Ozarks Public
Television
GENERAL FUNCTION
The Director, Community Support oversees areas that bring in significant external
revenue: individual membership, major giving, planned giving, corporate support, and
community engagement for KSMU and OPT. Responsibilities include supervision of staff
in all areas of community support, goal-setting and benchmarking for fundraising efforts,
monthly tracking and reporting of progress toward financial goals, ensuring station
compliance with Federal Communications Commission (FCC) underwriting regulations regarding,
and development of the station community engagement and plan.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor's degree is required. A Bachelor’s degree in Mass Media, Communications,
English, Public Relations, Business, or a related field is preferred.
Experience: Three years of experience with marketing, sales, and/or development activities
is required; experience with media marketing, sales, and/or development activities
is preferred. Supervisory experience is preferred.
Skills: Strong verbal and written communication skills are required. Strong interpersonal
skills are required. Organizational skills, computer literacy, and a demonstrated
ability to work in a fast-paced environment is required.
Effort: This position makes off-campus presentations and works at membership events
requiring the ability to move objects weighing five to twenty-five pounds.
License: A valid driver's license is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Oversees corporate support efforts and staff, providing guidance on all elements
of sales activities, including packaging, rate structure, and inventory analysis.
2. Works closely with the Membership Manager to guide fundraising activities, including
individual giving, major giving, and planned giving.
3. Oversees community engagement efforts, including the development of marketing plans,
execution of special events, and the development and recruitment of volunteers.
4. Seeks opportunities for project-specific and general operational funding by prospecting
and preparing requests to governmental, private, and corporate foundations.
5. Uses Nielson ratings and other available research data effectively to guide the
sales team, engages in strategic marketing planning for the stations, and solicits
support from local businesses and foundations.
6. Works with general management to guide overall direction of community support efforts
by providing regular progress reports on fundraising goals, developing strategic plans
for fundraising areas, assessing fundraising efforts and results, and participating
in the budgeting process.
7. Ensures compliance with FCC guidelines regarding underwriting and fundraising.
8. Represents KSMU and OPT as needed at community events, speaking
engagements, donor meetings, and public presentations.
9. Remains competent and current through self-directed professional reading, developing
professional contacts with colleagues, attending professional development courses
and conferences, and attending training and/or courses as required.
10. Contributes to the overall success of KSMU and OPT by performing all other duties
and responsibilities as assigned.
SUPERVISION
The Director, Community Support is supervised by the Assistant General Manager of
KSMU and OPT and supervises the Membership Manager, Corporate Support Representatives,
student interns, and student employees.
OFFICE OF HUMAN RESOURCES
REVISED JANUARY 2025
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 3.0 - 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 4.0 - 470 Points: Supervision of (a) a moderate number of operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a small number of professional employees who exercise limited supervision of others, or (c) large numbers of student workers or graduate assistants, or some equivalent combination of the above. The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is responsible for training, planning, and directing the work of permanent employees, and generally controls hiring decisions. Supervisory responsibilities consume moderate amounts of work time and may include general work planning tasks.
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 4.0 - 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.
