Assistant Director of Engagement

The Assistant Director of Engagement is responsible for performing a variety of development functions to generate restricted & unrestricted funds to meet financial goals from sources as assigned. This may include managing a portfolio of donors; implementing communication strategies; identifying donor/prospect interests and potential to make a major gift; research; managing administration and logistical frameworks; and/or ensuring stewardship activities are performed—all with an overarching goal of deepening the museum’s relationship with donors & prospects.  Responsibilities include event budget management; event design and logistics; writing and overseeing the development of communications and materials for use in all manner of solicitations and communication; and managing staff as assigned.  Coordinate efforts and work cooperatively with the development team, the museum staffs, consultants, volunteers and leadership to ensure that efforts support the overall goals of the institution and follow best practices in the industry.

QUALIFICATIONS: 

KNOWLEDGE, SKILLS, AND ABILITIES:

• Exceptional project management skills: ability to create and track budgets.
• Results oriented with a record of demonstrated success in assigned area 
• Ability to collaborate effectively and develop positive relationships with a diverse group of colleagues, donors, and volunteers.
• Exceptional verbal and written communication skills; strict attention to detail; commitment to exemplary customer service.
• Ability to craft, edit, and proofread a variety of printed and digital advancement communications.
• Extensive knowledge of event management.
• Must be creative and a self-starter with the ability to work both independently and as part of a team.
• Ability to prioritize tasks, manage multiple assignments at once, and work effectively under deadlines and the pressures of a fast-paced work environment.
• Proficiency with Microsoft Office required; experience with Raiser’s Edge and Luminate software a plus.
• Flexible schedule – early morning, late evening, and weekend hours on occasion.
• Maturity and discretion in working with confidential information required.

EDUCATION AND EXPERIENCE:

• Bachelor’s degree or equivalent combination of education and experience required.
• Experience that demonstrates increasing responsibility, as well as specific experience in project management, constituent communications, and donor relations.
• Supervisory experience is required.
• Experience producing events is required.
• Experience in non-profits and/or Pittsburgh philanthropy desirable.

PHYSICAL REQUIREMENTS:

• Work is primarily sedentary in nature. On occasion, movement for long periods of time and moderate lifting up to 25 lbs. is required for events.

Principal Accountabilities:

• Works with Senior Director of Engagement and Development teams, to maintain and implement events and in-person engagement plans for museum donors and members.
• Assists with event logistics and communications for all Development events (Membership, Patron’s Circle, museum-based teams, galas, and campaign) held in the museums and provides support and coordination as appropriate for high level donor events.
• Manages Donor Engagement Associates who will provide additional logistical support for other Development events. 
• Participate in regular strategy meetings to discuss engagement opportunities and drive activity. 
• Ensure seamless donor experiences and field requests as appropriate (tours, VIP tickets, etc.). 
• On behalf of the Development department, help prepare and execute Board of Trustee meetings, advisory board meetings, and Campaign Committee meetings and events as well as other engagement events and meetings.

• Champions the initiatives of CMP and assigned components both internally and externally.
• Manages a portfolio of a wide variety of engagement, stewardship and cultivation events, overseeing all event planning and execution with the support of the Development department.
• Work with various Development teams to develop an events strategy, as well as identify opportunities to use events/ other engagement tools in building donor pipelines.
• Collaborates with Development and Museum teams to develop and enhance donor engagement and recognition standards across CMP.
• Maintains and track policies and procedures related to donor relations; assumes special projects as requested. 
• Collaborates with Development and museum teams in the design and execution of stewardship plans for donor groups when applicable.
• Builds upon the current donor communications cycle, as well as identifying and developing new methods of engaging donors.
• Assists in maintenance of comprehensive event paperwork and historical process surrounding Development related events.
• Assists in maintenance and use of a menu of in-person donor engagement opportunities that support annual and campaign fundraising objectives and/or connect donors with the programmatic work of the four museums.
• In collaboration with Prospect Development and Analytics, maintains appropriate tracking mechanisms for measuring, analyzing, and evaluating results and progress as they pertain to stewardship activities and events.
• Collaborates with Development departments in the design and execution of annual engagement plans.
• Maintains budgets as assigned, forecasting revenue and managing spending appropriately. Overseeing the completion of contracts in keeping with current policies and procedures.
• Assumes special projects and attends meetings and participates in events as requested, contributing to the overall team effort in the spirit of cooperation.
• Other duties as required.

The following PA Act 153 clearances, or proof of application of clearances, are required beginning employment and as a condition of continued employment: Pennsylvania Child Abuse History Clearance Pennsylvania State Police Criminal Record Check FBI Fingerprint Criminal Background Check Obtaining the required clearances is completed as part of the new hire process.

Carnegie Museums is an Equal Opportunity-Affirmative Action Employer – Minorities / Females / Veterans / Individuals with Disabilities / Sexual Orientation / Gender Identity

The above job description reflects the essential functions and qualifications for the position identified, and shall not be construed as a detailed description of all the work requirements that may be inherent in the position. The job description does not constitute an employment contract and does not alter the at-will relationship between CMP and the employee.   

*GUIDANCE ON ESSENTIAL FUNCTIONS:   The Americans with Disabilities Act (“ADA”) requires employers to consider and accommodate qualified individuals with disabilities.  An individual is qualified if he or she can perform the essential functions of a job with or without reasonable accommodation. An essential job function is any task that is a fundamental part of the job.  When considering essentiality, one must focus upon whether the function is essential to this particular job and not to the department as a whole. Some additional guidance on essential functions follows below.  Please note that the following guidelines are non-exhaustive.  If you have any questions or need additional guidance, please contact Human Resources. A. Is the function required to be performed on a regular basis? If the function is rarely performed, it may not be essential. B. Is the function highly specialized? Is the incumbent hired for his/her expertise or ability to perform the function?  The need for special expertise is an indication of an essential function. C. Does the position exist, at least in part, to perform the function?  If so, the function is more likely to be essential. D. How much time is spent performing the function and how often?  Note that even functions performed 10% of the time could be essential if they are required on a regular basis. E. Would elimination of the function fundamentally alter the job?  If so, the function is more likely to be essential. F. What are the consequences of not requiring the incumbent to perform the function? If they are significant, the function is more likely to be essential.  G. Are there a limited number of employees among whom the performance of the function could be distributed if the incumbent could not perform it?  If so, it is more likely to be essential.