TITLE Director of Marketing and Promotions, Access and Outreach
CLASSIFICATION NUMBER 2559
IMMEDIATE SUPERVISOR Associate Provost for Access and Outreach
The Director of Marketing and Promotions, Access and Outreach is responsible for the planning, development, and implementation of a wide variety of promotional and marketing initiatives for Access and Outreach. The Director of Marketing and Promotions works collaboratively with Access and Outreach staff and academic departments in the development of strategies to effectively market higher education to nontraditional students.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor’s degree with an emphasis in Graphic Design, Communication, or Marketing is required.
Experience: At least three years of experience in either publication design or promotions and marketing is required. One year of experience in web design and maintenance is required. Extensive experience in desktop publishing using Macintosh graphic design software including such software as Adobe Creative Suites (InDesign, Illustrator, Photoshop) is required. Experience in html coding, cascading style sheets, and Dreamweaver is required. Experience in copywriting editing is required. An understanding of and experience using Google Analytics reporting, search engine optimization and PHP functionality is preferred. Experience using web content management software and experience in social media and email marketing is preferred.
Skills: Strong verbal and written communication skills are required. Excellent managerial and interpersonal skills are required. Project management and strong organizational skills for controlling work flow are required. The knowledge and ability to build a website from start to finish are required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
Effort: The scope of the position occasionally requires working additional hours to complete jobs and to attend press checks.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Successfully promotes Access and Outreach programs and services by developing unique themes that are designed to communicate and market those programs to the public, assisting with writing and editing copy, as needed, for all promotions, ensuring that the theme and copy are consistent and reflected in all appropriate Access and Outreach websites, catalogs, handbooks, brochures, flyers, posters, news releases, newspaper advertising, and similar promotional publications, and assisting in distributing promotional materials to the various constituencies.
2. Manages and coordinates the production of all promotional/publications projects, on the web and in print, for Access and Outreach, within the specified budget, by making appropriate project assignments to the staff and freelance writers, artists and photographers according to criteria such as talent, skills level, experience and expertise, ensuring production schedules and quality standards/expectations are met, and exercising supervision of the professional full-time staff, contractors, and student assistants.
3. Facilitates the completion of printing jobs by being knowledgeable of the capabilities of both on- and off-campus printing services, determining the best printing service to complete the project, working closely with the University’s Printing Services Manager and/or the University’s Procurement Office to secure bids from commercial vendors for projects contracted off-campus, and providing project milestones and deadlines.
4. Oversees the organization, design, functionality and security of Access and Outreach websites and ensures accessibility to all users.
5. Ensures Access and Outreach websites comply with University guidelines, are engaging and well-structured, and provide current information by regularly reviewing web content, updating or deleting outdated information, and adding new information.
6. Enables the Access and Outreach staff and their associates to take advantage of additional promotional and advertising opportunities by keeping abreast of social media marketing.
7. Develops a comprehensive marketing plan of promotional activities for Access and Outreach programs and submits a proposed budget to support that plan.
8. Develops an effective and efficient staff by recruiting and hiring qualified applicants, providing training in departmental operations and individual duties, assigning work projects as appropriate, supervising work activities, and providing evaluations of work performance.
9. Ensures new publications and marketing staff are in compliance with the University Identity Standards for the proper and consistent use of the University seal and logo.
11. Develops a departmental operating budget annually and successfully operate the Marketing and Promotions unit within the limitations and restrictions of that budget.
12. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
13. Maintains competency and professional currency through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses required by the Associate Provost for Access and Outreach.
14. Contributes to the overall success of Access and Outreach by performing these duties in a manner consistent with the mission, goals, and stated values of Access and Outreach and performing all other essential duties as assigned.
The Director of Marketing and Promotions, Access and Outreach is supervised by the Associate Provost for Access and Outreach and exercises supervision of a staff of professional, clerical and support personnel and student assistants.
OFFICE OF HUMAN RESOURCES
REVISED SEPTEMBER 2020
JOB FAMILY 4
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 3 – 270 Points: Supervision of a limited number of (a) operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a very small number of professional employees, or an equivalent combination of (a) and (b). The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is generally responsible for training, planning, and directing the work of permanent employees, and provides major input into hiring decisions. Supervisory responsibilities consume moderate amounts of work time and may include general work planning tasks.
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 4 – 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.