Job Description For Director of Regional Alumni Engagement (VCE107)
Positions within Baylor University exist to support the mission, which is to educate men and women for worldwide leadership and service by integrating academic excellence and Christian commitment within a caring community.
Office of Alumni Engagement (102VCE)
Exempt - Does not qualify for overtime
Associate Vice President of Alumni Engagement
Directing the growth of Baylor Regional and International Alumni engagement. This position focuses the institutional goals to connect with alumni. nationally and internationally, promote their engagement and encourage philanthropy.
Pct. of Time
Establish, facilitate and grow the Baylor presence with alumni, nationally and internationally.
Provide principal leadership for alumni volunteer recruitment and engagement nationally and internationally.
Work with communications team and other alumni engagement teams to develop and implement communication plans for these constituent groups.
Give primary direction to significant Academic and Professional, Affinity, and Regional and International Networks.
Demonstrates an ongoing awareness of budget levels and the ramifications of exceeding them. Regularly tracks expenses against budget projections to ensure that spending levels can be adjusted as necessary. Cost-conscious and tends to stay within budget. This contrasts with individuals who lose sight of ongoing costs, allow expenses to exceed projected amounts and place far too little emphasis on cost-containment or on giving others timely warnings about budget issues.
Develops the steps necessary to accomplish long-term goals. Identifies long and short-term goals and establishes realistic plans to reach them. Allocates required resources, allows for contingencies and ensures that plans fit with the larger needs of the organization. Sets milestones to measure progress along the way. This is distinctly different from individuals who ignore long-term or short-term goals, fail to link their goals to broader initiatives, have not set realistic plans that allow for contingencies, and/or ignore the importance of milestones that could enhance motivation in the pursuit of long-term plans.
Prioritizes tasks and manages time to ensure that deadlines are met. Plans his or her time and sticks to those plans. Prevents or manages interruptions until the highest priority tasks are accomplished. This is in contrast to those individuals who fail to prioritize tasks or are not tenacious or disciplined enough to stay focused on the highest priority aspects of the job. This tendency to lack focus or discipline results in unmet deadlines and frustrated stakeholders.
Consistently conveys that internal and external constituents are the highest priority. Respects constituent needs and expectations and lets them know if their expectations cannot be met. Refrains from complaining about (or speaking negatively about) constituent behavior or expectations. Communicates in a manner that promotes and sustains constituent satisfaction and encourages others to do the same. Achieves these outcomes by ensuring that constituent's needs and deadlines are realistic and that they are met. Publicly recognizes those who deliver excellent service. This is markedly different than those who speak unkindly about constituents, fail to inform constituents about any unrealistic expectations, complain about constituents expectations, and fail to recognize or reward those who think and behave otherwise.
Is able to take on a variety of different tasks and roles in the organization. Can move in a relatively seamless manner from one task or focus to another and can fill in for other team members when they are absent or are experiencing work overload. This contrasts distinctly with individuals who have a limited number of skills or who convey a strong preference to work in narrowly defined arenas. In these circumstances, the individual's actual (or preferred) lack of range and flexibility typically reduces his/her value in a team environment.
Tends to listens more than talk. Leaves others with the impression that their thoughts, opinions, feelings and needs are important. Helps others understand their feelings and their needs. This compares favorably with the behavior of individuals who talk more than they listen, leave others wondering whether perspective is important, and/or are not viewed as a potential "sounding board" that allows others to sort through and clarify their own feelings and needs.
Keeps informed about market conditions, competitive information and political factors that may impact the goals and interests of the organization. Uses good judgment about when to share external information as well as who should be informed. Stays up-to-date on trends and projections and sees what is on the horizon. Is seldom surprised by political or market factors that affect the organization. This is in contrast to those who stay focused on internal matters alone and get surprised when external factors change the landscape for the organization.
Takes an active role in identifying new business opportunities, assessing the risks involved and comparing these to the potential advantages of taking action. Influences decisions by examining financial costs and potential benefits and by providing realistic risk- assessments. This is in contrast to those who fail to look for new business opportunities or do an inadequate assessment of risks and benefits and/or either tend to avoid opportunities or embrace ventures that fail to produce the expected payback on the resources invested.
Instructions and guidelines define overall goals and priorities under limited supervision. This position may have the authority to commit the employer in matters that have financial impact. Advanced knowledge is required in planning and completing assignments, resolving conflicts and coordinating work with others. This position has the authority to make decisions without direction from supervisor
Solid oral and written communication skills; willing to travel extensively a minumum of 4 months out of the year; good organization and project management skills; self-motivator; professional dress and demeanor a must; ability to communicate Baylor's mission and goals effectively.
Prior experience in higher-ed development or alumni relations or similar environment.
Assistant Regional Director
This position does not have supervisory responsibilities.
Frequently supervises 10 or less staff members and / or student workers.
Orients and trains others; assigns and reviews work. May perform work similar to that of subordinates. Communicates priorities and schedules.
Work performed in a normal office environment.
Work performed in an environment requiring exposure to weather extremes.
Work performed in an environment requiring exposure to fumes, odors and noise.
Physical effort with some handling of light weight such as supplies or materials (0 to 15 lbs).
Physical efforts including standing, lifting and carrying light to moderately heavy materials or equipment. (15 to 50 lbs).
Physical effort such as pushing, pulling, bending, lifting, and carrying heavy objects (50 + lbs).
Demands require close visual attention.
Demands require prolonged mental concentration.
Exposure to hazards that may result in some injury, lost time, or threat to one's personal health.
Exposure to job hazards that may result in injury, lost time, total disability or death.