Item 9.D-August 8, 2014
ADMINISTRATIVE FACULTY POSITION DESCRIPTION QUESTIONNAIRE
To expedite and facilitate the PDQ review process, please send the PDQ and Org Chart electronically to
marshag@unr.edu for discussion and for initial review before routing PDQ for approval signatures.
Questions - call UNR Faculty HR at 682-6114
INSTRUCTIONS: See http://www.unr.edu/hr/compensation-and-evaluation for complete instructions.
Incumbent(s) Name
OR New/Vacant:
See last page for incumbents
CURRENT POSITION INFORMATION
Pos
Range /
Current Title:
#(s):
Class.:
2
Assistant Director, Development
3
Associate Director, Development
4
Director, Development
JCC
76455
86869
77906
Department: Development and Alumni Relations
College/Division: Vice President, Development
and Alumni Relations
Account #(s): 1101-103-0001; 1106-103-0029; 1102-103-0028; 1201-103-0004; 1201-107-0010
Action Proposed: (check all that apply)
( ) New position: Proposed Range:
Proposed Title:
( ) Title Change, Proposed Title:
( ) Proposed Reassignment from Range
to Range
( ) Revised PDQ only (no change in range or title)
(X) Line of Progression (show titles below)
Pos #:
Range:
JCC:
EEO:
Assistant Director, Development
Various
2
76455
3C
3
Associate Director, Development
Various
86869
3C
Director, Development
Various
4
77906
3C
I certify that the statements in this description are accurate and complete to the best of my knowledge.
____________________________________________________________
Employee’s Signature
__________________
Date
I/we have reviewed the statements in this form and they accurately reflect the job assignments.
____________________________________________________________
__________________
Immediate Supervisor’s Signature Lynda Buhlig, Acting Executive Dir, Development Date
____________________________________________________________
Director/Chair/Dean
Bruce Mack, Associate Vice President, DAR
__________________
Date
Approved for Salary Placement Committee review.
____________________________________________________________
__________________
Pres / Vice Pres / Vice Prov Signature John Carothers
Date
Vice president, Development and Alumni Relations
Action Approved by the Provost/President (Completed by Faculty HR):
Effective Date:
Approved Title: See Above
Employee signs on “final” stamped approved PDQ and sends to HR for personnel file.
Employee Signature:_______________________________________________ __________________
Date
Printed Name: ____________________________________________________
Rev: 10/1/2012
Position Description – Development Director – LoP
Page 2
1. Summary Statement: State the major function(s) of the position and its role in the
university. Attach an organizational chart with positions, ranges, and names for the division
which reflects the position in it as well as those supervised in the department. (This section is
used for advertisement of the position.)
The main function of the position(s) is to solicit gifts payable over five years and significant annual
gifts in support of University of Nevada, Reno (University) college/school/unit/programs and/or
projects including, but not limited to, scholarship-ps, programs, projects (capital annual and others),
endowments, planned gifts, and expendable funds. The degree of autonomy and level of gifts
expected for successful performance evaluation varies by the range level of the position. Evaluation
of the development officer is based on him/her reaching measurable goals (also known as metrics)as
outlined in his/her Individual Performance Objectives (IPO) document.
Range 2:
The Assistant Director, Development, is an entry/junior-level development officer with limited
fundraising experience reporting to the college, school, unit, or program development officer and/or
the Executive Director of Development (EDOD) and/or indirectly to the administrator of the school,
college, unit, or special program. The Assistant Director is jointly evaluated by the Director of
Development and/or the appropriate administrator and forwarded to the EDOD. In the case where the
Assistant Director, Development does not report to a Director of Development, then the Assistant
Director is jointly evaluated by the EDOD and the appropriate administrator.
Range 3:
The Associate Director, Development, is a mid-level development officer with moderate fundraising
experience reporting to the college, school, unit, or program development officer and/or the Executive
Director of Development and/or indirectly to the administrator of the school, college, unit or program.
The Associate Director is jointly evaluated by Director of Development and/or the appropriate
administrator and the evaluation is forwarded to the Executive Director of Development. In the case
where the Associate Director, Development does not report to a Director of Development, then the
Associate Director is jointly evaluated by the EDOD and the appropriate administrator.
Range 4:
The Director of Development (DOD) is a senior-level development officer with substantial fundraising
experience. The position reports to the EDOD and indirectly to the dean or administrator of the
college, school, unit, or program. The Director of Development is jointly evaluated by the Executive
Director of Development and the appropriate administrator.
2. List the major responsibilities, including percentage of time devoted to each. Provide
enough detail to enable a person outside the department to understand the job (percentage
first with heading and then bulleted information).
Range 2:
50% - Solicit and Secure Gifts
 Reach measurable goals (metrics) as outlined in his/her Individual Performance Objectives
(IPO) document in all areas listed within this section as well as others assigned during the
year. Additional metrics which will be considered in the Range 2’s evaluation are to be added
to the IPO during that year
 Make direct contact with potential and known donors as assigned through a timely action
tracking process
 Conduct personally scheduled face-to-face visits, excluding University sponsored events, per
month with prospective donors
Position Description – Development Director – LoP
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Solicit gifts of $10,000 or more (payable over 5 years)
Cultivate and solicit planned gifts (i.e. wills, trusts, annuities, bequests, etc.)
Conduct initial contact visits
Meet college/school/unit/program annual goal as well as individual goal
Maintain an active list of primary prospects under management
Document contact information made with assigned donors and potential donors utilizing the
DAR database
Produce development proposals and materials
Upgrade skills through continuing education workshops and/or conferences Coordinate
fundraising events in the assigned entity only as approved by the EDOD only as approved by
the EDOD in consultation with the DOD (if relevant) and the appropriate dean or administrator
of the college, school, or program
Attend regular meetings with the central division staff of DAR as part of the action tracking
process and be informed of the activities in Development & Alumni Relations (DAR) and UNR
May also be responsible for the cultivation of the entity’s advisory board
25% - Stewardship
 Serve as primary liaison with all matters related to the assigned entity
 Under the supervision of the DOD (if relevant) and/or the Executive Director of
Development, provide stewardship to past donors as a stage in the action tracking process;
including but not limited to, thank-you letters from the scholarship recipients to donors, special
receptions, luncheons, and dinners or events in recognition of support
 Assist the DOD (if relevant) and/or the administrator of the college, school, unit, or program
with the gift acknowledgment process and the donor recognition program
 Write and update a work plan related to progress and productivity, which is reviewed by the
DOD (if relevant) and/or the EDOD; final work plan is then presented to the EDOD
25% - Coordination and Administrative Support
 Provide administrative support to the DOD if relevant
 Work with DAR’s annual fund program to assist the annual fund staff in solicitation
 Engage in annual fund efforts for the entity, such as a scholarship campaign
 Work with the University of Nevada Alumni Association Membership (UNAM) to build alumni
interest and support for the college/ school/unit/program and the University as a whole
Range 3 (in addition to above R2):
60% - Solicit and Secure Gifts
 Reach measurable goals (metrics) as outlined in his/her Individual Performance Objectives
(IPO) document in all areas listed within this section as well as others assigned during the
year. Additional metrics which will be considered in the Range 3’s evaluation are to be added
to the IPO during that year
 Solicit gifts of $10,000-$100,000 (payable over 5 years)
Work with the Dean, faculty, or significant other of the various entities to create giving opportunities for
donors and produce development proposals and material
25% - Stewardship
 Provide stewardship to past donors as a stage in the action tracking process; including but not
limited to, thank-you letters from the scholarship recipients to donors, special receptions,
luncheons, and dinners or events in recognition of support
 Write and update a work plan related to progress and productivity; final work plan is then
presented to the EDOD
Position Description – Development Director – LoP
Page 4
15% - Coordination and Administrative Support
 Same as above
Range 4 (in addition to R3 above):
70% - Solicit and Secure Gifts
 Reach measurable goals (metrics) as outlined in his/her Individual Performance Objectives
(IPO) document in all areas listed within this section as well as others assigned during the
year. Additional metrics which will be considered in the Range 4’s evaluation are to be added
to the IPO during that year.
 Solicit gifts of $10,000-$250,000 (payable over 5 years)
 Cultivate and solicit the entity’s advisory board
15% - Stewardship
 Provides stewardship to past donors as a stage of the action tracking process
 Assists the significant administrator's gift acknowledgment process and the entity's and
university donor recognition program
10% - Supervisory/Leadership within DAR
 Review the work plans of an Associate and/or Assistant Director of Development, if relevant
 Provide guidance in the initial contact, cultivation, and solicitation of significant gifts for the
entity to the Associate and/or Assistant Director of Development, if relevant
 Share information from their respective areas about the college/school/unit/program with other
development officers
 Mentor other development officers
 Evaluate yearly, in consultation with the Executive Director of Development, the Associate
and/or Assistant Director of Development, if relevant
5% - Coordination and Administrative Support
 Work with the DAR Annual Fund program to assist the Annual Fund's staff with solicitations

Development responsibility for fundraising events only as approved by the EEOD in
consultation with the appropriate dean or administrator of the college, school, or program
3. Describe the level of freedom to take action and make decisions with or without
supervision and how the results of the work performed impact the department, division and/or
the university as a whole.
Level of Freedom:
For all ranges, the initial contact, cultivation, solicitation and stewardship of prospects is essential for
the development process to be successful. The decisions and judgments made by the range 2, 3 and
4 directly impacts the fundraising process. Fundraising’s success provides the University with the
necessary support to provide an outstanding educational environment for its students and to uphold
its reputation as a national Tier 1 University with its students, parents, alumni and friends. It is
essential that these positions understand and represent their college/school/unit/program to potential
donors, alumni, friends, faculty/staff and the community as well as promote the University.
Range 2:
The range 2 must be flexible and work independently under limited supervision and with some
latitude for initiative and independent judgment.
Range 3:
The range 3 must be flexible and work independently under minimal supervision and with
considerable latitude for initiative and independent judgment. The range 3 makes decisions critical
Position Description – Development Director – LoP
Page 5
to the success of the fundraising program with limited supervision by and with advisement to the
individual to whom they report directly.
Range 4:
The range 4 must be flexible and work independently with little direct supervision and with
considerable latitude in initiative, independent judgment, and decision-making. The range 4 is
expected to provide leadership in the performance of the responsibilities of the position in order to
insure the success and credibility of the division’s work. The individual works closely with the EDOD,
ASVP, AVP and VP of DAR.
Impact:
Range 2-4
The development programs designed and directed by these positions result in private financial
support necessary for the University to undertake projects and programs which are not provided by
state allocation or from tuition income. These positions are very visible to the public, potential and
current donors and therefore have a direct impact on the perception of the University and potential
fundraising. The role these positions play in alumni activities and development events is critical in
reaching the fundraising and relationship building goals. The judgment of and decisions made by
these positions impact the college/school/unit/program’s ability to attract and retain donors who are
critical to the financial and strategic goals of the University. The annual fundraising metrics as well as
skill levels and leadership requirements will be higher for higher range positions and thereby the
consequences in lost revenue greater for nonperformance of duties.
4. Describe the knowledge, skills (to include cognitive requirement and verbal and written
communication), and abilities (to include task complexity, problem solving, creativity and
innovation) essential to successful performance of this job (in bullet format).
Knowledge of:
Range 2:
 Basic aspects of fundraising with particular emphasis on major gift solicitation, annual giving,
stewardship, development aspects of event fundraising, and alumni relations
Range 3 (in addition to R2 above):
 Most aspects of fundraising, including capital campaigns, major gift solicitation, cultivation, and
stewardship, planned giving, proposal and grant writing, annual solicitations, development
events and alumni relations
Range 4 (in addition to R3 above):
 All aspects of fundraising, including capital campaigns, major gift solicitation, cultivation, and
stewardship planned giving, proposal and grant writing, annual fund solicitations,
development events and alumni relations
 Higher education organizational structures, operations and policies
 Accounting and/or budgeting and fiscal management to include accounting and/or finance
practices and procedures
 Progress reporting to public and private sector organizations and university, State and/or
Federal agencies
 Human resources supervision/management
Skills:
Range 2:
 Strong work ethic, organizational skills, and management of gift processing, action tracking,
cultivation and solicitation activities
 Proficiency in use of a personal computer and current software applications including but not
limited to Microsoft Office Suite (Word, Access, Excel, PowerPoint, and email)
Position Description – Development Director – LoP
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Page 6
Excellent verbal and written communication
High level of initiative, creativity, and collaboration
Organizational and time management
Excellent interpersonal and human relations
Range 3 (in addition to R2 above):
 Program/project planning, development, coordination, and management
 Create and strategize creative fundraising techniques
 Work effectively with volunteers (alumni, advisory boards, friends, etc.), donors and donor
prospects
Range 4 (in addition to R3 above):
 Leadership, mentoring and/or supervisory skills
 Outstanding negotiation skills
 Coordinate, organize, market, and implement programs and events
 Effective problem solving, decision-making, and analytical skills
Ability to:
Range 2:
 Self-motivate and take personal initiative to train and learn the necessary skills to be a
successful fundraiser
 Work effectively in an environment with limited training
 Strictly adhere to the highest professional ethics, confidentiality, discretion and judgment
 Interact effectively with faculty, administrative staff and other employees at all levels of
responsibility
 Work effectively under two separate supervisors in different units
 Work effectively with donors and prospective donors
 Work effectively with volunteers (alumni, advisory boards, friends, etc.)
 Listen and to communicate persuasively and effectively (both oral and written)
 Manage, prioritize, and complete multiple projects/tasks in an efficient and timely manner while
maintaining focus on organizational goals
 Set priorities and reach measurable results
 Work and interact with a diverse population
 Maintain professional business and work ethics and standards
 Understand and interpret formalized policies, guidelines, rules, and regulations
 Travel and work flexible hours with frequent evenings and weekend work
Range 3 (in addition to R2 above):
 Work independently with limited direction
Range 4 (in addition to R3 above):
 Manage resources effectively and efficiently
 Listen and communicate persuasively and effectively (both in written and oral discourse)
 Work independently with little direct supervision and as a collaborative team member
 Educate and train employees on processes and procedures
 Encourage collaboration and coordination with other staff and campus community
Position Description – Development Director – LoP
Page 7
5. Describe the type of personal contacts encountered in performing the duties of the job.
Explain the nature and purpose of these contacts: i.e., to provide services, to resolve
problems, to negotiate.
Internal
Range 2:
DOD (Range 2 only)
Appropriate administrator/Dean
Range 3:
President, Vice President for
Development and Alumni
Relations and the Executive
Director of Development
Faculty and Staff
Development Officers
Range 4:
Development Officers
Reason for Contact
External
Range 2:
Donors and prospective donors
Volunteers/Board Members
Range 3:
Same as above.
Range 4:
Same as above
Reason for Contact
To receive day-to-day direction and be mentored/coached
To coordinate fundraising and stewardship
To coordinate activities
To share information and identify opportunities
To share information
To share information and mentor/coach and/or supervise
To assess their capacity and interest in the University
To coordinate activities
6. Indicate the minimum qualifications which are necessary in filling this position should it
become vacant. Please keep in mind the duties/responsibilities of the position rather than the
qualifications of the incumbent.
a.
Minimum educational level, including appropriate field, if any.
Range 2, 3, and 4:
Bachelor's Degree from a regionally accredited institution
b.
Minimum type and amount of work experience, in addition to the above required
education necessary for a person entering this position.
Range 2:
Bachelor’s Degree and two years or a Master’s Degree and one year of professional
experience
Preferred Licenses or Certifications: None
Range 3:
Bachelor’s Degree and four years or a Master’s Degree and two years of professional
experience
Preferred Licenses or Certifications: None
Range 4:
Bachelor’s Degree and five years or a Master’s Degree and three years of
professional experience
Position Description – Development Director – LoP
Preferred Licenses or Certifications:
c.
Indicate any license or certificate required for this position.
None
Page 8
Position Description – Development Director – LoP
Page 9
Listing of position number and incumbents:
JCC
76455
Title
Range 2 – Assistant Director, Development
10072
16185
11947
11972
Incumbent
Below individuals
Mui Condon
Stefanie Givens
Kenton Karrasch
Donna Knotek
JCC
86869
Title
Range 3 – Associate Director, Development
16694
10698
17209
Incumbent
New position
Brian Saeman
John Ostezan
Vacant
JCC
77906
Title
Range 4 –
Director, Development
11247
17217
16910
10694
11534
10708
11019
17433
10813
12027
10694
11814
11244
16798
10960
10686
Incumbent
Below individuals
Kristin Burgarello
Stuart Golder
Charlyn Hagemann
Veronica haskins
Mitchell Klaich
Mildred Mitchell
Wendy Nelson
Crystal Parrish
Ralph Phillips
Christina Sarman
Vacant
Vacant
Vacant
Vacant
Vacant
Vacant