Assistant Manager, Development, The Andy Warhol Museum

The Warhol is one of the four Carnegie Museums of Pittsburgh, and a collaborative project between Carnegie Institute, Dia Art Foundation, and The Andy Warhol Foundation for the Visual Arts, Inc. Plans to house The Warhol in Pittsburgh were announced in 1989, and the museum opened its doors during a 24-hour celebration on May 13, 1994. Originally built in 1911 as a distribution center for products sold to mills and mines, The Warhol was redesigned by architect Richard Gluckman and features seven floors of gallery and exhibition space as well as an underground level that houses The Factory education studio and the conservation lab. Carnegie Museums of Pittsburgh is interested in candidates who, through their experience and collaborations, will contribute to diversity and excellence of the Carnegie Museums community.
This is a union position.
The Assistant Manager, Development, The Andy Warhol Museumis responsible for effectively managing operations of assigned area, designing systems for efficient work that conform with both best practices in the field and department policies. Supervises employees as required. Supports overall department goals of being donor-centered, cooperative and transparent.
EDUCATION AND EXPERIENCE:

• Bachelor's Degree or equivalent combination of education and experience required.
• Three years of office administrative or development experience preferred.
• Experience in non-profit educational or cultural organizations desirable.

KNOWLEDGE, SKILLS, ABILITIES:

• Strong interpersonal skills desired as is experience supervising or coordinating the work of others.
• Must have excellent communication, customer service, and organizational skills.
• Patience, teamwork orientation, and a sense of humor highly desirable. Also requires a highly developed customer relations attitude and the ability to prioritize workflow and meet deadlines.
• Must be technologically proficient with Microsoft Office products, including Word, Outlook, Access, Excel, Project, and Power Point and comfortable with exploring and learning new technologies; demonstrated ability to maintain confidentiality, discretion and to interact well with all levels of staff, community leaders and general public. Raiser's Edge fundraising software knowledge a plus.
• Occasional evening and weekend work required.

PHYSICAL REQUIREMENTS:

• Work is primarily sedentary in nature; no special demands are required.

PRINCIPAL ACCOUNTABILITIES:

• Manages and ensures compliance with solicitation, acknowledgement & reporting schedules. This may include coordinating activity with a mail house, preparing and sending mail, ensuring leads are given to telemarketing vendor, preparing & sending email solicitation or other time-based production activity. Responsible for alerting management to any issues that prevent adherence from expected schedules and for routine reporting tasks to measure performance.
• Writes, proofreads and prepares written material and correspondence of all types; as determined by assigned area but may include acknowledgement letters, grant proposals, grant reports, email, social media posts, donor recognition lists, online gift forms, marketing material, financial reports and contracts. Must follow assigned protocols for collecting and verifying information used in correspondence.
• Coordinates and manages work of assigned area; working with other departments to ensure cost-effectiveness and cross-department and component collaboration. Work could include events and may require working at events as requested to provide stewardship and cultivation activities.
• Develop internal research and analysis processes, creating and maintaining appropriate quantitative reports and analyses to consistently track, measure and report the effectiveness of fundraising efforts and initiatives.
• Provides research on donors, prospects, best practices, and the industry as required. Compiles data to provide reporting and information as assigned.
• Provides prompt and courteous customer service at all times. Understands and can explain and apply rules, regulations, policies, and procedures associated. Analyzes situations accurately and adopts appropriate course of action.
• Responsible for ensuring accurate record keeping in Raiser's Edge Database and other CRM databases, filing systems and other areas of documentation in capacity as assigned. Must respect confidentiality of data and ensure ethical standards of the field are followed. Keeps information about processes and procedures current and stored in the appropriate location.
• Processes department invoices including the assignment of account numbers and tracking expenses to approved budgets. Monitors budgets as assigned and brings to the attention of management any areas of concern.
• Performs special projects and support as needed to meet the goals of the department.
• Accomplishes responsibilities in a timely fashion with a minimum of supervision and meets established deadlines.

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.
Other details

• Job Family Vacation Category I
• Pay Type Hourly
• Hiring Rate $21.69

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