Job description

There's no cultural organization in the world quite like Carnegie Museums of Pittsburgh. With a legacy of discovery and outreach dating back to 1895, today we are a family of four diverse, dynamic museums; Carnegie Museum of Art, Carnegie Museum of Natural History, Carnegie Science Center, and The Andy Warhol Museum. We're committed to being inclusive, both onsite and online, and to exploring with our audiences the big ideas and issues of our time. 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.

The Advancement Officer, Individual Philanthropy is responsible for the management of relationships with a portfolio of major gift prospects. This gift officer will develop and implement strategies for securing financial support from this group and will manage a portfolio of prospects, with a goal of reaching 150-200 qualified donors. Responsibilities of the position include identifying, qualifying, cultivating, soliciting, and stewarding major gifts for all four Carnegie Museums of Pittsburgh. This officer must be able to work independently while also working as a member of the Development and Museum teams and must coordinate his/her activities with those of other areas within the museums and the overall Individual Giving fundraising effort.

EDUCATION AND EXPERIENCE:

• Bachelor’s Degree or equivalent years of experience required.
• 10+ years of related experience in individual fundraising with strong emphasis on major gift cultivation and solicitation, or related experience.
• Familiarity with the Pittsburgh funding community a plus

KNOWLEDGE, SKILLS, AND ABILITIES:

• Maturity and professionalism to work independently and as part of the central development team, in collaboration with the four Carnegie museums, and with museum leadership and staff.
• Demonstrated success in securing major gifts.
• Ability to collaborate effectively with staff and volunteers and develop relationships with donors and prospects.
• Excellent communication skills; diplomacy and persuasive abilities in dealing with donors and colleagues alike.
• Results-oriented team player with optimistic attitude who takes initiative as an independent worker.
• Experience managing and keeping clean data required. Experience with Raiser’s Edge software a plus.
• Flexible schedule – early morning, late evening, and weekend hours on occasion.
• Maturity and discretion in working with confidential information required.

PHYSICAL REQUIREMENTS:

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

PRINCIPAL ACCOUNTABILITIES:

• Manages and builds a portfolio of at least 150 qualified donors and prospects with goal of cultivating & stewarding excellent relationships while securing funding for Carnegie Museums through direct solicitation.
• Be responsible for all aspects of the donor cycle from identification, qualification, cultivation, solicitation, acknowledgement, and stewardship.
• Meeting monthly established goals for outreach, including number of visits, proposals, and event attendance.
• Determine if prospects have the capacity and inclination to make a major gift to the Museums.
• Personally solicit contributions from major donors; support volunteers and members of the museum leadership team for meetings, visits and solicitations involving major donors and major donor prospects.
• Prepare and execute cultivation & stewardship tasks. Such activities might include arranging visits to meet museum directors, curatorial and programming staff or the Carnegie Museums president, arranging visits between volunteers and prospects, interfacing with financial advisors and planned giving staff, etc.Coordinate with the central Individual Philanthropy team to increase membership in the Patrons Circle.
• Assist in identifying and training major gifts solicitation volunteers.
• Meet regularly with prospect research team to ensure strategic growth and movement of portfolio, as well as identifying potential donors.Ensure accurate and timely Raiser’s Edge entry in keeping with Museum’s prospect management system and internally communicated deadlines and best practices.
• Represent the Museums at internal and external meetings and events as needed.
• Other duties as assigned.

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.

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