Director for Planned Giving

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 Director for Planned Giving is responsible for growing long-term planned giving revenue from individual donors through securing gifts from wills, trusts, beneficiary designations and other giving vehicles.
This position manages a portfolio of planned giving prospects and donors.
The Director is responsible for identifying strategic opportunities and developing and implementing initiatives to identify, cultivate, solicit, steward, and retain planned giving prospects to ensure a strong base of perpetual financial support for Carnegie Museums of Pittsburgh (CMP).
This position holds the primary responsibility for stewarding gifts of estates, trusts, and various other financial venues that reflect financial planning and deferred giving opportunities for CMP.
The Director of Planned Giving leads gift planning efforts within CMP.
Director of Planned Giving serves as a fundraising liaison to museum-based fundraising teams, oversees communications, prepares written materials, keeps digital and print marketing collateral current, manages the planned giving society (Cornice Society), and hosts special events.
QUALIFICATIONS EDUCATION AND EXPERIENCE: • Bachelor’s degree or equivalent combination of education and experience required.
• A minimum of 5 years of related experience in individual fundraising with strong emphasis on planned gift cultivation and solicitation, or related experience.
• Familiarity with the Pittsburgh funding community a plus.
• Master’s degree desirable.
KNOWLEDGE, SKILLS, AND ABILITIES: • Ability to collaborate effectively and develop positive relationships with a diverse group of colleagues, donors, prospects, and volunteers.
• Exceptional verbal and written communications skills; strict attention to detail; commitment to exemplary customer service; diplomacy and persuasive abilities in dealing with donors and colleagues alike.
• Must be creative and a self-starter with the ability to work both independently and as part of a team.
• Ability to prioritize tasks, manage multiple assignments at once, and work effectively under deadlines and the pressures of a fast-paced work environment.
• Proficiency with Microsoft Office and experience with CRM systems is required.
• Flexible schedule – early morning, late evening, and weekend hours on occasion.
• Demonstrated success in securing major gifts.
• Results-oriented team player with optimistic attitude who takes initiative as an independent worker.
PHYSICAL REQUIREMENTS: Work is primarily sedentary in nature, no special demands are required.
ESSENTIAL FUNCTIONS AND ACCOUNTABILITIES • Responsible development of planned giving strategy and prospect development.
• Development and maintenance of marketing materials, plan and execution • Ongoing stewardship of planned giving donors and Cornice Society members.
• Develop and maintain a portfolio of planned giving prospects and achieve individual targets for meetings, solicitations, and developing leads.
• Work closely and collaboratively with donor-facing team members to guide and inform on cultivating planned giving prospects and donor in their portfolios.
Manage logistics related to working with donors and adheres to the department’s reporting and documentation processes.
Prepare and enter contact reports from prospect interactions on a timely basis.
• Assume primary responsibility for providing technical support and options regarding planned and deferred gifts.
Apply industry best practices, maintain an awareness of successful initiatives utilized at peer institutions, and actively make recommendations to grow and refine planned giving.
Collaborate with team members and Museum leadership with blended and planned giving solicitations.
• Enhance donor gift planning by remaining current in all areas of gift possibilities available through the Museum and the current laws and regulations governing such gifts.
Join and attend professional groups and educational sessions to keep abreast of current trend in planned giving and major gifts.
• Help CMP meet fundraising goals by having a thorough understanding of current capital and programs fundraising priorities, needs for endowments, Annual Giving program, Giving Societies, and the advantages of membership in various gift recognition societies.
• Utilize CMP’s CRM software to track and manage donor/prospect portfolio and monitor individual results toward fundraising goals; adhere to timely reporting of results to ensure accuracy of the fundraising pipeline and year-end projection forecasts.
• Enhance donor relations by representing Development and CMP at functions and meetings as assigned and working with donors and potential donors, members, friends, families, and various constituencies of the Museums to strengthen their ties to Carnegie Museums of Pittsburgh.
• Prepare for professional and donor meetings by establishing and maintaining professional competency and currency in the field of development work through professional reading, developing professional contacts with colleagues, attending professional development courses or trainings, and maintaining appropriate professional memberships.
• Assure donor confidentiality as well as the confidentiality of the projects undertaken by Development and CMP by conducting all personal contacts and communications with donors in a professional manner.
• Further the attainment of established goals for Development and CMP by developing and maintaining cordial and professional working relationships with staff and volunteers.
• Attend Museum events and assist with planning and strategy as needed.
Other duties as relevant to the responsibilities of the position or as assigned by supervisor or designee.
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.