Associate, Membership Sales

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.
This Full-Time position is eligible for the Carnegie Museums of Pittsburgh’s many Benefits.
Please scroll to the bottom of this page to see information on the starting pay rate.
This is a union position.
The Associate, Membership Sales is responsible for promoting and selling memberships and soliciting donations on the telephone and in-person, staffing membership events, providing customer service support, and other administrative duties.
EDUCATION AND EXPERIENCE: • Bachelor’s Degree or equivalent combination of education and experience required.
• One to three years of sales, telemarketing, or customer service experience preferred.
• Experience in non-profit educational or cultural organizations desirable.
KNOWLEDGE, SKILLS, ABILITIES: • 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.
• Must have excellent communication, customer service, and organizational skills.
Strong attention to detail required.
• 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.
• Raiser’s Edge fundraising software knowledge a plus.
PHYSICAL REQUIREMENTS: • Work is primarily sedentary in nature; no special demands are required.
• Evenings weekends, and holidays are required.
• Access to transportation for offsite events is required.
PRINCIPAL ACCOUNTABILITIES: • Make outbound calls to current and past donors and members to solicit membership renewals, membership upgrades, and charitable donations for the museums.
Calling during weekday evenings, Saturday mornings and holidays is required.
• Responsible for onsite sales during events and high visitation days, including evenings and weekends.
• Maintain professional courteous demeanor while representing the museum and the Membership department.
Provide stewardship and support for current members, donors, and prospective supporters.
• Meet sales goals and maintain consistent sales numbers while working to generate revenue from as many people and sources as possible.
• Maintains personal record of sales statistics and tracks and measures progress to revenue goals.
• Responsible for entering data, actions, and call reports into donor/prospect tracking system in donor database and keeping records up to date.
• Provides support for membership special events, including staffing the registration desk, activities stations, and selling and promoting memberships at events.
Requires evening, weekend, and holiday work at locations both onsite and offsite.
• Processes gifts and ensures that all gifts and pledges received by assigned area are delivered to central donor services within 24 hours of receipt in the prescribed manner to ensure both appropriate handling of gifts and excellent donor service.
• Ability to promote and sell membership at events throughout the area.
Requires evening and weekend work and reliable access to transportation.
• Responds to general service phone lines and email accounts as assigned.
Providing 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.
• 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.
• Contributes to effective operation of the team.
Establishes and maintains cooperative and effective working relationships with others.
• 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.