Assistant Manager, Donor Communications

Carnegie Museums of Pittsburgh

Website Carnegie Museums of Pittsburgh

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 Assistant Manager, Donor Communications will support the work of the Individual Philanthropy team by editing, writing, and producing a variety of content designed to steward and cultivate donors including but not limited to: proposals, acknowledgement letters, stewardship pieces, donor recognition listings, and impact and endowment reports. The ideal candidate is a creative and mission-driven professional with exceptional writing and proofreading skills, who is excited to inspire and engage individual donors.


Knowledge, Skills, and Abilities:

  • Requires initiative, sensitivity to individual donors, and an understanding of relationship building
  • Requires ability to manage multiple projects simultaneously with good attention to detail and the ability to meet deadlines
  • Must be a self-starter with the ability to work independently and collaboratively
  • Excellent written and oral communication skills required
  • Maturity and discretion in working with confidential information required

Education and experience:

  • Requires minimum of Bachelor’s Degree and 5 years development or customer service experience or equivalent.  Master’s degree preferred.


  • Plans, coordinates, and implements annual fund donor acquisition and retention efforts directed at raising unrestricted dollars from donors below $1,895 (Patrons Circle)
    Implements a coordinated matrix of communication and solicitation strategies employing direct mail, telemarketing, e-mail, and special programs, all focused on shaping a sustainable tradition of annual support
  • Coordinates donor renewal activities and develops and implements strategies for increasing gifts from renewing donors and generating new gifts from members and donor prospects
  • Writes, proofs, and edits various annual fund print pieces and ensures that appropriate supporting collateral print materials are developed
  • Develops and adheres to solicitation schedules
  • Works with the research department to mine the RE database and any other available donor/prospect data, and develops and implements strategic targeted cultivation and solicitation efforts to identified donor and prospect segments
  • Works with the Annual Fund team to plan and execute cultivation and stewardship events; coordinates logistics including invitation development and mailing, food and beverage, staffing, etc.
  • Ensures that appropriate recognition and benefits are developed and delivered in a timely and accurate manner
  • Oversees the personal services hotline and ensures that donors receive excellent customer service
  • Develops, implements, and manages targeted Annual Fund Campaigns, such as the Employee Campaign & Day of Giving; develops strategies for promoting, as well as appropriate acknowledgement and recognition vehicles
  • Integrates fundraising efforts and activities with membership, telemarketing, and other fundraising activities of the department and the institution to ensure the most efficient and effective use of resources
  • Develops and maintains appropriate tracking mechanisms for measuring, analyzing, and evaluating results and progress
  • Provides status reports on solicitations, and thoughtful projections and recommendations for internal and external contingencies
  • Assumes special projects 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.


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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