Summary of Position

WESTAF seeks a Grants and Inclusion Manager who has a growth mindset, is partnership driven, and possesses a high level of emotional intelligence. The position and workflow is designed for someone who is incredibly flexible, thoughtful and collaborative. They bring creativity, positive energy, joy, and passion toward our collective efforts to co-imagine an arts field that is more equitable and where access to resources is more liberatory. The person is also comfortable with working collaboratively and independently in a remote (virtual) environment. 

The Grants and Inclusion Manager will coordinate and support grant, fellowship and leadership programs in collaboration with the rest of the SRI team and WESTAF’s diverse and expansive network of allies and partners. They will also work with staff across the organization to shape and execute policies and procedures that communicate WESTAF’s mission, vision and values. 

Responsibilities 

Grants Management (40%)

The Manager will work collaboratively with the rest of the SRI team to plan, implement and execute the daily administration of full award life cycle granting and regranting programs. Specific responsibilities will include:

• Drafting all of the following grant-related documents in accordance with developing and established departmental standards: 
  • Grant announcements and marketing materials
  • Grant applications
  • Guidelines
  • Timelines
  • Status mailers
  • Review panel policies and procedures and related documentation
  • Awardee recommendations
  • Awardee agreements and related policies
  • Grantee reports
  • Reports to funders
• Responding to all grant-related inquiries and correspondence in a timely and professional manner
• Facilitating relevant information sessions for potential applicants
• Staffing and facilitating grant review panels and processes
• Ensuring the timely submission of interim and final reports by grantees, as well as communications about questions or problems faced by grantees in fulfilling the obligations of their awards.
• Following all grants management policies and procedures in accordance with developing and established standards
• Maintaining all grant files in accordance with developing and established departmental standards
• Supporting all related payment processes (payable and receivable)
• Participating in relevant financial forecasting and reporting processes as needed
• Collaboratively monitoring grant impact through data collection and analysis (e.g., surveys, focus groups, data dashboards)
• Representing and/or presenting grants programs at relevant in-person and virtual gatherings (e.g., convenings, workshops)

Program Management (45%)

The Manager coordinates and facilitates formal and informal networks to build relationships with stakeholders (e.g., artists, arts administrators, culture bearers, local, state, regional and national arts agencies; to inform future programming; and, to provide an environment for peer-to-peer sharing and learning. Specific responsibilities will include:

• Drafting all of the following program-related documents in accordance with developing and established departmental standards: 
  • Program announcements and marketing materials
  • Program applications
  • Program guidelines
  • Timelines
  • Status mailers
  • Review panel policies and procedures and related documentation
  • Awardee recommendations
  • Awardee agreements and related policies
  • Program reports
  • Reports to funders
• Responding to all program-related inquiries and correspondence in a timely and professional manner
• Facilitating relevant information sessions for potential applicants
• Staffing and facilitating program review panels and processes
• Following all program management policies and procedures in accordance with developing and established standards
• Maintaining all program files in accordance with developing and established departmental standards
• Supporting all related payment processes (payable and receivable)
• Participating in relevant financial forecasting and reporting processes as needed
• Collaboratively monitoring program impact through data collection and analysis (e.g., surveys, focus groups, data dashboards)
• Representing and/or presenting programs at relevant in-person and virtual gatherings (e.g., convenings, workshops)
• Building peer networks of past grants, fellowship and other awardees and working collaboratively with the SRI team to host relevant in-person and virtual gatherings (e.g., convenings, workshops)
• Working collaboratively with SRI and other teams to effectively plan, implement and evaluate relevant events. 
• Building and maintaining reciprocal relationships and alliances with those representing the communities that SRI prioritizes to increase awareness of and sensitivity to their aspirations. 
• Staying abreast of developments in the field around professional development with a special focus on equitable and liberatory opportunities. 

WESTAF Initiatives (15%)

Each fiscal year, WESTAF leadership crafts initiatives that deeply connect to the organization’s overall mission, vision and values. Some initiatives align with the SRI team’s annual work plan and objectives and key results. Over and above those initiatives, the employee will join colleagues in work across the organization to help advance our collective goals. Involvement is largely selected by the employee and can support the use of various areas of expertise and/or provide opportunities for professional development. The employee will work with their supervisor to ensure that their involvement is balanced according to their work priorities. This will include a mix of the following:

• Participation in one or more of WESTAF’s internal working groups in organizational culture, business, equity, marketing, policy and/or other areas.
• Collaboration in relevant objectives and key results from other teams that align with SRI goals.
• Active participation in virtual and/or in-person all-staff and cross-departmental gatherings.
• Support the onboarding of new staff from other teams.
• Participation in the “buddy” system.
• Other areas as needed and/or initiated by the employee.