Membership administrator to membership manager
A membership administrator already meets 35% of what the membership manager role asks for. The move turns on 16 required skills not yet in the profile.
66.4/ 100
1 How much of what a membership manager is expected to do is already part of a membership administrator’s work. Directional: the figure for the reverse move differs, because moving into a speciality is not the same problem as moving out of one. 2 Every skill the membership manager role is recorded as needing, required and optional together. What these numbers mean.
Why this move works
A membership manager role treats 6 of its required skills as things a membership administrator already does. You would walk in with these on day one.
- customer service
- develop professional network
- manage membership database
- provide membership service
- recruit members
- use communication techniques
What stands in the way is 16 required skills the profile does not yet cover. Table 3 groups them; Table 4 says which to take first.
Table 2 · What you already bring
Of the 14 skills that carry over, these are the ones fewest other occupations ask for. A membership manager role needs them, and most people applying for one will not have them already. This is the part of a membership administrator background worth leading with.
- already held provide membership service assisting and caring
- already held complete membership administration management skills
- already held manage membership database information skills
- already held recruit members management skills
- already held handle complaints communication, collaboration and creativity
- already held stimulate creative processes management skills
All 14 carried skills, including the 6 the membership manager role treats as required.
Table 3 · What you may need to learn
The 17 missing skills fall into 6 areas of the ESCO skill hierarchy, numbered in the order worth working in. Areas carrying the most required skills come first, and inside each one the required skills sit above the optional ones. Nothing here is a verdict on you: it is a list of what this particular job asks for that your current one does not.
- still to learn develop membership strategies required
- still to learn manage membership required
- still to learn supervise the management of an establishment required
- still to learn manage staff required
- still to learn supervise work required
- optional, not held plan health and safety procedures optional
- still to learn coordinate membership work required
- still to learn identify customer's needs required
- still to learn create solutions to problems required
- still to learn liaise with managers required
- still to learn corporate social responsibility required
- still to learn product comprehension required
- still to learn customer relationship management required
- still to learn follow company standards required
- still to learn provide information required
- still to learn communication principles required
- still to learn analyse membership required
Table 4 · Where to start
The 3 entries a membership manager role is least likely to hire without. The ordering is computed from the skill data, not from what pays.
- 01 analyse membership practise this
- 02 coordinate membership work practise this
- 03 corporate social responsibility study this
Each entry opens a course search for that skill. Career Overlap earns nothing from these links.
Appendix · The rest of the record
All 14 skills that carry over
- already held customer service knowledge
- already held develop professional network skill
- already held manage membership database skill
- already held provide membership service skill
- already held recruit members skill
- already held use communication techniques skill
- already held complete membership administration skill
- already held deal with pressure from unexpected circumstances skill
- already held handle complaints skill
- already held make independent operating decisions skill
- already held office software knowledge
- already held stimulate creative processes skill
- already held write leaflets skill
- already held write work-related reports skill
1 supplementary skills, helpful but not required
- optional, not held plan health and safety procedures optional
8 held skills the membership manager role does not ask for
- not needed by the target role develop campaigns skill
- not needed by the target role handle customer complaints skill
- not needed by the target role manage members skill
- not needed by the target role meet deadlines skill
- not needed by the target role perform clerical duties skill
- not needed by the target role perform office routine activities skill
- not needed by the target role process payments skill
- not needed by the target role sales strategies knowledge
4 gaps that are knowledge rather than practice
Knowledge gaps usually close through study. Practical skill gaps usually need something you can point at.
- still to learn corporate social responsibility required
- still to learn product comprehension required
- still to learn communication principles required
- still to learn customer relationship management required
Common questions about this move
Can a membership administrator become a membership manager?
Yes, and it is a substantial move. A membership administrator already covers 35% of what a membership manager is expected to do: 14 skills carry over, 6 of which the membership manager role treats as required.
What skills does a membership administrator need to become a membership manager?
16 required skills are missing, plus 1 optional ones. They fall into 6 areas of the ESCO skill hierarchy, led by management skills. The single most important is analyse membership.
How hard is the move from membership administrator to membership manager?
Its learning distance is 66.4 out of 100, which is the substantial band. That accounts for both how much is missing and how specialised those skills are.
How this record was compiled
Both occupations are taken from ESCO, which lists the skills and knowledge each occupation is expected to have and marks every one required or optional. Nothing here is a prediction about hiring, and nothing here knows that a particular employer wants a particular certificate. Treat Table 3 as a starting point for your own research rather than a syllabus. The full method states what these figures can and cannot tell you.