TITLE Assistant Director of Campus Recreation-Business Operations
CLASSIFICATION NUMBER 1933
IMMEDIATE SUPERVISOR Director of Campus Recreation
MAJOR ADMINISTRATOR Assistant Vice President for Student Life and Director of Plaster Student Union
The Assistant Director, Campus Recreation – Business Operations is responsible for business and financial operations of Campus Recreation’s Foster Recreation Center (FRC). The Assistant Director, Campus Recreation – Business Operations processes, tracks, and reports income and expenses and oversees business operations of Campus Recreation, including developing, implementing, and monitoring business processes and internal controls that support proper cash handling and accurate reporting of income and expenses, purchasing all supplies and equipment, building business processes into the business management software suite, and coordinating the communication of and providing oversight of business process procedures to Campus Recreation employees.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor’s degree is required; a Bachelor’s degree in a business-related field is preferred.
Experience: Two years of accounting or bookkeeping experience is required. Experience using business management software applications is preferred. Supervisory experience is preferred.
Skills: Effective organizational, management, leadership, communication, and interpersonal skills are required. Proficiency using Microsoft Office products, particularly Excel, is required. The ability to learn and effectively utilize University business process and business management software is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
Other: The scope of the position requires attendance at evening and/or weekend activities, meetings, and workshops.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Assures the establishment and oversight of proper cash handling procedures at FRC.
2. Establishes, evaluates and monitors business processes that support accurate reporting of income and expenses.
3. Communicates new business processes and changes to business processes and provides training on the use of business management software to Campus Recreation employees in conjunction with the Assistant Director, Campus Recreation – Facilities and Operations.
4. Utilizes business management software to provide appropriate business process controls and reporting and assures the integrity of the data in the system.
5. Performs reconciliations of accounts and data in different systems on a scheduled basis.
6. Administers the security of business management software and builds, tests, and implements upgrades to the application in conjunction with Computer Services staff.
7. Purchases all equipment and supplies for the FRC and maintains inventory control.
8. Provides financial information and, in coordination with the Director of Campus Recreation, helps to develop the annual budget.
9. Coordinates with other campus entities regarding special memberships, reservations, noncredit fee waivers, budget transfers, special student registrations, etc.
10. Coordinates moves of furniture, equipment, telephones, etc. within the building and works with vendors and other departments to resolve issues with services and equipment.
11. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
12. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses as required.
13. Supports the overall success of Campus Recreation by performing all other duties as assigned.
The Assistant Director, Campus Recreation – Business Operations is supervised by the Director of Campus Recreation and supervises part-time and student employees.
OFFICE OF HUMAN RESOURCES
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 3 - 1500 Points: Entry-level knowledge of the principles, concepts, practices, and methods of an administrative, managerial, technical, or professional specialty. Knowledge permits employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in professional or technical areas including accounting or auditing, financial management, business administration, human resources, law, engineering, science, or medicine, while gaining familiarity with the University's policies and goals, business practices, and/or accounting systems. This level of knowledge permits the employee to schedule and carry out the steps of a limited operation or project, or to complete stages of a multi-phase project. Alternatively, knowledge at this level might also permit the employee to carry out recurring tasks and routine assignments requiring moderate experience in specific areas within higher education. Knowledge at this level is typically acquired through a combination of formal education and/or training and experience that includes a requirement for a college degree in a specific technical or professional specialty. Knowledge requirements may also include a limited amount of related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with a moderate level of additional related work experience or a non-specific Master's degree requirement with some related work experience.
Factor 2: Supervisory Responsibility
Level 3 - 270 Points: Supervision of a limited number of (a) operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a very small number of professional employees, or an equivalent combination of (a) and (b). The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is generally responsible for training, planning, and directing the work of permanent employees, and provides major input into hiring decisions. Supervisory responsibilities consume moderate amounts of work time and may include general work planning tasks.
Factor 3: Interactions with Others
Level 3 - 250 Points: The purpose of interactions is to advise or counsel others to solve recurring and structured problems, and/or to plan or coordinate work efforts with other employees who are working toward common goals in situations where relationships are generally cooperative. Interactions are moderately structured and routine and may involve employees in different functions, students, and/or the general public. These types of interactions require normal interpersonal skills.
Factor 4: Job Controls and Guidelines
Level 2 - 250 Points: The employee carries out a group of procedures using the general methods and desired results indicated by the supervisor. Typically, standard operating procedures, handbooks, and/or reference manuals exist for most procedures, but the employee must select from the most appropriate of several guidelines and make minor adjustments to methods. Unforeseen situations are normally referred to others for resolution. Assignments are related in function and objective, but processes, procedures, or software varies from one assignment to another. Based on the assignment, the employee uses diverse, but conventional, methods, techniques, or approaches. Employees in jobs at this level may perform work that is moderately complex, but normally performed within a fairly narrow and specific functional area.
Factor 5: Managerial Responsibility
Level 3 - 850 Points: Work involves providing significant support services to others both within and outside of the department that substantially influences decision-making processes. Work activities are complex and others rely on the accuracy and reliability of the information, analysis, or advice to make decisions. Work activities have a direct, but shared, impact on further processes or services, affect the overall efficiency and image of the department, and may have material impact on costs or service quality within the cost center. Incumbents may be responsible for identifying areas of need and for developing proposals that request funding to fulfill those needs.