Missouri State University

1470 Box Office-Business Manager

POSITION IDENTIFICATION

TITLE Box Office-Business Manager

CLASSIFICATION NUMBER 1470

GRADE 45

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Executive Director, Juanita K. Hammons Hall for the Performing Arts, Hammons Student Center, and Plaster Sports Complex

MAJOR ADMINISTRATOR President

GENERAL FUNCTION

The primary job duty of the Box Office/Business Manager is management of the business operations of the Juanita K. Hammons Hall for the Performing Arts. The Box Office/Business Manager  establishes and monitors financial controls and cash handling policies and procedures, prepares and executes financial settlements with the artists, production companies, and/or promoters performing or representing the performers in any of the Missouri State University venues, maintains accounting records for all cash received in the Missouri State -TIX system through verification of daily cash reports and maintenance of accurate accounting documents, reviews and verifies all expenditures made by the Hall, analyzes the Hall's financial operations, prepares financial reports and statements for decision making, and assists in the development and execution of the departmental budget and foundations accounts associated with the Hall.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Bachelor's degree in General Business, Accounting or related field is required.

Experience: At least three years experience is required in public or business administration positions which included responsibility for handling large sums of money, bookkeeping, and accounting. 

Skills: Strong oral and written communication skills are required. Excellent interpersonal skills, particularly in dealing with the public, are required. Computer literacy, with knowledge of programs utilizing spreadsheet applications, is required.

Other: The scope of the job frequently requires attendance at evening and/or weekend activities, performances, lectures, and/or rehearsals.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Ensures that box office operations contribute to the success of the JKHHPA by establishing and monitoring financial controls, establishing and monitoring cash handling policies and procedures, preparing and executing financial settlements with the artists, production companies, and/or promoters performing or representing the performers in any of the Missouri State University venues and off-campus venues where the Missouri State Ticket Office may be utilized, maintaining records of sales against cash receipts by event, overseeing the computerized ticketing system utilized by the Missouri State TIX system, serving as contact person for communication with the online ticketing vendor, responding to inquiries concerning productions and events, and identifying and resolving problems and customer complaints.

2. Establishes, oversees, and monitors the procedures for securing and processing ticket receipts by proper accounting for all cash received in the Missouri State-TIX system, verifying daily cash reports, maintaining accurate bookkeeping documents regarding sales, and assuring the deposit of ticket receipts appropriately.

3. Advises the Executive Director on the status of financial matters and compliance with established financial procedures by reviewing and verifying all expenditures made by the Hall, maintaining all appropriate accounting records for control of operations, performing analyses of the Hall's financial operations, and preparing financial reports and statements for review by the Executive Director.

4. Assists in the development and execution of the departmental budget by recommending an annual operations budget and determining its feasibility with other members of the staff, continuously evaluating expenditures in light of budget guidelines, and reviewing and verifying budget reports before their release to the public.

5. Assists in the administration of the Hall by coordinating the flow of all reports and documents which require the attention of the Executive Director.

6. Promotes the schedule for the Juanita K. Hammons Hall for the Performing Arts, Hammons Student Center, and the Plaster Sports Complex by developing marketing and promotional activities which are cost efficient and increase revenues and implementing improved box office operational methods and procedures.

7. Participates as a fully productive member of the professional staff by coordinating and consulting with other departments in areas where the business manager can assist.

8. Provides essential information required to support the fund raising efforts and activities of the Juanita K. Hammons Hall for the Performing Arts by compiling and analyzing data regarding business operations, providing budget reports for grant proposals, and completing final evaluation reports assessing the Hall's performance.

9. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses required by the Executive Director of the Juanita K. Hammons Hall for the Performing Arts.

10. Contributes to the overall success of the Juanita K. Hammons Hall for the Performing Arts by performing all other duties and responsibilities as assigned.

SUPERVISION

The Box Office/Business Manager is supervised by the Executive Director, supervises full time, part time, and student workers, and makes recommendations which are given particular weight regarding the hiring, firing, advancement, promotion, and other changes of status of those supervised.

OFFICE OF HUMAN RESOURCES
REVISED MAY 2007

JOB FAMILY 4

Factor 1: Professional Knowledge, Skill, and Technical Mastery

Level 4 - 2300 Points: Knowledge of the principles, concepts, practices, methods and techniques of an administrative, managerial, or professional field such as accounting or auditing, financial management, business administration, human resources, engineering, social sciences, communications, education, law, or medicine. Knowledge permits the employee to complete assignments by applying established methods to recurring types of projects/problems susceptible to well-documented precedents or to schedule, plan, and carry out precedented projects. Alternatively, knowledge at this level might also permit the employee to carry out precedented projects requiring considerable 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 along with significant related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with substantial work experience or a non-specific Master's degree requirement with substantial work experience. Knowledge requirements generally also include a significant amount of related work experience and may include administrative or supervisory 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 4 - 500 Points: Interactions with others are somewhat unstructured. The purpose may be to influence or motivate others, to obtain information, or to control situations and resolve problems. Interactions may be with individuals or groups of co-workers, students, or the general public, may be moderately unstructured, and may involve persons who hold differing goals and objectives. Individuals at this level often act as a liaison between groups with a focus on solving particular unstructured problems. Interactions at this level require considerable interpersonal skill and the ability to resolve conflict.

Factor 4: Job Controls and Guidelines

Level 3 - 500 Points: The employee operates under general supervision expressed in terms of program goals and objectives, priorities, and deadlines. Administrative supervision is given through statements of overall program or project objectives and available resources. Administrative guidelines are relatively comprehensive and the employee need only to fill in gaps in interpretation and adapt established methods to perform recurring activities. In unforeseen situations, the employee must interpret inadequate or incomplete guidelines, develop plans, and initiate new methods to complete assignments based on those interpretations. Assignments are normally related in function, but the work requires many different processes and methods applied to an established administrative or professional field. Problems are typically the result of unusual circumstances, variations in approach, or incomplete or conflicting data. The employee must interpret and refine methods to complete assignments. Characteristic jobs at this level may involve directing single-purpose programs or performing complex, but precedented, technical or professional work.

Factor 5: Managerial Responsibility

Level 4 - 1500 Points: Work involves the primary accountability for a smaller department, program, or process. Work activities involve managerial decisions that directly affect the efficiency, costs, reputation, and service quality of the department, program, or process. Work affects a limited range of professional projects or administrative activities of the University. Work activities have a direct and substantial impact on the department. While work activities do have some effect on the efficiency and reputation of the cost center, departments, programs, or processes at this level represent a relatively minor function within the cost center. Employees in jobs at this level may have responsibility for developing budgets, distributing budgeted funds, and exercising the primary control over a relatively small budget.