Missouri State University

1510 Bursar

POSITION IDENTIFICATION

TITLE Bursar

CLASSIFICATION NUMBER 1510

GRADE 46

IMMEDIATE SUPERVISOR Associate Vice President for Finance (CFO)

MAJOR ADMINISTRATOR Vice President for Administration and Finance

GENERAL FUNCTION

The Bursar is responsible for the collection of all fees and income due the University. This responsibility includes income resulting from student incidental fees, residence hall fees, receipts from Hammons Student Center, Taylor Health Center, Baker Bookstore, as well as all athletic events and Campus Union activities. The Bursar is also responsible for the maintenance of required records on the payment and collection of all accounts. Additionally, the Bursar serves as the custodian of various University funds.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Bachelor's degree with a major in Accounting or Finance is required.

Experience: At least three to five years experience in accounting, banking, or other similar fiscal work, including supervision and management experience in an office with fiscal responsibility, is required.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Provides accountability for the collection of fees and monies due the University by auditing and reviewing reports.

2. Ensures that the daily deposit to the University bank account is made in proper timeframe by preparing the deposit paperwork reflecting the previous day's receipts, and transporting the receipts to the bank.

3. Manages the University travel fund, ensuring that employees complete required accountability paperwork once the travel is completed, by notifying employees of their responsibilities regarding travel funds and by monitoring reports on the completion of all outstanding travel vouchers.

4. Ensures that the University has the proper cash funds available to accommodate the various departments, as well as sufficient cash to provide check-cashing services for the University community by keeping a daily cash inventory on hand which is based upon documented cash demands in the past.

5. Promotes a competent, positive image of the Bursar's Office by personally resolving various problems with customers/clients of the Bursar's Office in a professional manner which results in solutions rather than transferring the problem to some other agency/office.

6. Provides fiscal accountability for the Vending service operation by supervising the counting and reporting of all vending service receipts.

7. Facilitates the efficient distribution of student paychecks on paydays by making the paychecks accessible at the Bursar's Office cashier windows.

8. Reconciles petty cash vouchers approved by the Purchasing Office by reviewing documents which detail the purchases made through petty cash and reflected in Financial Services payments.

9. Ensures proper payment of University vouchers to the Bursar's Office by tabulation of payment documents, separating payment documents into proper accounts, and filing these payment documents with the Financial Services Office for reimbursement.

10. Enforces University policy regarding returned checks, delinquent travel advances, student paychecks, and travel checks by communicating with subject individual(s), primarily by written correspondence, advising them of University policy, and taking appropriate follow-up actions to resolve the discrepancy.

11. 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 by the Associate Vice President for Finance (CFO).

12. Contributes to the overall success of the Office of Financial Services by performing all other duties and responsibilities as assigned.

SUPERVISION

The Bursar is supervised by the Associate Vice President for Finance (CFO) and supervises employees in the Bursar’s Office.

OFFICE OF HUMAN RESOURCES REVISED JUNE 2003

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 4 - 470 Points: Supervision of (a) a moderate number of operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a small number of professional employees who exercise limited supervision of others, or (c) large numbers of student workers or graduate assistants, or some equivalent combination of the above. The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is responsible for training, planning, and directing the work of permanent employees, and generally controls 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 5 - 2350 Points: Work involves primary accountability for a larger 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, influences internal or external operations, or impacts students, faculty, and/or staff. Work activities have a direct and significant impact on the department. Work activities also have a significant effect on the efficiency and reputation of the cost center and represent a relatively major function within the cost center. At this level would be jobs in which the incumbent may have responsibility for developing budgets, distributing budgeted funds, and exercising primary control over a moderately-sized budget.