4060 Accounting Manager

IMMEDIATE SUPERVISOR Director of Accounting/Controller

MAJOR ADMINISTRATOR Associate Vice President for Finance (CFO)

GENERAL FUNCTION

The Accounting Manager performs and supervises others in the performance of professional accounting and administrative work involved in the daily organization, operation, and supervision of the University's and Missouri State University Foundation's accounting systems and exercises independent judgment and discretion in planning and carrying out the details of work procedures and methods. The Accounting Manager assists the Director of Accounting/Controller in designing computer support systems and in establishing policies and procedures for the overall daily accounting functions for the office. The Accounting Manager reviews the work of subordinates; work is reviewed through normal accounting systems and audits.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Bachelor's degree in Accounting is required; a C.P.A. or a Master's degree in an appropriate field is preferred.

Experience: At least four years experience in accounting is required, including at least one year in a supervisory position.

Skills: The ability to understand, interpret, and apply accounting standards, principles and procedures is required. An understanding of computers and their functions in accounting is required. Supervisory skills are required.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Assures compliance with recognized accounting standards, principles, and procedures by supervising and monitoring the work of professional accountants and/or support staff.

2. Establishes and monitors financial controls for the University's and/or the Missouri State University Foundation's departmental budgets by reviewing and approving all University and Missouri State University Foundation expenditures.

3. Maintains control over budget accounts by assuring the assignment of the correct budget numbers and expense codes.

4. Prepares and/or reviews monthly summaries and reports for internal use by compiling information and reconciling various ledger accounts.

5. Assures the accuracy and timeliness of refunds from the accounts receivable system by reviewing the accounts and establishing and monitoring accounting procedures.

6. Prepares and/or monitors journal entries for the general ledger and various subsidiary ledgers by compiling, researching, and analyzing data regarding updates needed.

7. Ensures the timeliness of the general ledger and subsidiary ledgers by monitoring the work of professional and support staff and students.

8. Performs monthly reconciliations by reviewing the work of the accounting clerks and others to ensure their work is accurate and complete.

9. Prepares and supervises the preparation of audit workpapers for the fiscal year audit by researching and analyzing the year-to-date accounting information.

10. Develops a competent and efficient accounting staff by training the staff in new policies and procedures and supervising their daily activities.

11. Remains competent and current through self-directed professional reading, developing professional contact with colleagues, attending professional development courses, and attending training and/or courses as required by the Director of Accounting/Controller.

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

SUPERVISION

The Accounting Manager is supervised by the Director of Accounting or the Controller and in turn supervises professional accountants, accounting clerks, temporary employees, and students.

OFFICE OF HUMAN RESOURCES REVISED JUNE 2003

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 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 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.