TITLE Accounting Manager
CLASSIFICATION NUMBER 4060
IMMEDIATE SUPERVISOR Director of Accounting and Budgeting or Controller
MAJOR ADMINISTRATOR Chief Financial Officer (CFO)
The Accounting Manager is responsible for daily administration of the University’s accounts receivable and third party billing systems and the accuracy of charges, credits, payments, and refunds entered into the accounting system. The Accounting Manager supervises the application of financial aid to University charges and releases refunds of student financial aid to students in compliance with University, federal and state laws and regulations. The Accounting Manager administers and coordinates various reconciliations (direct loan records and drawdowns, residence hall deposit account, etc.) and administers the Banner system to allow accurate processing and posting of revenue to the general ledger. The Accounting Manager is responsible for assuring excellent customer service is provided students, parents, employees and non-university customers with questions and concerns.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor's degree in Accounting or a related business field with at least twenty hours of coursework in Accounting courses is required; a C.P.A. or a Master’s degree in accounting or a related business field with at least twenty hours of coursework in Accounting 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. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is 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. Directs the daily administration and activities of the University’s accounts receivable and third-party billing system.
3. Maintains accuracy of charges, credits, payments, and refunds and reconciles the accounts receivable sub-ledger to the general ledger.
4. Oversees daily refunding of credit balances, maintenance of direct deposit records, and resolution of deposit returns.
5. Assures excellent customer service is provided to students, parents, employees, and non-university customers who have concerns or questions by assuring that staff answering the questions have a thorough understanding of University policies and procedures throughout the University, such as payment and drop deadlines, fees, credit hour costs, the academic calendar, etc.
6. Maintains and oversees aspects of the Finance module of the Banner system by maintaining appropriate controls through controlling access to accounts receivable screens, troubleshooting problems and coordinating solutions for meeting new needs, and maintaining proper set up and accounting records in the accounts receivable system by setting up exemption codes for fee waivers, detail codes for accounts receivable and financial aid transactions, and detail codes for cashiering and storefronts.
7. Completes journal entries as needed to record and/or allocate revenue and expense to appropriate cost centers or charges to customer accounts.
8. Coordinates with and supports the activities of Collection/Bad Debt system and coordinates the write-off of bad debt.
9. Performs or reviews journal entries recording ACH deposits to the University savings account and the monthly reconciliation of direct loan records to the Department of Education.
10. Administers various programs, such as the tax credit program for non-resident students whose parents pay Missouri income tax.
11. Coordinates with various University departments to facilitate business processes, such as NCAA reporting, workers compensation claims, third party billing, and cooperative programs with outside entities.
12. Ensures the timeliness of the general ledger and subsidiary ledgers by monitoring the work of professional and support staff and students.
13. Performs monthly reconciliations by reviewing the work of the accounting clerks and others to ensure their work is accurate and complete.
14. Prepares and supervises the preparation of audit workpapers for the fiscal year audit by researching and analyzing the year-to-date accounting information.
15. Develops a competent and efficient accounting staff by training the staff in new policies and procedures and supervising their daily activities.
16. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
17. 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 Director of Accounting and Budgeting or the Controller.
18. Contributes to the overall success of the Office of Financial Services by performing all other duties and responsibilities as assigned.
The Accounting Manager is supervised by the Director of Accounting and Budgeting or the Controller and in turn supervises professional accountants, accounting clerks, temporary employees, and students.
OFFICE OF HUMAN RESOURCES
REVISED OCTOBER 2012
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.