4001 Budget and Financial Manager

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Provost

MAJOR ADMINISTRATOR President

GENERAL FUNCTION

The primary job duty of the Budget and Financial Manager for the Office of the Provost is designing and maintaining budget and financial record keeping procedures to ensure efficient coordination of various college, department, program, and project accounts, the maintenance of accurate information regarding the financial status of the Office of the Provost and subsidiary units, advising the Provost regarding financial decisions, assisting the Provost with revenue and expense projections for financial planning, preparing a variety of financial reports based on revenue and expense information, and ensuring that all budgets within the Provost's area of responsibility, including college budgetary units, are fiscally sound. This position is delegated signature authorization for specified personnel and expense forms and serves as liaison with other campus units for a variety of purposes.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Bachelor's degree in Accounting or a related field is required.

Experience: At least two years of accounting and/or budgetary experience is required. Accounting and/or budgetary experience in higher education preferred.

Skills: Strong computer skills, including knowledge of EXCEL required, including the development of spreadsheets and management reports using graphs and charts. Effective interpersonal, communications, organizational, and administrative skills required. The ability to initiate and follow through with work responsibilities and to meet deadlines with a minimum of supervision is required.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Ensures efficient coordination of various Office of the Provost and subsidiary accounts by designing budgeting systems and financial records which are compatible with the University's accounting and reporting systems.

2. Advises the Provost regarding financial decisions by providing accurate information regarding the financial status of individual accounts and interpreting University financial reports.

3. Assists the Provost in annual budgeting and financial planning by providing revenue and expense projections.

4. Ensures the financial integrity of all budgets within the Provost's responsibility by monitoring balances and expenditures.

5. Provides assistance to the Provost by collecting, organizing, and analyzing financial and other statistical data for the preparation of financial and non-financial reports, establishing reporting deadlines for those providing data for these reports, and utilizing the UBUY system to assist with financial management responsibilities.

6. Accepts signature authorization responsibilities to approve various personnel forms, payroll forms, purchase orders, and other documents as delegated by the Provost.

7. Serves as liaison between the Provost and other University offices, as assigned by the Provost.

8. 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 Provost.

9. Contributes to the overall success of the Office of the Provost by performing all other essential duties and responsibilities as assigned, maintaining high levels of accuracy and maintaining a professional demeanor and appropriate levels of confidentiality. .

SUPERVISION

The Budget and Financial Coordinator is supervised by the Provost and may supervise other employees as assigned by the Provost.

OFFICE OF HUMAN RESOURCES

APRIL 2006

ADMINISTRATIVE

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 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.