4035 Credit Manager

IMMEDIATE SUPERVISOR Director of Accounting

MAJOR ADMINISTRATOR Associate Vice President for Finance (CFO)

GENERAL FUNCTION

Performs professional and managerial work involving a variety of duties pertaining to the development, implementation, and coordination of procedures related to collection of amounts due the University from students, faculty, staff, and outside parties. Responsible for remaining current with the federal regulations used to administer the federal, campus-based program - Perkins Loans.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Bachelor's degree with emphasis in Business or a related area is required. Extensive credit and/or collection experience may be considered as a substitute for the formal education.

Experience: At least two years in collection, credit or a similar field is required. Knowledge of Perkins Federal Loan regulations is helpful, but not required.

Skills: Ability to communicate effectively, both in writing and verbally, is required.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Assists in the management of and collection efforts related to University receivable by reviewing past due accounts to determine appropriate action.

2. Coordinates legal action which might be undertaken as part of the collection process by working with the University's legal counsel and by understanding the current federal regulations for Perkins Loans.

3. Assists in the preparation of the University's case for debt collection in small claims court and other collection courts by reviewing the files of debtors and working with the University's legal counsel.

4. Promotes a professional image of the University in its debt collection effort by maintaining a good rapport between the University and the students, alumni and friends when involved in collecting debts and by performing all related collection functions in an efficient manner.

5. Prevents institutional liability in the administration of the Perkins Loan program by ensuring that relevant federal regulations are followed and by advising the clerical support staff of changes in policies and procedures regarding the program.

6. Coordinates the maintenance of collection files by developing procedures for the recording and filing of both written and personal communications between debtors with delinquent accounts.

7. Prepares periodic reports reflecting the status of University receivable accounts and their collection status by developing and analyzing computer reports that present this information correctly.

8. Assists in management of the Perkins Loan system by supervising cancellations, deferments, and other procedures required in maintaining due diligence for future collection of the Perkins Loan.

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 as required by the Director of Accounting.

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

SUPERVISION

The Credit Manager is supervised by the Director of Accounting and supervises accounting clerks and students on a regular basis, as well as part-time/temporary employees, when necessary.

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 2 - 130 Points: Regular, but limited, supervision, training, or directing the work assignments of (a) small numbers of student, part-time or temporary workers, or (b) one or more permanent, full-time employees. The nature of supervision is largely confined to scheduling work and assigning tasks. Supervision at this level typically does not include a full range of supervisory responsibilities, and supervisory duties typically do not consume a large portion of the work day.

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 2 - 250 Points: The employee carries out a group of procedures using the general methods and desired results indicated by the supervisor. Typically, standard operating procedures, handbooks, and/or reference manuals exist for most procedures, but the employee must select from the most appropriate of several guidelines and make minor adjustments to methods. Unforeseen situations are normally referred to others for resolution. Assignments are related in function and objective, but processes, procedures, or software varies from one assignment to another. Based on the assignment, the employee uses diverse, but conventional, methods, techniques, or approaches. Employees in jobs at this level may perform work that is moderately complex, but normally performed within a fairly narrow and specific functional area.

Factor 5: Managerial Responsibility

Level 3 - 850 Points: Work involves providing significant support services to others both within and outside of the department that substantially influences decision-making processes. Work activities are complex and others rely on the accuracy and reliability of the information, analysis, or advice to make decisions. Work activities have a direct, but shared, impact on further processes or services, affect the overall efficiency and image of the department, and may have material impact on costs or service quality within the cost center. Incumbents may be responsible for identifying areas of need and for developing proposals that request funding to fulfill those needs.