4036 Collector

IMMEDIATE SUPERVISOR Credit Manager

MAJOR ADMINISTRATOR Associate Vice President for Finance (CFO)

GENERAL FUNCTION

The Collector performs professional work involving a variety of duties pertaining to the collection of amounts due the University from students, faculty, staff, and outside parties. The Collector performs bookkeeping and/or accounting functions that require a thorough knowledge of departmental operations and policies and may perform various accounting functions related to the recording and collecting of money due the University.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Bachelor's degree is required, with emphasis in Business or a related area preferred. Significant work experience in credit and/or collections, beyond that required for the position, may be considered as a substitute for the required education.

Experience: At least two years of work experience in collection, credit or a similar field is required, which must include at least one year of accounting experience. Knowledge of Perkins Federal Loan regulations is helpful, but not required. College level accounting courses may be substituted for the accounting experience.

Skills: Ability to communicate effectively, both in writing and verbally, is required. A high aptitude for accounting is required. Ability to perform data processing and other functions on a personal computer is required. An aptitude in understanding computerized records is required.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Assists in the collection efforts related to University receivable system and Perkins Loan program by understanding the accounting procedures and requirements pertaining to the University's accounts receivable system and Perkins Loan system and how they are integrated with the other University systems, reviewing past due accounts to determine appropriate action, consulting with members of the University community regarding the status of past due accounts, and assuming responsibility for effective follow up on past due accounts.

2. Reduces the likelihood that the University will extend non-collectable short-term loans by determining approval/nonapproval of short-term loans based on credit history of students.

3. 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 and performing all related collection functions in an efficient manner.

4. Assists in the prevention of institutional liability in the administration of the Perkins Loan program by understanding and following the procedures required in maintaining due diligence for future collection of the Perkins Loan, ensuring that relevant federal regulations are followed, and advising the clerical support staff of changes in policies and procedures regarding the program.

5. Prepares required and assigned reports by compiling, researching, and analyzing accounts receivable data from on-line files and from computer reports, assisting in the yearly preparation of the Federal Fiscal Operations Report (FISAP), and researching and analyzing accounts receivable and Perkins Loan data in the preparation of audit work papers for the fiscal year audit.

6. Helps maintain collection files by following University procedures for the recording and filing of both written and personal communications between debtors with delinquent accounts.

7.  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 directed by the Credit Manager.

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

SUPERVISION

The Collector is supervised by the Credit Manager 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 3 - 1500 Points: Entry-level knowledge of the principles, concepts, practices, and methods of an administrative, managerial, technical, or professional specialty. Knowledge permits employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in professional or technical areas including accounting or auditing, financial management, business administration, human resources, law, engineering, science, or medicine, while gaining familiarity with the University's policies and goals, business practices, and/or accounting systems. This level of knowledge permits the employee to schedule and carry out the steps of a limited operation or project, or to complete stages of a multi-phase project. Alternatively, knowledge at this level might also permit the employee to carry out recurring tasks and routine assignments requiring moderate 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. Knowledge requirements may also include a limited amount of related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with a moderate level of additional related work experience or a non-specific Master's degree requirement with some related work 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.