4054 Senior Accountant/Analyst
TITLE Senior Accountant/Analyst
CLASSIFICATION NUMBER 4054
IMMEDIATE SUPERVISOR Varies
MAJOR ADMINISTRATOR Chief Financial Officer
The Senior Accountant/Analyst performs professional accounting and administrative work involved in the daily organization, operation, and supervision of the University's accounting and budgeting system. The Senior Accountant/Analyst exercises independent judgment and discretion in planning and carrying out the details of work procedures and methods. The Senior Accountant/Analyst’s work is primarily reviewed through normal accounting and budgeting systems and audits.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor's degree in Accounting or a related field is required.
Experience: At least three years experience in accounting, business planning/operations, or financial analysis is required. Certification as a Certified Public Accountant (CPA) is preferred.
Skills: High aptitude in accountancy and a good understanding of computers and their functions in accounting 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. Collects, organizes, and analyzes financial data for the preparation of various reports and statistical data for both internal and external reporting and assists in management’s decision-making.
2. Maintains accuracy of financial data through assigning the correct budget numbers and expense codes, reviewing or approving transactions, properly recording transactions via journal entries, preparing or reviewing budget adjustments, updating the position control system, and preparing monthly reconciliations.
3. Develops and maintains a through understanding of the University’s budgeting policies and procedures and may be responsible for providing training and financial services to a particular University unit or cost center.
4. Ensures the most effective and efficient use of University resources by regularly engaging in process or system analysis and by assisting in the updating of system-wide policies and procedures.
5. Stays current with computer technologies and regularly seeks to implement process improvements through available technologies.
6. Ensures the timeliness of the general ledger and subsidiary ledgers by monitoring the work of the clerical staff and students and by working with other University units on the timely submission of financial information.
7. Works with external auditors and prepares audit work papers for the fiscal year audit by researching and analyzing the year-to-date accounting information.
8. Assists the Supervisor or Director in developing a competent and efficient accounting staff by training the staff in policies and procedures and supervising their daily activities.
9. Facilitates a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
10. 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 Supervisor or Director.
11. Contributes to the overall success of the Office of Financial Services by performing all other duties and responsibilities as assigned, maintaining high levels of accuracy, maintaining a professional demeanor and appropriate levels of confidentiality, and providing excellent customer service.
The Senior Accountant/Analyst is supervised by an assigned supervisor and may supervise accounting clerks, temporary employees and students.
OFFICE OF HUMAN RESOURCES
REVISED SEPTEMBER 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 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 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 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.