Missouri State University

2568 Financial and Training Manager, MDI

POSITION IDENTIFICATION

TITLE Financial and Training Manager

CLASSIFICATION NUMBER 2568

GRADE 42

CLASSIFICATION Nonexempt
 

IMMEDIATE SUPERVISOR Director, Management Development Institute

MAJOR ADMINISTRATOR Associate Dean for Outreach, College of Business Administration

GENERAL FUNCTION

The Financial and Training Manager-MDI is part of a team which manages and administers the program offerings of the Management Development Institute (MDI). The Financial and Training Manager-MDI performs professional accounting and administrative functions for MDI. The Financial and Training Manager-MDI maintains MDI’s records and registration systems, reconciles financial information to the University's accounting system, designs and provides various management reports, assists in preparing MDI’s annual budget, acts as a liaison with Events Pro Inc. and Missouri State University’s Financial Services, and assists in developing a service outreach program in training and management development for the business community through both public and onsite programs

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Bachelor’s degree in Business Administration, Accounting or related field is required. 

Experience: A minimum of 2 years of experience working in a business or university setting with registration or management software required.  Experience working with Accounts Receivable, including aged receivables, is required.   Recent work experience in Accounting, Business, and/or Management is preferred. Familiarity with the development and coordination of training and development programs preferred.

Certification: Eligibility for the Department of Elementary and Secondary Education (DESE) Educator Certification-Career Services Coordinator is required; must obtain the required certification within ninety days of employment and maintain certification while holding this position.

Skills: Strong computer skills, including database and Excel skills, are required.  Knowledge of management and accounting principles is required. Strong organizational and interpersonal skills are required.

Effort: Occasionally required to lift and carry materials and equipment weighing up to 25 pounds.

Other: The scope of the job requires evening and occasional weekend work. Occasional overnight, out-of-town travel is required.

ESSENTIAL DUTIES AND RESPONSIBILITIES 

1.  Provides information to the Director and staff necessary for managing MDI by preparing financial reports and analysis of income, expenses, and enrollments, preparing and analyzing other reports and information as needed, and assisting in the creation of the annual budget.

2. Supports the MDI registration system by developing and maintaining the Events Pro management information system database and the MDI registration system, coordinating all issues related to the registration and information reporting system, providing ongoing training and support to MDI staff regarding registration and database issues, and serving as liaison to Events Pro, Inc.

3. Provides accountability for Accounts Receivables by maintaining MDI's billing and collection system, initializing, tracking, and following up on billing and aged receivables, and communicating concerns related to Accounts Receivable to the MDI Director.

4. Serves as the liaison between MDI and the Bursar's Office by ensuring that the regular deposit is made in the proper timeframe, preparing the deposit paperwork reflecting the department receipts, and complying with University regulations.

5.  Maintains MDI’s cost accounting system by reconciling income and expenses monthly to Events Pro database and the University's fund accounting system.

6. 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 MDI Director.

7. Helps to assure that MDI meets the training and management development needs of the area business community and governmental units by developing and coordinating noncredit programs especially suited for them and developing curricula for both on-site and public enrollment programs.

8. Identifies opportunities for MDI to meet training and development needs of the business community and governmental units by reviewing and monitoring national databases posting organizations’ request for proposals (RFP’s) identifying RFP’s that match MDI’s program offering, and collaborating with the Director in developing a response.

9.  Expands the diversity of the instructional staff teaching noncredit programs by coordinating with the Director, community business, industry, and professional organizations to obtain the best qualified faculty for the noncredit, publicly offered programs sponsored by the Management Development Institute

10. Helps to achieve the overall goals of MDI by working with the Director and coordinating efforts with the entire offerings of MDI.

11. Help to assure the success of MDI by performing all other duties as required.

SUPERVISION

The Financial and Training Manager- MDI is supervised by the Director, Management Development Institute.

OFFICE OF HUMAN RESOURCES

MAY 2007

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 1 - 50 Points: Typically, little, if any, supervision of others is required. The job may require irregular but occasional responsibility to direct the work of student workers and/or temporary or part-time workers. The nature of supervision is largely confined to assigning tasks to others and does not include a full range of supervisory responsibilities. The amount of time spent on directing the work of others is normally a small portion of total work time.

Factor 3: Interactions with Others

Level 2 - 100 Points: Interactions are generally routine and structured involving employees inside the University, students, or the general public. The purpose may include obtaining or clarifying facts, coordinating work, solving recurring problems, or providing factual information to others. Contacts may be with coworkers or structured exchanges with students, faculty, or the general public, and are generally for the purpose of exchanging information.

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 2 - 400 Points: Work involves services including collecting, processing, and disseminating information and providing advice to others. Work activities may be complex and likely affect the accuracy, reliability, or acceptability of further processes or services to the extent that others rely on the advice given in order to make decisions. Work activities typically affect the efficiency of the department but have relatively minor effects on operations within the cost center. Individuals in jobs at this level are often responsible for actively documenting, monitoring, and controlling expenditures. Incumbents may recommend minor expenditures, but have no substantive authority over budgets.