1661 Internal Auditor

The Internal Auditor is responsible for performing internal audit assignments of University departments and activities under the supervision of the Director of Internal Audit. Assignments vary in complexity and are carried out with supervision from the Director of Internal Audit, and, as assigned, from the Senior Internal Auditor. The Internal Auditor reviews and analyzes transactions, documents, records, reports and accounts relating to University operations and functions and prepares acceptable working papers and audit reports of findings. Special reviews and projects may be assigned as requested by the Board of Governors and University administrators.

Education: A Bachelor's degree in Accounting or related field is required. Certification as a CPA or CIA is preferred.

Experience:  One year of experience in auditing, public accounting, or governmental accounting is required.

Skills: Strong verbal, analytical, and written communications skills are required.    A functional knowledge of the use of computers in internal auditing, the ability to research, collect, organize and maintain accurate records/data, the ability to work at times with little supervision, to meet deadlines, to solve problems, and to make appropriate recommendations is required. Professionalism, initiative, and objectivity under all circumstances are required.

1. Under the direction of the Director of Internal Audit (and as assigned under the direction of the Senior Internal Auditor), performs internal audit activities in compliance with established guidelines and principles of auditing by understanding and documenting business processes, interpreting University policies and procedures, governance practices, and regulatory obligations, evaluating compliance with laws, policies, procedures, and regulation by comparing operating practices with established norms, and supporting the safeguarding of assets by reviewing the internal controls over those assets and verifying the existence of such assets. 

2. Assesses various activities to identify potential operational, financial, or compliance risks or potential fraud which warrant audit attention.

3. Prepares acceptable work papers by researching, compiling, and analyzing data to be presented within internal audit reports.

4. Effectively communicates the results of audit activities by preparing well documented summaries of audit findings.

5. Participates in departmental and employee education in the area of internal controls and policy and in monitoring audit actions taken by management.

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 Director of Internal Audit.

7. Contributes to the overall success of the University by working as a team member on audits and special projects and performing all other duties and responsibilities as assigned.

The Internal Auditor is supervised by the Director of Internal Audit.

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 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 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.