POSITION IDENTIFICATION
TITLE Supervisor, Bursar's Office
CLASSIFICATION NUMBER 1510
GRADE 45
CLASSIFICATION Exempt
IMMEDIATE SUPERVISOR Accounting Manager/Bursar
GENERAL FUNCTION
The Bursar’s Office provides cashiering for the University including the processing
of payments from students, faculty, staff, University departments, and businesses.
The Supervisor, Bursar’s Office is responsible for overseeing the depositing of all
fees and other University-related charges.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor's degree in Accounting, Finance, or a business related field is required.
Experience and Skills: At least three years of experience in accounting, banking, or other similar fiscal
work, including experience in an office with fiscal responsibility, is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Ensures accountability of University receipts and funds at all times by balancing
the Daily Cash Reconciliation worksheet with the previous day’s transactions and performing
various audits and checks of cashiers’ deposits and funds.
2. Ensures proper accountability of daily receipts and cash for accurate balancing
and reconciliation by making daily deposits, keeping the Bursar’s Office checkbook
current, entering all incoming and outgoing monies and overseeing the end-of-day checkout.
3. Ensures the security of University funds kept in the Bursar’s Office by keeping
monies and financial records recorded, locked, and secure from unauthorized access
and verifying time locks.
4. Supports and assists cashiers in daily operations by ensuring that all transactions
between the individual cashiers are balanced.
5. Develops a competent and efficient staff of cashiers by supervising and training
cashiers in the proper procedures for handling cash transactions, operating specialized
equipment, and Bursar’s Office general operating policies and procedures.
6. Ensures that the University has sufficient cash provide check-cashing services
for the University community by keeping a daily cash inventory on hand which is based
upon documented cash demands in the past.
7. Ensures the interface of the Banner ERP system with the online Cashnet cashiering
system and coordinates with the Manager, Financial Systems, Reporting and Planning
on any issues.
8. Works closely with Internal Audit to ensure cash compliance procedures are followed.
9. Promotes a competent, positive image of the Bursar's Office by personally resolving
various problems with customers/clients of the Bursar's Office in a professional manner
which results in solutions rather than transferring the problem to some other agency/office.
10. Ensures proper payment of University vouchers to the Bursar's Office by tabulation
of payment documents, separating payment documents into proper accounts, and filing
these payment documents with the Financial Services Office for reimbursement.
11. Enforces University policy regarding returned checks and takes appropriate follow-up
actions to resolve the discrepancy.
12. 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 Chief Financial Officer.
13. Contributes to the overall success of the Office of Financial Services by performing
all other duties and responsibilities as assigned.
SUPERVISION
The Supervisor, Bursar’s Office is supervised by the Accounting Manager/Bursar and
supervises Accounting Technicians in the Bursar’s Office.
OFFICE OF HUMAN RESOURCES
REVISED JANUARY 2025
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 4.0 - 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 3.0 - 270 Points: Supervision of a limited number of (a) operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a very small number of professional employees, or an equivalent combination of (a) and (b). The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is generally responsible for training, planning, and directing the work of permanent employees, and provides major input into hiring decisions. Supervisory responsibilities consume moderate amounts of work time and may include general work planning tasks.
Factor 3: Interactions with Others
Level 4.0 - 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 3.0 - 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 4.0 - 1500 Points: Work involves the primary accountability for a smaller department, program, or process. Work activities involve managerial decisions that directly affect the efficiency, costs, reputation, and service quality of the department, program, or process. Work affects a limited range of professional projects or administrative activities of the University. Work activities have a direct and substantial impact on the department. While work activities do have some effect on the efficiency and reputation of the cost center, departments, programs, or processes at this level represent a relatively minor function within the cost center. Employees in jobs at this level may have responsibility for developing budgets, distributing budgeted funds, and exercising the primary control over a relatively small budget.
