1645 Business Intelligence Analyst

POSITION IDENTIFICATION

TITLE Business Intelligence Analyst

CLASSIFICATION NUMBER 1645

GRADE 42

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Director, Institutional Research

GENERAL FUNCTION

The Business Intelligence Analyst assists the Business Intelligence and Database Analyst in developing initiatives and strategies to improve internal and external reporting efficiencies in the analysis, design, integration, implementation, and maintenance of all systems that support the functions of Institutional Research.  The Business Intelligence Analyst develops and maintains a high level of understanding of all aspects of IR reporting, while fully supporting all policies, such as the Family Educational Rights and Privacy Act (FERPA) that regulate disclosure of student data ensuring confidentiality of all processed, stored, or accessed data.  The Business Intelligence Analyst understands all aspects of MSU’s student information systems and keeps a clean data environment in IR’s research-related databases, ensuring the development of accurate report deliverables.  On an ongoing cycle, the Business Intelligence Analyst assists in the identification of best practices in developing, implementing, and monitoring data quality to ensure data and reporting needs are met in a timely manner. The Business Intelligence Analyst identifies and reports all discrepancies and contributes to the overall success of the IR team by participating in the development and writing of SQL queries to accommodate IR’s needs. The Business Intelligence Analyst provides solutions that assist with campus goals and leads joint design efforts, including streamlining ‘big data analytics’ while continuously defining solutions, troubleshooting, analyzing, and documenting all processes and practices with the goal of supporting decision makers with data-driven validation.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education/Experience: A Bachelor’s degree and two years of experience working in Institutional Research or a related environment or a Master’s degree and one year of experience working Institutional Research or a related environment is required. Experience with state and federal postsecondary reporting is preferred. Experience with database query tools and products is preferred.

Skills: Strong active listening skills and evidence of good verbal and written communications skills are required. A strategic approach to innovative thinking and vision and an adeptness for data visualization and dashboard design are required. The ability to maintain confidentiality in regard to information processed, stored, or accessed is required. Familiarity with data mining and ‘big data analytics’ is required.  The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required. An understanding of database technology and proficiency in handling, organizing, manipulating, storing, and working with large datasets beyond those traditionally handled within a relational system is preferred.  The ability to quickly learn, use, and explain preparation software such as PowerBi is preferred. Proficiency with SQL, Power Query, Dax, and Argos is preferred. A functional knowledge of database management systems is preferred.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Collaborates closely with the Director, the Business Intelligence and Database Analyst, co-workers, and information technology staff either one-on-one or through interviews, workshops, and/or documentation procedures.

2. Aligns resources with University goals and assists in monitoring the collection and reporting for the Provost’s spotlight and key performance indicators.

3. Participates in the definition, testing, training, implementation, and support of system requirements.

4. Understands the functions supported by the current system.

5. Understands and accommodates the constraints imposed by our current system.

6. Troubleshoots issues quickly and appropriately by identifying immediate remediation, determining the root cause, and collaborating with others to determine a long-term solution.

7. Ensures reporting requirements are understood, agreed to, and signed off at the appropriate stages of each project.

8. Provides an ongoing analysis of processes and workflows including suggestions for improvement.

9. Identifies areas where technology can lead to increased efficiency.

10. Collaborates with the Director, Institutional Research’s Business Intelligence and Database Analyst, and other Institutional Research co-workers to deliver dashboards that provide data to aid in decision making.

11. Assists in the development of dashboards, reporting systems, the Institutional Research data dictionary, and a query repository.

12. Prepares and provides video user documentation for training procedures and processes when needed.

13. Alerts the Director, Institutional Research of potential risks and issues of importance.

14. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.

15. 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 supervisor.

16. Supports the overall success of Institutional Research by performing other duties as assigned.

OFFICE OF HUMAN RESOURCES

FEBRURARY 2021

JOB FAMILY 4

Factor 1: Professional Knowledge, Skill, and Technical Mastery

Level 3.0 - 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 1.0 - 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 2.0 - 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 2.0 - 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 3.0 - 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.