Chief Of Fiscal/Administrative Services 2

The State of Connecticut Department of Motor Vehicles is looking for a new Fiscal Division leader.  This career opportunity is for a dynamic, experienced and invested fiscal professional who has the passion, ambition and vision to lead and improve the DMV's Fiscal systems to meet the needs of our customers and our employees.

In a State agency this class is accountable for administering the fiscal and administrative programs and operations of the agency.

Administers the staff and operations of the fiscal management functions including budget preparation and management, accounting, and financial reporting and analysis; develops, implements and evaluates policies, goals and objectives; designs and develops programs and activities; implements new procedures and procedural revisions; acts as liaison both internally within the State and externally; determines appropriate staffing levels and directs the management and coordination of staff; designs and implements performance review standards for division staff; maintains contacts with individuals within and outside of the division who might impact on policy or program activities; directs financial planning activities including long and short-term forecasting; assists EDP experts in the planning and implementation of financial aspects of EDP systems; utilizes EDP systems for financial analyses; prepares programmatic fiscal/administrative analysis and impact statements on proposed regulations and legislation; may direct a program of internal and/or external audit. In addition to directing fiscal/administrative functions, may direct support services such as maintenance, duplicating services, switchboard, mailroom, food services, security, and housekeeping; performs related duties as required.

*Descriptions of these fiscal/administrative functions:

FISCAL AND ADMINISTRATIVE FUNCTIONS Distinction will be made between accountability for and participation in these functions. Fiscal/administrative supervisors, managers and chiefs must be accountable for (or supervise) the function if it is to be considered under the Guidelines for Class Use. The descriptions of each functional heading are not meant to be all inclusive. Their purpose is to provide a sampling of tasks in each functional area. Those areas with an asterisk [*] must consume a significant amount of professional staff hours to be considered additional functions under the Guidelines. As a rule of thumb a significant amount of time will be considered a minimum of ten percent of total professional staff time or supervision of one full time professional position, whichever is smaller. 1. BUDGETING Accountability or budget preparation and management for agency or facility; at higher levels includes participation in planning and policy decisions. 2. GENERAL FUND APPROPRIATION ACCOUNTING Supervision of the agency's or facility's general fund accounting. Includes: maintenance of accounts (EDP or manual); Comptroller reconciliations; internal reconciliations; subsidiary accounts; payment lists; financial statements and reports; petty cash. 3. GRANT ADMINISTRATION (a & b are separate functions) a. GRANT ACCOUNTING* Supervision of the maintenance of accounting records, reconciliations, financial statements for grant funds, etc. b. GRANT MONITORING* (non-programmatic) Accountable for monitoring (or supervising monitoring) of grantees to ensure that funds are accounted for and expended properly. This can include pre- or post-audit of payments, review and analysis of budgets and financial statements, review of accounting procedures. It may include field work such as assistance with setting up financial records and may include (or consist mainly of) auditing grantees. 4. OTHER ACCOUNTING FUNCTIONS* Accountability for or supervision of any additional professional accounting or accounts examining work which may be unique to an agency. 5. PURCHASING/STORES/INVENTORY Accountability for and/or supervision of these areas combined will generally be considered one (1) function. The exception is a warehouse operation employing at least three (3) full-time (or part-time equivalent) positions, which may be considered one (1) additional function. 6. CONTRACT ADMINISTRATION Accountability for and /or supervision of contract preparation and monitoring. 7. PERSONNEL Accountability for and/or supervision of the agency or facility personnel function. This includes recruitment, personnel records, classification issues, grievances and other labor relations issues, worker's compensation, career and benefits counseling. 8. AFFIRMATIVE ACTION* Accountability for supervision of preparation of agency or facility goals, affirmative action recruitment, reporting, counseling, and other aspects of implementation of affirmative action goals. 9. PAYROLL Supervision of the payroll function. 10. SUPPORT SERVICES Each additional support service supervised (e.g., laundry, security, maintenance, switchboard, food service) having a minimum of three (3) full-time positions or part-time equivalent) or taking a minimum of 10% of total fiscal/administrative staff time can be considered one (1) additional function. 11. DATA PROCESSING* Supervision of a data processing operation including professional data processing staff (i.e., Computer Programmer 1 or above).

Considerable knowledge of and ability to apply management principles and techniques; considerable knowledge of and ability to apply relevant State and Federal laws, statutes and regulations; considerable knowledge of and ability to apply principles and practices of public administration with special references to governmental budget management and governmental accounting; considerable knowledge of the principles and procedures of personnel, payroll, purchasing, grant administration and contract administration; considerable interpersonal skills; considerable oral and written communication skills; considerable ability in the preparation and analysis of financial and statistical reports; ability to utilize EDP systems for financial management.

Ten (10) years of experience in a combination of fiscal/administrative functions (e.g., accounting, accounts examining, budget management, grants administration, personnel, payroll, purchasing) at least one (l) of which must be an accounting or budgeting function.*

One (1) year of the general experience must be at a managerial level. For State employees this is the level of Fiscal/Administrative Manager.

1. College training may be substituted for the General Experience on the basis of fifteen (l5) semester hours equalling one-half (1/2) year of experience to a maximum of four (4) years for a Bachelor's degree.
2. A Master's degree in Public Administration, Business Administration, or Accounting may be substituted for one (1) additional year of the General Experience.

*Descriptions of these fiscal/administrative functions are attached.

IDEAL CANDIDATES WILL HAVE DEMONSTRATED:

• Strong abilities to lead the fiscal division while simultaneously working collaboratively with other division leaders across the agency.
• Ability to establish and maintain co-operative and productive working relationships with internal and external partners.
• Ability to build and facilitate trusting, strategic partnerships across the agency and with public and private partners.
• Effective interpersonal skills and excellent verbal and written communication abilities including creating and facilitating presentations.
• Experience in modernizing and implementing fiscal systems and programs.
• Experience with creating organizational efficiency through the utilization of systematic process improvement such as LEAN.
• Advanced knowledge and understanding of public sector budgeting and accounting, including experience involving revenue accounting.
• Decision making and analytical experience regarding purchasing and contracting of services.
• Experience regarding Information Technology services and equipment.
• Demonstrated ability to utilize Fiscal Analytics to align with key strategic objectives.
• Experience in applying effective approaches and solutions to address today’s fiscal challenges.

AN AFFIRMATIVE ACTION/EQUAL OPPORTUNITY EMPLOYER

The State of Connecticut is an equal opportunity/affirmative action employer and strongly encourages the applications of women, minorities, and persons with disabilities.