Job Library

Standard Job Description

A standard job description describes work at a high level and connects UW job titles to similar job titles in the market. It is a general set of responsibilities, without regard to any specific employee, that describes the work an employee performs and their role and impact to the organization.

Salary information for jobs outside of salary ranges 15-35 is located on the UW System Compensation Appendices webpage.

Click here for the TTC Salary Ranges

Title Details
Job TitleFinance Director (B)
Job CodeFN033
Scaled JobYes
Salary Grade29
Family NameFinance
Sub Family NameFinancial Planning and Budgeting
Job Overview
Job SummaryPlans, develops, and implements financial strategic goals, priorities, policies, and procedures across multiple finance functional areas to ensure efficient financial resource deployment. Develops budgets, manages automated accounting systems, and provides consultation to administrative units to encourage the use of best practices for compliant, efficient reporting.
Job Responsibilities
  • Directs strategic planning initiatives and establishes objectives for multiple finance functional areas to ensure appropriate use of financial, administrative, and staffing resources and alignment with the strategic plan
  • Determines personnel needs and the personnel resource allocation plan
  • Oversees, reviews, develops, recommends, and implements policies and procedures for internal and external financial reporting, budgeting and financial operations
  • Participates in the development, maintenance, and monitoring of automated financial information systems and budgets, and disseminates updates and results to leadership when appropriate
  • Serves as a divisional representative and subject matter expert to institutional leadership and internal and external stakeholders providing financial direction and information, fostering collaborative relationships across multiple functional areas, and representing the interests of the division
  • Exercises supervisory authority, including hiring, transferring, suspending, promoting, managing conduct and performance, discharging, assigning, rewarding, disciplining, and/or approving hours worked of at least 2.0 full-time equivalent (FTE) employees
Additional Information
Employee CategoryLimited (LI)
Supervision RequiredYes
FLSA ExemptExempt
Education*Bachelor's Degree - Preferred Minimum

*All preferred education can be fulfilled with comparable experience, unless education is listed as required for the job.

Scaled Jobs in the Library

The title and salary structure continues the idea of creating additional job titles for some jobs found systemwide or university-wide based on a small, medium, and large designation. We call this scaling. If there is a scaled job available, universities should choose that job for their employees.

  • Scaling is not title progression.
  • Scaling is a type of further refining the market pricing for a job.
  • For example,

    Title

    TTC Title

    ASSOC DIR, ATHL/L

    Athletics Assoc Dir

    ASSOC DIR, ATHL/M

    Athletics Assoc Dir (B)

    ASSOC DIR, ATHL/S

    Athletics Assoc Dir (C)

Key

Institution Scale
System A – no ( )
Milwaukee A – no ( )
Eau Claire (B)
La Crosse (B)
Oshkosh (B)
Platteville (B)
Stevens Point (B)
Stout (B)
Whitewater (B)
Green Bay (C)
River Falls (C)
Parkside (C)
Superior (C)

Scale is based on the size and budget of a university.

(Inst)

(Inst) typically designates institution-wide or systemwide scope and a non-institution version of the same job title typically indicates use at a School/College/Division/Department-level.

Minimum Education Requirements

The minimum preferred education represent the systemwide shared minimum elements of each job description. When posting for an open position, universities can add additional requirements or preferences to their specific recruitment.

[updateD September 12, 2022]