Abolished 10/07
COLLECTOR SUPERVISOR
4253A1
Pay Grade: 24
DEFINITION OF WORK
Summary
This is supervisory work in collecting delinquent taxes or
revenues owed to the State.
Work involves supervising the work of collectors and making final
determination to recommend actions for warrants to seize or attach assets as well as
execution orders to garnish wages, to ensure that state tax obligations receive priority
over other debts owed to the State, and to foreclose on properties on cases that can not
be resolved.
Standard Classification Factors
Supervision Received - LEVEL C: "Under direction..."
Employees at this level usually receive a general outline of the work to be performed and
are generally free to develop their own sequences and methods within the scope of
established policies. New, unusual, or complex work situations are almost always referred
to a superior for advice. Work is periodically checked for progress and conformance to
established policies and requirements.
Difficulty - LEVEL B: Average - Where the employee is confronted
with a variety of duties susceptible to different methods of solution which, in turn,
places a correspondingly higher demand upon resourcefulness and concentration. Positions
which require the analysis and evaluation of raw data and the rendering of conclusions
would, in many instances, fall into this category.
Complexity - LEVEL D: Work is of a diversified nature that usually
involves multiple, unrelated steps. Analytical thought is necessary for dealing with
complex data and situations. Work often involves a variety of unrelated processes and may
require planning or carrying out a sequence of actions or both. Several alternatives
usually exist at this level for approaching problems or situations. Workers at this level
exercise a considerable amount of independent judgment. Work is controlled by occasional
review and by reporting to or consultation with supervisors or superiors. When guidelines
exist at this level, they are usually broadly defined or technical requiring careful
analysis and interpretation.
Consequences of Actions and Decisions - LEVEL C: Consequences of
actions or decisions at this level are limited in scope and effect as the work is reviewed
occasionally. Errors may cause moderate inefficiency. Costs due to errors may be
significant.
Contacts - LEVEL D: The purpose of the contact is to justify,
defend, negotiate, persuade or interrogate to settle matters, maintain good will, gain
cooperation or reach compromises when the information is controversial or the individuals
or groups have strong differences of opinions or diverse viewpoints. Extensive use of
communication techniques and well developed communication skills are required for dealing
with others.
Physical Demands - LEVEL A: The work is predominantly sedentary
and requires minimal or negligible physical exertion. The employee is normally seated;
however, the nature of the work allows for periods of standing or walking at will.
Environmental Conditions - LEVEL B: The work environment involves
moderate hazards, risks or discomforts. Exposure to minor deviations from pleasant
environmental conditions is normal. Minor to serious injuries are possible.
Supervision/Leadership - LEVEL D: Involves administrative
supervision responsibility. As a "first line supervisor", the primary
responsibility involves scheduling, supervising and evaluating employees who perform the
same or similar work. Responsible for recommending hiring and disciplinary actions to a
higher level of authority. As a "project manager" may direct the activities of
project leaders to develop plans and criteria and to evaluate progress and results for one
or more projects.
Distinguishing Features
Differs from the Collector Senior class which does not provide for
direct supervision.
EXAMPLES OF WORK PERFORMED
Supervises telephone collection staff; reviews documents prepared
by staff to assure correct and uniform application of the laws, rules, regulations and
policies; initiates corrective action and provides technical advice and guidance to staff
on accounts involving unusual circumstances.
Functions as liaison between staff and other officials and informs
staff of changes in legislation, department rules, and legal interpretations.
Makes final recommendation on complex accounts for warrants,
executions and garnishments, injunctions, seizures and foreclosures; denies or approves
warrants or payment plans requested or made by staff.
Provides assistance and consultation on issues not resolved by
lower level staff; holds office conferences with debtors, clients or their attorney,
accountant or other representative to solve problems, answer questions or to settle
account status.
Develops and maintains a training and proficiency certification
program for new employees and staff.
REQUIRED KNOWLEDGE, ABILITIES, AND SKILLS
Knowledge
*Knowledge of applicable laws, regulations and policies of the
assigned program.
*Knowledge of basic accounting principles and practices.
*Knowledge of methods and procedures used in conducting basic
research.
*Knowledge of the applicable automated system.
*Knowledge of collection techniques.
Abilities
*Ability to exercise good judgment in analyzing situations and
making decisions.
*Ability to interact and establish and maintain effective working
relationships with co-workers, public officials, and the public, and irate, uncooperative,
and verbally abusive clients or debtors.
*Ability to organize data and communicate clearly, concisely and
effectively, both orally and in writing.
*Ability to analyze records and to detect and explain errors and
irregularities to others.
*Ability to read, comprehend, explain and accurately apply
applicable laws, departmental policies, and procedures.
*Ability to detect and reconcile discrepancies in financial
records and other records.
*Ability to compute calculations or equations accurately using
basic mathematics and percentages.
Ability to use an adding machine, calculator, and/or remote
terminal data access equipment.
*Necessary at Entry
MINIMUM REQUIREMENTS:
Three years of
experience in accounting/auditing support work. Education may be substituted for
experience as determined relevant by the agency. NC: 06/94
REV: 12/95
REV: 10/98
REV: 02/00
REV: 11/01
REV: 08/05 |