Fall 2014 issue of Horizons

∙ College Business Management Institute (CBMI) , which is a program that offers an intensive course of study in business and financial management for administrators of colleges and universities. Finally, and perhaps most unique to institutions of higher education when it comes to succession planning, a large breadth of internal resources is available for your team to utilize. Whether it is an undergraduate course in management, or a formal graduate program on business management and effective leadership, you should be encouraging those employees in the succession plan to continue to build their professional skill set with these resources and educational experiences that are available to them at your institution.

of higher education. In order for your institution to successfully cultivate the next generation of business officers, your succession plan should be formalized and transparent, and further should leverage all of the outstanding resources available in the higher education industry.

A succession plan should be a crucial objective for business officers at all institutions

RubinBrown’s Colleges & Universities Services Group RubinBrown provides assurance, tax and management consulting services to colleges and universities, both public and private.

Brent Stevens, CPA — St. Louis Partner-In-Charge Colleges & Universities Services Group 314.290.3428 brent.stevens@rubinbrown.com

Kaleb Lilly, CPA — Kansas City Partner Colleges & Universities Services Group 913.499.4417 kaleb.lilly@rubinbrown.com

Matt Finke, CPA — St. Louis Partner & Vice Chair Colleges & Universities Services Group 314.290.3365 matt.finke@rubinbrown.com

Rodney Rice, CPA — Denver Partner Colleges & Universities Services Group 303.952.1233 rodney.rice@rubinbrown.com

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