4816 Senior Procurement Card Coordinator
TITLE Senior Procurement Card Coordinator
CLASSIFICATION NUMBER 4816
IMMEDIATE SUPERVISOR Director of Procurement Services
MAJOR ADMINISTRATOR Chief Financial Officer
The Senior Procurement Card Coordinator supports the Office of Procurement Services and other University departments by coordinating the procurement card program. The Senior Procurement Card Coordinator oversees University procurement card purchases in excess of thirteen million dollars annually and ensures compliance with University policy. The Senior Procurement Card Coordinator provides for-credit classroom instruction in related courses at the University.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A bachelor’s degree in business or a related field and a Master’s in a business-related field are required.
Experience: At least two years of experience is required in procurement, preferably public sector procurement, with specific experience in procurement card purchases and in using automate procurement procedures. Training experience is required. Experience in responsible supervisory positions is preferred.
Skills: Effective verbal and written communication skills are required. Interpersonal and customer services skills are required. Skills in the use of personal computers including proficiency in Microsoft Word and Excel are required. The ability to work with colleagues at all administrative and academic levels is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Coordinates all aspects of the University’s procurement card program to include the dissemination of program information to various departments and cardholders, program expansion, training, and compliance monitoring with regulatory guidelines and University policies.
2. Increases customer satisfaction by expanding the range and improving the quality of procurement services to University departments by providing input and implementing the use of information technology to automate and expedite the procurement process.
3. Protects the interests of the University regarding purchases by serving as a representative for the University and monitoring vendor activities for compliance with all contract terms and conditions.
4. Minimizes institutional liability by reviewing and recommending approval or disapproval of University contracts in terms of the adequacy of contract terminology, content, and obligation of the physical resources of the University.
5. Provides continuity of management, supervision, and leadership within Procurement Services by assuming duties and responsibilities as designated by the Director of Procurement Services.
6. Assists in the development of a competent, productive, and effective departmental staff by participating in the interview process for applicants, making recommendations regarding hiring decisions, training staff members involved in procurement operations, and providing input regarding performance evaluations.
7. Uses an understanding of basic business concepts and computer technologies to provide for-credit classroom instruction at the University.
8. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
9. 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 Director of Procurement Services.
10. Contributes to the overall success of the Office of Procurement Services by performing all other duties as assigned.
The Procurement Card Coordinator is supervised by the Director of Procurement Services and may assign and monitor the work of staff and students.
OFFICE OF HUMAN RESOURCES
REVISED APRIL 2014
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 4 - 2300 Points: Knowledge of the principles, concepts, practices, methods and techniques of an administrative, managerial, or professional field such as accounting or auditing, financial management, business administration, human resources, engineering, social sciences, communications, education, law, or medicine. Knowledge permits the employee to complete assignments by applying established methods to recurring types of projects/problems susceptible to well-documented precedents or to schedule, plan, and carry out precedented projects. Alternatively, knowledge at this level might also permit the employee to carry out precedented projects requiring considerable 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 along with significant related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with substantial work experience or a non-specific Master's degree requirement with substantial work experience. Knowledge requirements generally also include a significant amount of related work experience and may include administrative or supervisory experience.
Factor 2: Supervisory Responsibility
Level 2 - 130 Points: Regular, but limited, supervision, training, or directing the work assignments of (a) small numbers of student, part-time or temporary workers, or (b) one or more permanent, full-time employees. The nature of supervision is largely confined to scheduling work and assigning tasks. Supervision at this level typically does not include a full range of supervisory responsibilities, and supervisory duties typically do not consume a large portion of the work day.
Factor 3: Interactions with Others
Level 3 - 250 Points: The purpose of interactions is to advise or counsel others to solve recurring and structured problems, and/or to plan or coordinate work efforts with other employees who are working toward common goals in situations where relationships are generally cooperative. Interactions are moderately structured and routine and may involve employees in different functions, students, and/or the general public. These types of interactions require normal interpersonal skills.
Factor 4: Job Controls and Guidelines
Level 2 - 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 - 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.