4815 Procurement Card Analyst
POSITION IDENTIFICATION
TITLE Procurement Card Analyst
CLASSIFICATION NUMBER 4815
GRADE 42
CLASSIFICATION Exempt
IMMEDIATE SUPERVISOR Director of Procurement Services
GENERAL FUNCTION
The Procurement Card Analyst supports the Office of Procurement Services and other
University departments by coordinating, managing, and monitoring all aspects of the
procurement card program for the University. The Procurement Card Analyst develops,
revises, and informs users of policies and procedures, and conducts routine audits
for adherence to the procurement card program.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A bachelor’s degree in business or a related field is required. An equivalent
combination of years of experience and education may be considered for substitution
of educational requirements.
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.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Coordinates all aspects of the University’s procurement card program, approves
requests for new cards, monitors and adjusts usage limits as needed, manages replacement
cards in the event of lost, stolen, or fraudulent cards, closes cards due to violation
of policy, employee termination or transfer.
2. Coordinates uniform training in the application of University policies and procedures
to cardholders, coordinators, and approvers.
3. Conducts routine audits on procurement card purchases, informs management of misuse
and works with the Office of Internal Audit and Risk Management on audit requests.
4. Develops and revises procurement card policies and procedures, updates the website
and training materials, disseminates information to end-users.
5. 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 supervisor.
6. Contributes to the overall success of the division by performing all other essential
duties and responsibilities as assigned.
SUPERVISION
The Procurement Card Analyst is supervised by the Director of Procurement Services
and if directed may assign and monitor the work of staff and students.
OFFICE OF HUMAN RESOURCES
REVISED JANUARY 2025
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 2.0 - 900 Points: Entry-level professional knowledge of the principles, concepts, practices, and methods of non-technical administrative and managerial functions. Knowledge permits the employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in areas including communications, social sciences, art and design, education, and related functions while gaining in familiarity with the University's policies and goals, business practices and/or accounting systems. This level of knowledge permits the employee to schedule and carry out the steps of a limited operation or project to complete stages of a multi-phase project. 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 an unspecified field or a specific background in a non-technical area. Knowledge requirements may also include a limited amount of related work experience.
Factor 2: Supervisory Responsibility
Level 2.0 - 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 3.0 - 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 2.0 - 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 3.0 - 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.
