PCMS Level I & II Implementer - Remote or in Person

Description

The PCMS Implementer is responsible for entering and updating data in PCMS Software (Plant Condition Management System), and developing and running reports from PCMS.

MAJOR RESPONSIBILITIES/ACTIVITIES:

• Accurately enter data in PCMS Software

• Update data in PCMS software as needed

• Develop and run reports utilizing PCMS data

MINIMUM REQUIREMENTS:

PCMS Level I Implementer

• High school diploma or equivalent, with some college preferred

• At least 2 years of database experience preferred

• At least 2 years of experience with Microsoft Office Applications, especially Excel

• Good interpersonal and communication skills

• Organized individual with ability to multi-task

• Experience with PCMS, UPIPE, or another IDMS

PCMS Level II Implementer

• High school diploma or equivalent, with some college preferred

• At least 5 years of database experience preferred

• At least 5 years of experience with Microsoft Office Applications, especially Excel

• At least 5 years of experience with PCMS, UPIPE, or another IDMS

• Good interpersonal and communication skills

• Organized individual with ability to multi-task

For both the PCMS Level I & II Implementer, the following experience is preferred, but not required:

• Experience with Microsoft Access a plus

• Experience with AutoCAD or MicroStation a plus

• Experience in Oil and Gas Industry a plus

• Experience with Refinery or Plant Inspection, or NDT experience a plus

• Understanding of technical documentation such as equipment design documents, P&IDs, and inspection isometrics a plus

ESSENTIAL PHYSICAL FUNCTIONS:

• Frequent lifting up to 30 lbs.

This job description reflects management's assignment of essential functions; it does not prescribe or restrict the tasks that may be assigned.

MISTRAS strives to provide a positive work environment that values excellence in safety and quality, free from discrimination and harassment. Every MISTRAS employee plays a part in our Company's success and making this a great place to work. We are committed to a work place where all employees are free to raise issues, concerns and questions for the improvement of our operations and work environment. Safety is the overriding priority in everything we do; all duties critical to safety, quality, and environmental protection are carried out in compliance with all requirements and with personal accountability.

Note to Applicants

Smoking is prohibited in all indoor areas of the Company unless designated smoking areas have been established by a particular location in accordance with applicable state and local law.

Note to Rhode Island Applicants: The company is subject to Chapters 29-38 of Title 28 of the General Laws of Rhode Island, and is therefore covered by the states worker's compensation law.

Initial ( if applicable) Massachusetts Applicants: I understand that it is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

Initial ( if applicable): Maryland Applicants: I UNDERSTAND THAT UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT OR CONTINUED EMPLOYMENT, THAT ANY INDIVIDUAL SUBMIT TO OR TAKE A POLYGRAPH OR SIMILAR TEST. AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100.

Equal Opportunity Employer/Veterans/Disabled

MISTRAS Group, Inc. is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran

status and will not be discriminated against on the basis of disability.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)