**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. MISTRAS Group, Inc. is committed to equal employment opportunity. Employment decisions including initial hiring and all matters involving the terms and conditions of employment will be made without regard to any protected class under applicable law. If hired, the employment relationship is “At-Will,” which means that employment can be terminated at any time, and for any reason, at the option of either the Company or the employee. Please direct questions about these policies to a MISTRAS Group, Inc. Human Resources representative. By submitting & signing , I hereby understand and agree to the terms and conditions of employment as outlined above. I certify that the responses and information provided in this application (including any other supporting documentation such as a cover letter, resume, or transcript) are true and accurate to the best of my knowledge. I understand that misrepresenting or omitting information requested is cause for dismissal at any time, without notice. I hereby give the Company permission to contact schools, previous employers (unless otherwise indicated), references, and others disclosed in my application. Note to Applicants: Smoking is prohibited in all indoor areas of the Company. Employees may use designated smoking areas (if established) in accordance with applicable state and local law. 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 state’s workers’ 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. \#LI-AB1 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. Mistras Group, Inc. is an Equal Opportunity Employer/Veterans/Disabled: 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)