The position of Pipeline GIS Technician I is responsible for presenting and working with data in a spatial and tabular environment. This position is for established GIS professionals that want to transition into the fascinating world of oil and gas. The support provided by this role helps pipeline companies deliver cost affordable energy to the nation while maintaining their outstanding record of safety performance.

• MAJOR RESPONSIBILITIES/ACTIVITIES:
• Responsibilities are presented in order of priority and include, but are not limited to, the following:
• Support clients in Data Management efforts
  • Read and interpret pipeline industry data sources: construction drawings, strip maps, material, and inspection records
  • Work with industry data models including PODS and UPDM
  • Capture, convert, and reconcile pipeline data
  • Interpret pipeline spatial and technical data, designs, or preliminary specifications
  • Create, manage, and edit feature classes and spatial data (surrounding structures, road crossings, waterways crossings, and other foreign pipeline or utility crossings)
  • Work with different geographic projections and coordinate systems
• Provide clients high-level industry expertise in GIS integration, documentation, and implementation
• Technical writing supporting client deliverables
• Maintain the Integrity Plus standard for quality deliverables
• Meet continuing education requirements as assigned
• Assist with other project tasks as requested
• Compliance with company policies and procedures
• Other responsibilities as identified by the Integrity Plus Team

MINIMUM REQUIREMENTS:

• Minimum of a bachelor’s degree in GIS, science, technology degree or similar
• Demonstrable GIS experience (minimum of 1 years GIS experience)
  • ArcGIS 10.x or higher
  • Google Earth (KML)
• Excellent verbal and written communication skills
• Ability to work in a team-oriented environment
• Proficient knowledge of Microsoft Office suite (Word, Excel, Access, etc.)

ESSENTIAL PHYSICAL FUNCTIONS:

• Ability to lift up to 30 lbs.

Hourly Range:

$22.00-$26.00hr

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.

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)