Service Contract Administrator prepares, reviews, administers, and tracks service contract proposals and renewals. Explains service terms to customers and answers questions about contracts. Being a Service Contract Administrator secures necessary approvals and ensures that the standard contract terms are followed. Escalates issues involving customer claims about service to management. Additionally, Service Contract Administrator may participate in review of customer issues and may recommend modifications to the services or terms. May assist with contract negotiations. Requires a bachelor's degree. Typically reports to a manager. The Service Contract Administrator gains exposure to some of the complex tasks within the job function. Occasionally directed in several aspects of the work. To be a Service Contract Administrator typically requires 2 to 4 years of related experience. (Copyright 2024 Salary.com)
Dedicated Contract administrator to own the maintenance renewals for the business. They will work with the service manager to review maintenance agreement execution YOY on the current PM contracts. The Contract Administrator will also collaborate with the primary technician and sales to see if any changes are required prior to repricing. After escalations and scope are decided, the Contract Administrator will work through renewal documents and send them out to the customer. They will also follow up with the customer within one week of sending the renewal documents. After a renewal or new contract is secured the Contract Administrator will book the contracts in our system and bill the contracts as well throughout the year. Will also work through ordering materials for PM's to help streamline materials cost and availability in conjunction with managing the time allotted for each of the PM visits. The Contract Administrator will work directly with dispatchers to schedule PM's in a timely manner.
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)