The Work Nobody Sees: Why Good Government Depends on Administration
When people think about government, they usually think about the services they can see.
A police officer responding to a call. A teacher in a classroom. A sanitation truck collecting garbage. A correction officer supervising a housing area. A firefighter responding to an emergency. A newly paved street or a public building under construction.
What most people rarely see is the administrative machinery behind those services.
Someone developed the budget.
Someone established the funding.
Someone wrote the solicitation.
Someone reviewed the contract.
Someone processed the purchase order.
Someone verified the invoice.
Someone recruited the employee.
Someone reviewed the legal requirements.
Someone documented the decision.
And somewhere, someone is probably maintaining a spreadsheet because two government systems that were never designed to communicate with each other still don’t.
After more than two decades working in New York City government, I have come to believe that administration may be one of the most underestimated functions in the public sector.
It isn’t glamorous.
But when administration fails, almost everything else eventually does too.
The Distance Between an Idea and Reality
I currently work in IT procurement and budget for the New York City Department of Correction.
Technology provides an unusually good illustration of the importance of administration because identifying a technical solution is often only the beginning.
Imagine that an agency determines that an aging network switch needs to be replaced.
From a purely technical perspective, the answer might seem straightforward: determine what equipment is required and buy it.
Government doesn’t work that way—and for good reason.
What procurement method is legally permissible?
Is there an existing contract?
Is competition required?
Is the price fair and reasonable?
Is this an expense or capital expenditure?
What fiscal year should fund it?
Does sufficient budget exist?
Does another oversight entity need to approve it?
Are there Minority- and Women-Owned Business Enterprise considerations?
Are there cybersecurity requirements?
Does the scope accurately describe what the agency is purchasing?
Does the invoice ultimately match what was delivered?
Multiply those questions across hundreds of procurement actions, contracts and projects, and you begin to understand the administrative infrastructure underneath a modern government agency.
The distance between saying “we need this” and actually having it available for employees to use can be enormous.
Administration occupies that distance.
Bureaucracy Exists for a Reason
Government employees themselves frequently complain about bureaucracy.
I certainly have.
There are processes I would simplify tomorrow if given the opportunity.
But after spending years dealing with public money, I also understand why many of those controls exist.
If I spend my own money unwisely, I suffer the consequences.
If government spends money unwisely, taxpayers do.
That distinction matters.
Competitive procurement, approvals, documentation, segregation of duties and financial controls aren’t inherently bureaucratic obstacles. They are mechanisms designed to protect public resources.
The problem occurs when we confuse control with complexity.
A good control reduces risk.
A bad process merely adds steps.
Those aren’t the same thing.
Public administrators should constantly ask whether each approval, form and workflow is actually mitigating a meaningful risk.
If five people are reviewing the same information without adding anything to the decision, we haven’t necessarily created stronger oversight.
We may simply have created five opportunities for delay.
Administrative Capacity Is Operational Capacity
One of the biggest mistakes organizations make is treating administrative staffing as overhead that can be reduced without affecting frontline operations.
Eventually, the consequences become obvious.
Reduce procurement capacity and purchases take longer.
Reduce budget capacity and forecasts become less reliable.
Reduce contract-management capacity and renewals become emergencies.
Reduce human-resources capacity and vacancies remain open.
Reduce accounts-payable capacity and vendors wait longer for payment.
Reduce analytical capacity and managers make decisions with poorer information.
The frontline service may initially appear unaffected.
That can make administrative reductions tempting.
But administrative debt accumulates much like deferred maintenance on a building.
For a while, everything looks fine.
Then the failures begin appearing elsewhere.
The contract expires before its replacement is ready.
The funding isn’t available when a project reaches procurement.
An invoice sits unresolved.
A vendor stops performing.
A purchase becomes an emergency because nobody had sufficient capacity to begin it six months earlier.
An audit identifies documentation that should have existed but doesn’t.
What appears to be an operational failure may actually have begun months or years earlier as an administrative-capacity problem.
Technology Can Help- But It Won’t Fix a Bad Process
Artificial intelligence and workflow automation create enormous opportunities for government administration.
I use technology constantly and believe government should be much more aggressive about eliminating repetitive administrative work.
Software can route approvals.
Systems can flag expiring contracts.
Dashboards can identify budget variances.
Artificial intelligence can help analyze documents, compare proposals, summarize contracts and draft routine material.
But there is an important caveat.
Automating a bad process does not make it a good process.
It makes the bad process faster.
Before government digitizes a workflow, someone should ask a very simple question:
Why are we doing this step at all?
If nobody can explain the risk being controlled, the information being created or the decision being made, perhaps that step shouldn’t survive modernization.
Government transformation should therefore begin with process mapping, not software procurement.
What information enters the process?
Who touches it?
What decision does each person make?
Where does it wait?
Where is information entered twice?
Where does one system create a document that someone manually retypes into another?
Those are the places where administrative modernization can produce enormous returns.
We Also Need Better Administrative Career Paths
There is another problem government should address.
We frequently celebrate specialists while underestimating generalists.
Yet some of the most valuable public employees are people who understand how multiple systems intersect.
They understand procurement well enough to talk to buyers.
Budget well enough to talk to finance.
Technology well enough to talk to engineers.
Contracts well enough to talk to lawyers.
Operations well enough to understand why something is urgent.
And organizational politics well enough to know how to actually get something completed.
Those employees become institutional translators.
Government needs them.
We should develop clearer career paths for administrative professionals who acquire that kind of cross-functional knowledge.
The person processing a purchase today may eventually become the person redesigning the agency’s entire procurement operation.
The analyst reviewing expenditures may eventually manage a multimillion-dollar budget.
But only if we treat administration as a profession worthy of development rather than simply a collection of support tasks.
Measure Administration by Outcomes
Administrative organizations also need better measures of success.
Counting activity isn’t enough.
Processing 500 transactions tells me something about workload.
It tells me very little about performance.
I would rather know:
How long did transactions take?
How many were returned for correction?
How much competition did we obtain?
How much money did negotiation save?
How many contracts were renewed before they became emergencies?
How accurate were our spending forecasts?
How many invoices exceeded payment targets?
How many manual steps did we eliminate?
Those measures turn administration into management.
They also help answer an important question when resources are constrained: where will another employee or another technology investment produce the greatest return?
Government cannot manage what it refuses to measure.
Administration Is Public Service
I come from a family with generations of government employment, and I have spent more than 22 years in New York City government myself.
One thing that experience has taught me is that public service takes many forms.
Some are highly visible.
Others happen behind computer screens, inside conference rooms and buried within budget systems.
The employee who negotiates a better technology contract may never meet the taxpayer whose money was saved.
The analyst who catches an incorrect invoice may never receive public recognition.
The procurement professional who gets equipment delivered before an operational deadline may never appear in a press release.
That’s fine.
Government isn’t supposed to exist for our recognition.
It exists to produce outcomes for the public.
But leaders should recognize something internally that the public understandably may not:
Administration is not separate from service delivery. Administration makes service delivery possible.
The objective should never be bureaucracy for bureaucracy’s sake.
It should be the smallest, smartest and most accountable administrative structure capable of protecting public resources while allowing the people delivering services to do their jobs.
After more than two decades inside government, that is increasingly how I define good administration.
Not more process.
Not fewer controls.
Better ones.
And when we get that right, most people will never notice.
In government administration, that may be the best evidence that it is working.
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ABOUT THE ROLE Serve as Assistant Commissioner within the NYC Department of Transportation's Roadway Repair and Maintenance Division. This role oversees over 50 employees across three critical administrative units and manages administrative activities supporting the Division's operations. Responsibilities include managing, procuring, and overseeing spending of over $285M in Expense funding, $285M in IFA revenue, and $280M in Capital funding. The position reports directly to the Deputy Commissioner for NYC DOT Roadway Repair and Maintenance and represents them in their absence. KEY RESPONSIBILITIES - Resource Management: Oversee division-wide budgeting, fiscal reporting, procurement, capital project planning, funding, contract administration, and efficiency initiatives. - Administration: Direct human resources, fiscal management, training, safety, facilities, inventory, over 2,000 vehicle and equipment assignments, environmental compliance, and administrative support for 1,400+ employees. - Technical Services, Innovation and Quality Assurance: Oversee asphalt testing, quality assurance, vendor plant inspections, contract compliance, engineering guidance, roadway condition remediation, and construction planning. - Interfacing: Collaborate with external City agencies, internal NYC DOT units, vendors, union representatives, and community organizations. - Problem Solving and Automation: Evaluate and develop alternative solutions for problematic situations and spearhead oversight of automation in Division operations. - Documentation: Oversee and ensure the integrity of document preparation and justification. MINIMUM QUALIFICATIONS Candidates must be serving permanently in the title of Administrative Manager or be reachable on the Civil Service list. Additionally, candidates must meet one of the following: 1. A baccalaureate degree and four years of satisfactory, full-time progressively responsible clerical/administrative experience, including 18 months in an administrative, managerial, executive, or supervisory capacity supervising staff performing clerical/administrative work of more than moderate difficulty. 2. An associate degree (or 60 semester credits) and five years of satisfactory, full-time progressively responsible experience as described above, including 18 months in a supervisory capacity. 3. A four-year high school diploma (or equivalent) and six years of satisfactory, full-time progressively responsible experience as described above, including 18 months in a supervisory capacity. 4. Education and/or experience equivalent to the above. All candidates must possess the 18 months of administrative, managerial, executive, or supervisory experience. Education above high school may substitute for general experience at a rate of 30 semester credits for six months of experience, up to a maximum of 3.5 years. SPECIAL REQUIREMENTS - An exam may be required. - 55-a Program: This position is open to qualified persons with a disability. Applicants must indicate this at the top of their resume and cover letter. - Residency Requirement: New York City residency is generally required within 90 days of appointment. City employees with two continuous years of service may be eligible to reside in specific surrounding counties (Nassau, Suffolk, Putnam, Westchester, Rockland, or Orange). SELECTION PROCESS Candidates must be reachable on the Civil Service list or currently serving permanently in the Administrative Manager title. A civil service exam may be required as part of the evaluation process. HOW TO APPLY Apply through the official City of New York employment portal using Job ID 793798. Applications must be submitted by the posting deadline of 09/23/2026. Applicants seeking consideration under the 55-a Program must clearly indicate this at the top of their resume and cover letter. EMPLOYMENT DETAILS - Department: Department of Transportation (RRM Administration) - Location: Manhattan (55 Water St, NY, NY) - Employment Type: Full-Time - Job Level: M4 (Manager) - Number of Positions: 1 - Posted Date: 09/02/2026 - Posting Deadline: 09/23/2026 - Benefits: Eligible for Public Service Loan Forgiveness and state repayment assistance programs. The City of New York is an inclusive equal opportunity employer.
ABOUT THE ROLE The Department of Adult & Juvenile Detention (DAJD) is seeking a Deputy Chief of Administration to serve as a key member of the senior management team. This role provides strategic leadership, direction, and oversight of the Administrative Services Division's operations and priorities. The Deputy Chief will lead a team of subject matter experts across finance, information technology, project management, human resources, and records management. This position is instrumental in advancing critical department initiatives, strengthening organizational effectiveness, managing intergovernmental relationships, and ensuring administrative services align with DAJD's operational and strategic goals. KEY RESPONSIBILITIES - Oversee long-range planning for division and department programs, including detention population forecasting, business plan development, and capital project oversight - Develop cooperative working relationships with elected officials, county administrators, governmental agencies, and the public - Make presentations and participate in negotiations regarding administrative services and department functions - Coordinate and collaborate with project managers and analysts to guide work, establish expectations, and promote effective performance communication - Assess and manage processes to complete projects and planning, organizing activities and simplifying complex processes for efficiency - Coordinate with the Human Resource Manager to guide recruitment, labor relations, performance, and leave management - Collaborate with the Chief Financial Officer to guide the budget process, payroll, procurement, and accounts payable - Contribute to the development and support of a $450 million biennial department budget, including forecasting and data analysis MINIMUM QUALIFICATIONS - Bachelor's degree in public administration, public policy, economics, statistical analysis, finance, business, or a related field (or equivalent combination of education and experience) - Minimum of five years of additional combined experience as a leader contributing to the performance, strategy, and/or budget for a department or agency of similar size and complexity - Demonstrated advanced technical and analytical skills, including developing and defending enterprise-wide criminal justice projects and analyzing complex data - Strong leadership, interpersonal, and team-building skills - Ability to direct the work of direct reports and others while maintaining two-way dialogue - Excellent clear and succinct writing skills, and effective verbal presentation skills for various settings - Experience in the analysis of public policy issues, legislation, or process improvement programs - Strategic orientation with the ability to evaluate trends, data, and changing dynamics to create sound plans SPECIAL REQUIREMENTS - Must successfully pass a thorough background investigation process, including fingerprinting, criminal history check, and reference checks - Must reside in Washington state and within a reasonable distance to the King County worksite - Willing and able to report to work at different secured detention facilities in Seattle and Kent - Hybrid work model requiring onsite work three days per week at the King County Courthouse, with remote work requiring a reliable internet connection and workspace - Desired qualifications include an advanced degree in a related field, advanced knowledge of public sector budgeting, and knowledge of auditing techniques and principles SELECTION PROCESS - This is a non-represented, appointed, career service exempt position, meaning the selected individual will serve at-will at the pleasure of the appointing authority - King County is an Equal Employment Opportunity (EEO) Employer and does not unlawfully exclude any person from employment opportunities based on protected classes HOW TO APPLY - Complete the full King County application and supplemental questionnaire - Attach a copy of your current resume and a letter of interest detailing your qualifications - Note that resumes or letters of interest alone will not substitute for a full application - Applications received by September 17, 2026, by 11:59 p.m. will receive first consideration, though the recruitment remains open continuously until filled - For questions or accommodation requests, contact Jaclyn Smith, DAJD Sr. Human Resources Analyst, at 206-263-3379 or jacsmith@kingcounty.gov EMPLOYMENT DETAILS - Employer: King County - Location: King County Courthouse, 516 3rd Ave, Seattle, WA 98104 - Job Type: Appt/Exempt, Full Time - Job Number: 2026JS27902 - Department: DAJD-Adult/Juvenile Detention - Division: Administrative Services - Hours/Week: 40 hours/week (Monday through Friday, 8:00 a.m. to 5:00 p.m., with potential evening or weekend work) - FLSA Status: Exempt (not eligible for overtime pay or compensatory time) - Bargaining Unit: Z3 : KC Personnel Guidelines - Opening Date: 09/04/2026 - Closing Date: Continuous
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ABOUT THE ROLE Positions in the Operations Officer series contribute to the effective management of an organizational unit (e.g., section, division, or agency) by supervising and/or managing staff, problem solving as an individual contributor, or project managing. Roles are differentiated based on analytics, budget, communications, environmental factors, functional responsibilities, minimum qualifications, policy, relationship building, and supervision given or received. KEY RESPONSIBILITIES - Supervise and manage staff, solve problems, and manage projects. - Apply principles of public and business administration, including planning, organizing, staffing, directing, and controlling. - Collect, organize, interpret, and present information. - Apply basic principles of accounting, budgeting, fiscal controls, and statistics. - Identify problem areas and recommend logical solutions. - Interpret and apply laws, rules, regulations, standards, and procedures. - Prepare and present clear, concise reports and recommendations. - Compile financial and operational data; analyze charts, reports, and statistical or budgetary statements. - Coordinate activities of various organizational units. - Plan, organize, and direct the work of others. - Research and write complex narrative and statistical reports. - Speak and testify effectively before governmental and legal bodies, media, and community or business groups. MINIMUM QUALIFICATIONS - Education: Bachelor's degree in business administration, public administration, management, or a related field from an accredited college or university. - Experience: Eight (8) years of experience in professional-level administrative operations or technical work. Previous work lead experience may be required. - Equivalency: An equivalent combination of education and experience will be considered. SPECIAL REQUIREMENTS - Valid Maryland Class C Noncommercial driver's license or equivalent, and eligibility to obtain a Baltimore City driver's permit (may be required). - Authorization for a Criminal Background Check and/or Fingerprinting for positions of trust. - Mandatory six-month probation period for all selected persons, including current City employees. - Completion of a Financial Disclosure pursuant to Sections 7-7, 7-8, and 7-9 of the City Ethics Law. - Non-US education credentials must be evaluated for US equivalency by an agency listed at www.naces.org. SELECTION PROCESS - Candidates indicating minimum qualifications on their applications will be placed on the eligible list without further examination. - Training and experience will be evaluated for appropriateness and quantity based on the application. - The examination consists of a rating of education, training, and experience as presented on the application. - Applicants may be required to complete supplemental questions to examine specific Knowledge, Skills, and Abilities. - Successful applicants will be placed on the employment certified eligible list for at least six months. - Candidates under final consideration must authorize the release of criminal conviction information. HOW TO APPLY - Submit your application no later than 12:00 AM on the closing date of October 13, 2026. - Provide complete and accurate information on your application; vagueness or omission may prevent consideration. - For questions, contact the Recruiter, Ayomide Arodoye (Recruitment and Talent Acquisition Specialist II) via email at Ayomide.Arodoye@baltimorecity.gov. - Applicants requiring accommodation during the hiring process should contact Human Resources directly. Do not attach accommodation requests to the application. EMPLOYMENT DETAILS - Location: 3800 E Biddle St, Baltimore, MD - Time Type: Full time - Job Requisition ID: R0017283 - Benefits: Medical, prescription drug, dental, vision, optional life, AD&D, and FSA plans, along with wellness programs, support groups, and workshops. - Equal Opportunity Employer: Baltimore City Government is committed to a workplace that values diversity, equity, and inclusion, and prohibits discrimination on any protected basis.
ABOUT THE ROLE The Financial Information Services Agency and the Office of Payroll Administration (FISA-OPA) is seeking an Application Support Technician to support the ongoing production maintenance of the PeopleSoft-based HR and Benefits system (NYCAPS), CityTime, and payroll and pension systems. This role ensures operational support and production control functions are efficient, correct, and conform to agency standards while maintaining the highest level of application availability for end users. KEY RESPONSIBILITIES - Troubleshoot file transmission problems with various file transfer partners. - Set up new business partners in the Sterling Integrator file repository system. - Monitor software products for operational alerts and provide rapid response to problems. - Coordinate effectively with production control and operational counterparts. - Document operational problems following established standards and procedures. - Write UNIX scripts and use BPML (Business Process Modeling Language) to support file transfers between internal and end-user systems. - Work with vendor-supplied operational and production control staff to set up and schedule jobs and scripts, quality control inputs and outputs, and review written operational procedures. - Assist testers and resolve operational problems during development, testing, and production phases. MINIMUM QUALIFICATIONS 1. A baccalaureate degree from an accredited college in computer science, engineering, or a related field and four years of satisfactory full-time experience related to information technology service management, process management, or operations; or 2. A baccalaureate degree from an accredited college and eight years of satisfactory full-time experience related to information technology service management, process management, or operations; or 3. Education and/or experience which is equivalent to "1" or "2" above. SPECIAL REQUIREMENTS - Required Skills: Experience with UNIX (including shell scripting/KSH), Sterling Integrator, programming in a mainframe or UNIX business application, PGP encryption, SFTP and FTPS file transfer protocols, BPML (preferably within Sterling Integrator), and excellent oral and written communication, interpersonal, and organizational skills. - Preferred Skills: Experience with job submission and scheduling procedures and monitoring tools, PeopleSoft (including People Tools Process Scheduler), Rational Suite (including Clear Quest), CONNECT: Direct, PeopleSoft implementations in a government environment, MVS/JCL, TSO/ISPF, and Java programming and builds. - Residency Requirement: New York City residency is not required for this position. SELECTION PROCESS No Exam Required. Title classification is Non-Competitive-5. HOW TO APPLY Apply through the Jobs NYC website (www.nyc.gov/jobs) using Job ID: 720985. The posting is open until 10/31/2026. Only candidates selected for an interview will be contacted. EMPLOYMENT DETAILS - Schedule: Full-Time - Location: Manhattan (Work location: 5 Manhattan West, NY, NY, near Madison Square Garden and Hudson Yards) - Department: Ops/BuSup HR Benefits, Financial Information Services Agency - Experience Level: Experienced (Non-Manager) - Job Level: 00 - Number of Positions: 1 - Benefits: Comprehensive benefits including health insurance, pension plan, Deferred Compensation Plan (457, 401K, and Roth IRA options), pre-tax Commuter Benefit program, pre-tax Flexible Spending Accounts, prescription drug, dental, and vision care benefits through District Council 37 – Local 2627. - Equal Opportunity: The City of New York is an inclusive equal opportunity employer committed to a diverse workforce free from discrimination and harassment.
ABOUT THE ROLE The Department of Public Defense (DPD) is recruiting for a Human Resource Analyst to provide administrative and coordination support for departmental recruitment and hiring. The role supports daily recruitment activities, maintains candidate records, coordinates interviews, communicates with applicants, and provides general administrative support across other HR functions. This position may be filled as a Term-Limited Temporary (TLT) or Special Duty Assignment (SDA), and the recruitment may establish an eligibility list for future HR Analyst vacancies for up to six months. KEY RESPONSIBILITIES - Lead full-cycle recruitment, including job postings, interview coordination, candidate communication, and selection documentation. - Partner with hiring managers to design recruitment plans and equitable selection processes. - Facilitate interview panel pre-briefs and debriefs, ensuring consistency and documentation. - Coordinate new employee orientation, probation tracking, and offboarding. - Attend job fairs and community events to promote employment opportunities. - Maintain recruitment files and personnel records using systems like Laserfiche and Content Manager. - Coordinate bar license renewal processes and jail clearances for attorneys and staff. - Review, process, and verify Personnel Change Notices (PCNs) for payroll and HR compliance. - Coordinate employee status changes, position updates, and wage adjustments. - Build and maintain PeopleSoft queries for reporting, analysis, and compliance. - Provide excellent, culturally responsive customer service and handle sensitive information confidentially. - Assist in documenting HR processes and recommending improvements for efficiency. MINIMUM QUALIFICATIONS - Three (3) or more years of demonstrated progressive experience in human resource service delivery, OR an equivalent combination of education and experience. - Valid Washington State Driver's License and/or ability to travel to required destinations around King County in a timely manner. - Experience supporting HR processes such as recruitments, employee lifecycle actions, HR documentation, or HR operational tasks. - Experience entering, maintaining, or auditing employee or HR-related data in an HRIS or similar database. - Strong attention to detail, accuracy, and ability to work with sensitive and confidential information. - Proven ability to provide responsive, confidential, and customer-focused service. - Demonstrated experience applying racial equity, social justice, or culturally responsive practices within HR work. SPECIAL REQUIREMENTS - Must reside in Washington state and within a reasonable distance to the King County worksite. - Hybrid work model: minimum of three (3) days per week onsite (four (4) days per week during the probationary period). - May be required to report to Seattle and/or Kent locations based on business need. - Must maintain a home workspace with an internet connection for remote work days. - Outside Work Policy applies: requires supervisor and Managing Attorney approval for outside employment. - Desired qualifications include experience with NEOGOV, unionized environments, legal practice settings, PeopleSoft, Microsoft Excel, and SHRM/HRCI certification or an AA/BS in Human Resources. SELECTION PROCESS - Evaluation of application materials and supplemental questions. - Interviewing, reference checks, and a personnel file review going back the last three (3) years. - Background check, if applicable. HOW TO APPLY - Submit a completed King County application. - Attach a current/chronological resume. - Attach a cover letter detailing your background and what you can bring to the Department of Public Defense. - For accommodation requests or questions, contact Peter Ocholla at pocholla@kingcounty.gov. EMPLOYMENT DETAILS - Employer: King County - Location: Dexter Horton Building - 710 Second Avenue #200, Seattle, WA (primary), with potential rotations to Kent locations - Job Type: Term-Ltd, Full Time - Job Number: 2026PO27975 - Department: DPD - Dept of Public Defense, Director's Office - Opening Date: 09/03/2026 - Closing Date: 9/16/2026 11:59 PM Pacific - FLSA: Non-Exempt (eligible for overtime) - Hours/Week: 40 hours/week (Monday through Friday, 8:00 a.m. to 5:00 p.m.) - Bargaining Unit: Z3 : KC Personnel Guidelines (Not represented by a union)
ABOUT THE ROLE The Administration for Children’s Services (ACS) Office of Procurement seeks a Procurement Analyst Level 3 (Contracting Officer) to manage the agency's human services procurement portfolio. This involves multi-year, high-value procurements supporting preventive services, foster care, juvenile justice programs, and community-based interventions. The role supports competitive solicitations, conducts vendor responsibility reviews, processes contract actions, and ensures compliance with Procurement Policy Board (PPB) Rules. KEY RESPONSIBILITIES - Assist in administering competitive solicitations (RFx) by preparing documents, coordinating evaluations, and reviewing proposals. - Prepare and process contract actions, including new awards, amendments, renewals, and extensions. - Coordinate procurement activities with program staff, vendors, oversight agencies, and stakeholders. - Conduct vendor responsibility reviews and prepare responsibility determination documentation. - Review procurement documents for accuracy, completeness, and compliance with PPB Rules and agency policies. - Process transactions and maintain documentation in PASSPort, FMS, and other City systems. - Monitor procurement milestones and track contract actions for timely processing and registration. - Maintain procurement records, including post-registration electronic filing. - Assist with special procurement projects and perform other related duties. MINIMUM QUALIFICATIONS Candidates must meet one of the following: 1. A baccalaureate degree from an accredited college and six months of satisfactory full-time professional experience in procurement of goods, services, construction, or professional/technical/administrative experience in contract negotiation/management; or 2. An associate degree or 60 semester credits and 18 months of satisfactory full-time professional experience as described in 1; or 3. A four-year high school diploma or equivalent and two and one-half years of satisfactory full-time professional experience as described in 1; or 4. A combination of education and/or experience equivalent to 1, 2, or 3. College education may be substituted for professional experience (30 semester credits = 6 months). However, all candidates must have at least a four-year high school diploma or equivalent and 6 months of the experience described in 1. Special Notes for Assignment Levels: - Assignment Level II requires one year served at Assignment Level I or one additional year of experience described in 1. - Assignment Level III (this role) requires one year served at Assignment Level II or two additional years of experience described in 1, at least one year of which must be supervisory or equivalent to Assignment Level III duties. SPECIAL REQUIREMENTS - Must be permanent (not provisional) in the civil service title of PROCUREMENT ANALYST. - Open to qualified persons with a disability eligible for the 55-a Program (must indicate on resume and cover letter). - Section 424-A of the New York Social Services Law requires an inquiry into whether the candidate has been the subject of a child abuse and maltreatment report. SELECTION PROCESS - Exam May Be Required. - Title classification: Competitive-1. HOW TO APPLY - Apply through www.cityjobs.nyc.gov or www.nyc.gov/ess for current NYC employees. - Search for Job ID 784943. - Applications are accepted until 10/01/2026. - No phone calls, faxes, or personal inquiries permitted. EMPLOYMENT DETAILS - Department: Administration for Children's Services (ACS), ACCO Procurement (OGC) - Location: Manhattan (110 William St., N.Y.) - Employment Type: Full-Time - Number of Positions: 1 - Experience Level: Experienced (Non-Manager), Job Level 03 - Residency Requirement: New York City residency generally required within 90 days of appointment. Exceptions may apply for City employees with 2 or more continuous years of service. - Benefits: May be eligible for Public Service Loan Forgiveness and state repayment assistance programs. - The City of New York is an inclusive equal opportunity employer committed to a diverse workforce free from discrimination and harassment.