Make Fleet Cards work for you.

For fuel and other vehicle expenses, the benefits of Fleet Cards can rise well above traditional Purchasing Cards. But what do you do if common Fleet Card processes do not meet your organization’s needs? This was the case for Jessica Perdue, CPCP, Corporate Card Administrator for The Nature Conservancy. She responded by devising a new Fleet Card process that offers better control and satisfies her organization’s unique requirements. Everyone should consider her approach. 

Why Use Fleet Cards Instead of Other Cards?

The short answer is details and controls. For The Nature Conservancy—an organization that utilizes federal funds—tracking details is critical. Regular P-Cards fell short in providing important information, including usage data to support emissions reports for their California unit, and the line item transaction data is not as robust. Their Fleet Card program with WEX Inc. includes reporting to help their efforts tracking the Conservancy’s carbon footprint.  

Then there is the control element. P-Cards only go so far with spend and velocity limits, and MCC blocks. Fleet Cards make it possible to require the entry of vehicle mileage at the pump and restrict the number of gallons purchased. Jessica shared how she can block fuel types, too; for example, blocking unleaded gas if a vehicle requires diesel. Such a control was certainly lacking in the card fraud case I wrote about in 2014; see what happened and how to prevent something similar at your organization.

As for filling stations’ private label cards, no one wants to drive around to find a fuel location where they can use the branded card.

Common vs. Innovative

What is Common

With Fleet Cards, it is common for organizations to do one of the following.

  • Assign a card to an employee, who might use their card with different company vehicles. If the organization wants to know which vehicle each transaction pertains to, the employee would need to specify the appropriate vehicle manually when reconciling. This leaves room for errors.
  • Assign a card to a vehicle, which allows multiple employees to use it, but fuel purchases for a specific vehicle are all on one card. Some manual research would be required to: a) verify that all transactions are legitimately for the assigned vehicle, and b) determine the appropriate accounting code for each transaction.

Both approaches fail to tie together the three key elements: the employee, the card transaction and the vehicle. Not satisfied with the norm, Jessica worked with WEX to develop a different process. 

The best solutions are often your ideas that you put into practice.

The best solutions are often your ideas that you put into practice.

Jessica’s Solution

A card with the VIN printed on it is assigned to each vehicle, but an employee who uses the card is required to key in their employee ID at the pump. The ID remains tied to the resulting transaction throughout the process, including within a feed into Concur. Fleet Card users access Concur—often through the mobile app—to allocate their fuel transactions to the appropriate fund (i.e., accounting code). This last step eliminates the need for someone in AP or Finance to determine the right fund. Jessica also relayed that, because line item data transfers to Concur, they eliminated the extra step of maintaining/imagining receipts.

She personally tested the card controls, including the number of transactions allowed per day, to ensure they worked successfully. The process is efficient and well controlled.

Finally, Jessica imparted her key message to me, saying, “Do not try to stay within the parameters of what your bank currently offers. If your organization needs something specific, create it and work with them to implement it.”


For more Commercial Card insights from others, visit the program management page.


About the Author

Blog post author Lynn Larson, CPCP, is the founder of Recharged Education. With more than 15 years of Commercial Card experience, her mission is to make industry education readily accessible to all. Learn more

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Dive into continuing education.

Many people have asked me about where to find easy-on-the-wallet continuing education events. This is a worthwhile quest regardless of your industry experience or professional credential status, so following are my suggestions specifically related to virtual endeavors.  

Sources

Below are examples of sources through which I have attended complimentary webinars. Your card issuer is another potential avenue, as some routinely schedule free webinars for clients. I have had the pleasure of fulfilling the speaker role for many such events.

In addition, AP Now offers a couple different options. If you participate in their research, you are invited to attend the related webinar. They also have an annual webinar pass available for purchase. Paying for relevant education can be worth it, especially when you know the source delivers good quality content.  

Suggestions

  • Most free webinars are sponsored by an industry provider. You might hear a sales pitch, even if this is not the intent of the event host. If it happens, view the pitch as an opportunity because it, too, can be educational.

  • Share key points from a webinar with your management and note how you can apply the information to benefit your organization.

  • Strive to attend a webinar every month to broaden your knowledge. While job demands can pull us in multiple directions, taking 60 minutes for professional development is time well spent.

Take the plunge to explore cost effective educational events. 

Take the plunge to explore cost effective educational events. 

If You Hold a Professional Credential...

  • Be familiar with the requirements for credential renewal, so you can look for eligible continuing education events. However, do not automatically skip something if it does not qualify. If it interests you, go for it.

  • Track what you have completed on an ongoing basis, so you do not need to scramble as your credential expiration draws near.


Related Resource


About the Author

Blog post author Lynn Larson, CPCP, is the founder of Recharged Education. With more than 15 years of Commercial Card experience, her mission is to make industry education readily accessible to all. Learn more

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Staff members are a wildcard.

When we talk about expanding electronic payments, things like technology and work flow often surface, but are we forgetting the people aspect? The employees who manage or support purchase-to-pay processes—namely, procurement and AP—often wield just as much power as senior management in the success or failure of a new payment strategy. Organization leaders who are ready to modernize payment operations need to address two aspects of the staff members responsible for executing their plan: attitude and skills.

In case you missed it... Staff members are not the only culprit in a laggard payments environment. The previous blog post shares an example highlighting how internal culture driven by management can plague B2B payments.


Attitude

People are unpredictable. Even employees who are generally flexible might resist a change in payment methods, processes, and/or technology. I have heard of organizations who avoid such conflict by holding off on implementing something new until “so-and-so” retires. It does not make business sense to sacrifice quantifiable benefits of a modern payments strategy to appease one or more employees. 

Resistance often stems from fear. Senior management should be planning appropriate communications to ease employees’ fears about the unknown. This includes explaining:

  • the reasons for making a change and

  • the anticipated impact on jobs

Some organizations go a step further by offering incentives if/when staff achieves certain goals related to adopting a new initiative. This could range from monetary rewards to something basic like a celebratory lunch. Those who do not display the right attitude could be subject to a change in job position or status.

The other dilemma management could encounter is employees who have the right attitude but lack the necessary skills to accommodate a change. 

Skills

Key questions for management to explore include:

  • What skills do employees need to help the organization succeed with the new plan?

  • Are the right skills attainable? Conversely, are employees simply not suited for what lies ahead, regardless of possible training?

An organization should decide how much it is willing to invest in employee development in order to fulfill a vision. 

Which employees are ready to support improvements to the organization’s payments plan? Ensure they possess the skills to meet new job demands.

Which employees are ready to support improvements to the organization’s payments plan? Ensure they possess the skills to meet new job demands.

Conclusion

If management is committed to payment improvements, they should do the following as early as possible in the process:

  1. Assess the impacted staff members to identify potential roadblocks related to attitude and/or a shortage of skills

  2. Determine how they will address the identified potential issues (e.g., training, employee restructuring, incentives, etc.)

Finally, once the dust settles, policies and procedures, as well as job descriptions for procurement and AP personnel, likely need to be refreshed to reflect the organization’s new path.

See more on payment strategy from Recharged Education.


About the Author

Blog post author Lynn Larson, CPCP, is the founder of Recharged Education. With more than 15 years of Commercial Card experience, her mission is to make industry education readily accessible to all. Learn more

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